Human Resource Information System

Human Resource Information System

• 2.
  HRIS • A methodby which an organization collects, analyses & reports the information about people and job.
• 3.
  HRIS • An HRIS,which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically. • To put it another way, an HRIS may be viewed as a way, through software, for businesses big and small to take care of a number of activities, including those related to human resources, accounting, management, and payroll. A HRIS allows a company to plan its HR costs more effectively, as well as to manage them and control them without needing to allocate too many resources toward them.
• 4.
  OBJECTIVE OF HRIS •To offer an adequate , comprehensive and ongoing information system about people and jobs. • To supply up to date information at a reasonable cost. • To offer data security and personal privacy . Data security is a technical problem that can be dealt with in several ways , including passwords and elaborate codes. In the information age , personal privacy is both an ethical and moral issue .
• 5.
  USES/APPLICATION OF HRIS •Personnel Administration: • It encompasses personal information of an employee. These may include name, address, date of birth, marital status, and the date of joining the organization. It also contains the name and address of next kin of the employee concern. These information describe the employee. • Salary Administration: • One of the functions of HRIS is to provide a report containing information like present salary, benefits, last pay increase and proposed increase in future. • Leave/Absence Increase: • HRIS is also used to control leave/absence of employees. This is done by maintaining a leave history of each employee. Every employee can be issued an identity card writing every employee’s token number coded on it. Employee’s entry and exit from the organization should be recorded on the identity card. This reduces chances for malpractice or oversight in calculating wages for each employee.
• 6.
  • Skill Inventory: •Recording employee skills and monitoring a skill data base is yet another use of the HRIS. Such a skill record helps identify employees with the necessary skill for certain positions or jobs in an organization. • Medical History: • The HRIS is also used to maintain occupational health data required for industrial safety purposes, accident monitoring, and so on. • Performance Appraisal: • In order to form a comprehensive overview about an employee, HRIS maintains performance appraisal data such as the due date of the appraisal, potential for promotion, scores of each performance criteria and alike. The textual information can be combined with the factual data obtained from the HRIS and the combination of information can be used for imparting training and affecting employee mobility in the form of transfer and promotion.
• 7.
  • Manpower Planning: •HRIS is used for manpower planning also. It keeps information of organizational requirements in terms of positions. HRIS connects employees to the required positions in the organization. It is also used to identify vacancies and establish employees thereon. HRIS can also help identify a logical progression path and the steps to be taken for employee progress/ advancement. • Recruitment: • Recruitment forms the most essential function of HRM. HRIS helps in the recruitment process in a big way by recording the details of activities involved in employee recruitment. These may include cost and method of recruitment and time taken to fill the positions level wise, for example. • Career Planning: • By providing necessary information such as which employees have been earmarked for which positions, HRIS facilitates positional advancement of employees. In other words, HRIS helps in planning for succession.
• 8.
  FUNCTIONS OF HRIS •Recruitment information. • Personal administration information. • Manpower planning information. • Training information. • Health information. • Appraisal information. • Payroll information. • Personnel research information.
• 9.
  FUNCTIONS OF HRIS •Recruitment information. it includes advertisement module , applicants profile , appointment and placement data . • Personal administration information. It consists of personnel needs of an employee concerning leaves , transfer , promotion, increment etc. • Manpower planning information. It offers data that could help human resource mobilization , career planning , succession planning and inputs for skill development . • Training information. It provides information for designing course material , arranging need based training and appraising the training program etc. • Health information. It consists of data relating to health , safety and welfare of employees. • Appraisal information. It consists of performance appraisal information that serves as basis for promotion , career and succession planning. • Payroll information. It provides data regarding wages , salaries, incentives , allowances , fringe benefits , deductions for provident funds (PFs). • Personnel research information. It is a bank of historic and current data about employees attitude , turnover , absenteeism which may be used for different types of analysis .
• 10.
  BENEFITS OF HRIS •Higherspeed of retrieval and processing of data •Reduction in duplication of efforts leading to reduced cost •Ease in classifying and reclassifying data •Better analysis leading to more effective decision making •Higher accuracy of information/report Generated Fast response to answer queries •Improved quality of reports •Better work culture •Establishing of streamlined and systematic procedures •More transparency in the system