human resource information system
TRANSCRIPT
HUMAN RESOURCE INFORMATION SYSTEM
Presented By:
Kamal sharma 2009MB26
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ContentsContents
Definition of HRIS Objectives HR Function Why HRIS HRIS Model Applications of HRIS Accounting Information Subsystem The HRIS Database Importance Benefits of HRIS
Definition of HRIS
It is a systematic way of storing data & information for each individual employee to aid planning, decision making & submitting of returns and reports to the external agencies.
A method by which an organisation collects, analyses & reports the information about people and job.
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Objectives of HRISObjectives of HRIS
To offer sufficient, comprehensive & ongoing information about people & jobs.
To supply up to date information at a reasonable cost
To offer data security & personal privacy
1. DATA MIGRATION: input data HR into the system: Employee personal data (education, experience, emergency contacts) Dependants data (spouse, children) Compensation Data Insurance Data
Objectives of HRIS Implementation
2. PROCESS: Implement policies and procedures of HR automatically:
• Payroll calculation (HR standards and Finance Requirement – cost center)
• Time-sheet records and calculation• Journal to Finance System (FAS)• Tax reporting
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HR Function
Originally called personnel.
HR director is often used to describe the person in charge of maintaining HR information.
All functions related to managing personnel in an organization.
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All HR Data is stored in one place, and accessible from all computers ( for employees with the right authorization). All employee data can be searched using employee number. Data Integrity is secured.
Why HRIS
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Why HRIS
Personal Information
Training Records
Company policy
HR accounts
Salary, Allowances
Time Sheet/Activity Records
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Why HRIS?
Example: Payroll
To avoid manual payroll calculation every month, which carries the human
error risk and tend to force HR officers to simplify formulas, even when
inaccurate. Taxes paid can be higher than what is
should be. With the system, the worker does not have to deal with the complexity of the payroll calculation every
period.
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HRIS modelHRIS model
HUMAN RESOURCES INFORMATION SYSTEMHUMAN RESOURCES INFORMATION SYSTEM
SYSTEM DESCRIPTION
TRAINING & DEVELOPMENT TRACK TRAINING, SKILLS, APPRAISALS
CAREER PATHING DESIGN EMPLOYEE CAREER PATHS
COMPENSATION ANALYSIS MONITOR WAGES, SALARIES, BENEFITS
HUMAN RESOURCES PLANNING PLAN LONG-TERM LABOR FORCE NEEDS
Applications of HRISApplications of HRIS
Personnel administration Salary administration Leave/absence recording Medical History Accident monitoring Training and development Human resource planning Recruitment
Accounting Information Subsystem
Two main types of data 1. Personnel -- name, birth date, sex, marital
status, education, skills, etc. 2. Accounting -- hourly rate or monthly
salary, taxes, insurance deductions, etc.
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The HRIS Database
Type of data:
1. Employee82.5% of the firms maintain only employee
data
2. Nonemployee8% of the firms
mainly organizations external to the firm
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Executives
10 3 41 2 3 4 5
Non HR Managers
HR DirectorOther HR Managers
Not at all Occasionally Monthly Weekly Daily
Users of the HRIS DatabaseUsers of the HRIS Database
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Importance of HRISImportance of HRIS
Large amount of data and information to be processed.
Project based work environment. Employee empowerment. Increase of knowledge workers &
associated information. Learning organization
Benefits of HRIS HRIS helps managers manage the personnel
resource Utilization of HRIS will support HR performance,
mainly to reduce calculation works, time, and avoid mistakes.
Better analysis leading to more effective decision making
Longer Storage Of Information. Monitoring Data. Better work culture More transparency in the system
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http://www.hrtotal.com/hris.asphttp://management.about.com/cs/peoplem
anagement/g/HRIS.htmhttp://download-
book.net/phd-topics-in-MBA-systems-ppt.html
Thank You
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