1. introduction hris

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    Introductionto

    HumanResource

    InformationSystem

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    Purpose

    Wh

    y

    Wha

    t

    How2

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    What is HRIS?What is HRIS?

    integrated systems to gather

    Store analyze information regarding an

    organizations human

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    Core FunctionsHRIS : c!uire

    Store "anipulate

    nalyze

    Retrie#e

    $istri%ute

    Information about anor anizations human resources

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    & parts ofHRIS:

    Hard'are

    Soft'areapplications

    (echnology People

    People

    Policies Procedure

    s

    $ata

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    History of HRIS

    Early (pre-WW II

    Personnel)ld term for human

    resourcesRecord *eeping

    +ame, address, phone,

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    !etween "#$% and "#&'

    Human capital issues

    Formal selection andde#elopment

    +o real changes fromearlier days

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    Early ("#&'s to "#'sPersonnel %ecame HR-o#ernment andregulatory agenciesincreased reporting

    re!uirementsStill, HRIS 'as usedmostly for *eepingadministrati#e records

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    )ontemporary HRIS.arge and small %usinesses

    are utilizing HRIS/sage of Personal

    computers

    From simple record-*eepingto comple+analytical tools to assistmana ement decision

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    Who uses HRIS,

    HR Professionals 0-eneric

    Functional "anagers 1Speci2c

    Indi#idual 3mployees

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    HR Professionals 0-eneric

    Reporting and compliance

    Payroll and compensation analysis 4ene2ts administration

    pplicant trac*ing, s*ills in#entory

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    Functional "anagers 0Speci2c

    Performance management and

    appraisal Recruitment and resume processing

    (eam and pro5ect management

    (raining and s*ills testing

    "anagement de#elopment

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    Indi#idual 3mployees

    Self0ser#ice %ene2t options

    Career planning(raining and de#elopment

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    !asic system

    reuirements.67 $es*top PCs 9&7 Standard %ro'sers

    7 )rganization0'ideser#er7

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    !asic system

    reuirements.;7 Intranetcommunications protocol

    running on %oth PCs andthe ser#er7

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    !asic HRIS/eatures.

    Payroll(ime and .a%or"anagement

    4ene2tsdministration

    HR "anagement

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    !ene0ts of HRIS

    3>cient and 3ecti#euse of (ime

    Cost 3>ciency = Cost3ecti#eness

    Increases ccuracy

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    !ene0ts of HRIS

    Creates ne'opportunities for%etter analysis of the'or*force7

    Streamline theacti#ities 'ithin theHR department9

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    1ses of an HRInformation

    System (HRIS

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    Human ResourceInformation Systems @HRISA

    Birtually all HR managementfunctions can %e enhancedthrough the use of an HRIS 1 anyorganized approach for o%tainingrele#ant and time information on

    'hich to %ase HR decisions

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    H/"+ R3S)/RC3 I+F)R"(I)+ SS(3"-oal: Integrate Core Processes into Seamless System

    Input Data TypesJob Analysis

    Recruitment

    Selection/Job Posting/

    Employee Referral

    T&D

    Performance Appraisal

    Compensation

    enefits

    Safety

    !ealt"

    #abor Relations

    Employee Relations

    $utput Data %ses

    Employee Trac'ing

    Di(ersity Programs

    !iring Decisions

    Training Programs/E)

    learning/*anagement Succession

    Compensation Programs

    enefit Programs +e,g,-

    prescription .rug programs

    !ealt" Programs +e,g,- Employee

    Assistance Programsargaining Strategies

    Employee Ser(ices

    $rgani0ational

    Strategic Plans

    !uman

    Resource

    *anagementPlans

    Contribute To1ar. Ac"ie(ement of

    !umanResource

    Information

    System

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    Class cti#ity

    Pro#ide speci2c eDamples of

    HRIS systems and pro#ide thedetails @costs, systemre!uirements and 'e% siteresources etc7A7

    What are the strengths of thesystems?

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    77contd

    What are the 'ea*nesses of the

    systems? Respond to other students

    eDamples7

    s a group, decide 'hich HRIS is%est for a large organization and'hich one is %est for a smallorganization7