human resource information system
DESCRIPTION
TRANSCRIPT
HUMAN RESOURCE INFORMATION SYSTEM
HUMAN RESOURCE PLANNING
“HRP is the process of forecasting a firm’s future demand for, and supply of, the right type of people in the right number.”
By K Aswathappa
HUMAN RESOURCE
INFORMATION SYSTEM
DEFINITION AND CONCEPT
The composite of databases , computer applications, and hardware and software that are used to collect/record, store manage, deliver, present and manipulate data for human resource.
By- Broderick
and Boudreau
HRIS is the system to acquire , store , manipulate , analyze , interpret and disseminate relevant information on human resource.
BY-DIPAK KUMAR BHATTCHARYYA
OBJECTIVES OF HRISEFFECTIVE PLANNING AND
POLICY FORMULATION
MONITORING AND EVALUATION
PROVIDING INPUTS TO STRATEGIC DECISION
Other routine objectives of HRIS are to automate employee related information ,cost minimization, faster response to employee related services, faster related decision(like, promotion, transfer, payroll administration, compensation planning ,manpower planning ,etc.)
HRIS –STAGES OF DEVELOPMENT
ELECTRONIC DATA PROCESSING ( EDP )
MANAGEMENT INFORMATION SYSTEM ( MIS)
DECISION SUPPORT SYSTEM ( DSS )
ELECTRONIC DATA PRCESSING
At the primary level , an organization may be interested in automating processing of routine information. it is an exercise of automating routine paperwork at the operational level.
MANAGEMENT INFORMATION SYSTEM
In this phase focus is shifted from EDP level to MIS level with more enquiry and report generation flexibility. This is intended for middle level manager to control the operation, matching budget or projection.
DECISION SUPPORT SYSTEM
DECISION SUPPORT SYSTEM (DSS) facilitates decisions at the higher level in the organization. At this stage HRIS is more interactive and capable of developing decision models on many strategic issues.
It is important to mention that all these types of HRIS are equally important for an organization. Without EDP, i.e. , the basic data storage of employees information and payrolls, MIS can not be developed. Because at MIS stage , middle level managers , duly retrieving information, try to enforce control at the operational level. Similarly, without EDP and MIS, DSS can not develop decision models, examining decision alternatives, as at the corporate level, inputs from EDP and MIS reinforce DSS with enhanced interactivity.
HRIS PRODUCTS CONTENTS AND FEATURES
ProactCss horizon TM
Elaborur.comOraclePeoplesoftSAP@VIP manager
PRODUCTS ON RECRUITMENT MANAGEMENT Applicant/vacancy details Short listing Job/person specification Skills matching Standard reports Cost analysis Internal job posting Interview scheduling Internet job posting
PRODUCT ON TRAINING AND DEVELOPMENT Course specification Course scheduling Evaluation Cost analysis In-house faculty database External faculty database
PRODUCT ON ATTENDENCE Automatic exception reporting Accurate attendance roll Integration with payroll Reports on unplanned absence and
late arrivals Working hours regulation Overtime hours calculation
SUMMARY HRIS is now an important input to
the corporate decision making process. It not only helps in HRP function, but also provides decision support for formulating operational, business and corporate strategies.