Human resource information system ;hrm

KULDEEP MATHUR
M.B.A. JIWAJI UNIVERSITY GWALIOR

 Human Resources is an organizational function that
deals with issues such as recruitment and selection,
training, appraisal, compensation and performance
management of the employee.
 Human beings are also considered to be resources
because it is the ability of humans that helps to change
the gifts of nature into valuable resources.

 A system, whether automated or manual, that comprises
people, machines, and/or methods organized to collect,
process, transmit, and disseminate data that represent user
information.
 Information System is a combination of people, hardware,
software, communication devices, network and data resources
that processes (can be storing, retrieving, transforming
information) data and information for a specific purpose.

 “Rigorous HR planning links people management to
the organization's mission, vision, goals and objectives,
as well as its strategic plan and budgetary resources. A
key goal of HR planning is to get the right number of
people with the right skills, experience and
competencies in the right jobs at the right time at the
right cost.”

 First, paper files were located in the Personnel
department.
 Government legislation in the 1960s and 70s eventually
called management's attention to the importance of HR
data.
 In the late 1970's the concept of an HRIS was born.

 Human Resource Information System (HRIS) is a
systematic way of storing data and information for each
individual employee to aid planning, decision making,
and submitting of returns and reports to the external
agencies.
 It merges HRM as a discipline and in particular its
basic HR activities and processes with the information
technology field.
 It can be used to maintain details such as employee
profiles, absence reports, salary admin. and various
kinds of reports.

Performance
& Evaluation
Recruitment
Pay Roll
Leave &
Absence
Training &
Development
Compensations
& Benefit
People
Administration
Leave &
Absence
HRIS

1. Teamwork
2. Goals
3. Big Picture
4. Future Needs
5. Technical Environment
6. Budget
7. Specifications
8. Build vs. Buy
9. Research
10. Literature
11. Request for
Purchase(RFP)
12. Evaluate
13. Demos
14. Evaluate Again
15. Decision Point
16. Check References
17. Demo Again
18. Evaluate Again &Select

 Pay Roll Management
 HRSOFT
 Human Resource Micro Systems
 Oracle- HRMS
 Spectrum HR
 PEOPLESOFT
 SPECTRUM HR

1. It provides management with
all needed information
pertaining to the business.
2. It is a broader concept
3. Purposes:
 Strategic planning
 Delivering increased
productivity
 Increasing the understanding
of consumers’ needs
 Support policy making
 Support research and
development
1. It helps HR managers
perform HR functions in a
more effective and systematic
way using technology.
2. It is a narrow concept.
3. Purposes:
 Faster information process
 Improved planning and
program development
 Enhanced employee
communications
 Greater information accuracy

 Pay Roll Management Software: Provided by a New Delhi
based Firm “ADMAN TECHNOLOGIES”
 -> Automatic salary slip generation
-> Salary instruction report for Banks
-> Configurable deduction and allowance heads including
loans, advances, incentives etc.
-> Flexible payment rules
-> Leave register maintenance
-> Adjustments and arrears

 Job Analysis refers to various methodologies for analyzing
the requirements of a job.
 Job analysis is the systematic assembly of all the facts about a
job.
The procedure for determining the duties and skill requirements of a job
and the kind of person who should be hired for it.
A job analysis is the process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a
particular job.

Job Description Job Specification A list of a job’s duties,
responsibilities,
reporting relationships,
working conditions, and
supervisory
responsibilities—one
product of a job
analysis.
 A list of a job’s “human
requirements,” that is,
the requisite education,
skills, personality, and
so on—another product
of a job analysis.

 Step 1: Decide how you’ll use the
information.
 Step 2: Review relevant background
information.
 Step 3: Select representative positions.
 Step 4: Actually analyze the job.
 Step 5: Verify the job analysis information.
 Step 6: Develop a job description and job
specification.

 Interview
 Questionnaires
 Observation

 Help the company remain profitable and competitive
 Help the company keep up with technology
 Prevent employees from being overworked
 Help the company stay in compliance with government
regulations

 Task :
Developing effective marketing tools & technique for upliftment
of the brand.
 Responsibilities:
To ensure that the brand enjoys good market credibility &
progress.
 Skills:
Optimistic, enthusiastic, team worker ,go getter should have
prompt decisive ability,etc.

 Jobs Duty :
Looking forward simultaneously for brand progress and
consumer needs.
 Reporting Relationships:
To the chairman and managing director
 Working Conditions:
Marketing involves exploring the market, most of the time
out of office premises.

 Requisite Education:
MBAs and PGDMs from Top B-Schools around the
globe with 10 years of experience in FMCG.

Any Questions ???
Thank You !!!

Human resource information system ;hrm

More Related Content

What's hot

Viewers also liked

Similar to Human resource information system ;hrm

More from KULDEEP MATHUR

Recently uploaded

In this document

Human resource information system ;hrm