human resource information system-ppt
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HUMAN RESOURCEINFORMATION SYSTEMGROUP NO: 6SARIKA P (46)SHAHANA P T(52 )SHAFNA JASMIN A(50 )
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WHAT IS HRIS? Human Resource Information Systems (HRIS) include systems
and processes which combine the functions of Human Resource
Management (HRM) and the tools of information technology
HRIS is a collection of components which work together to
gather, process and store information that the HR department can
use to make decisions, to coordinate and to plan its activities
HRIS helps organizations to carry out their Human Resource
(HR) administrative functions in an effective manner and reduces
the manual work to be done by the HR personnel.
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HRIS comprises of the following modules Payroll: This module of HRIS keeps track of the pay grades and
positions of the employees. Pay raise details are also recorded.
HR Management: It records employee details like addresses,training programmers undergone, skills, position and so on. The
functions addressed by this module are recruitment, placement,
evaluation and career development of the employees.
Training: This module administers and tracks employee training anddevelopment programmes. Records of employee education,
qualification, and skills are maintained. It also outlines the training
courses and training materials.
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Performance Appraisal: Evaluates the job performance of employees interms of quality, time and cost. It gives feedback to employees on
performances and identifies employee training needs.
Work Time: This helps to track the work done by the employees. Alsomerges the functions of work management and time management.
Employee Self-Service: This module permits employees to update theirpersonal details, query HR databases and perform HR transactions.
Employees can apply for leave and view their leave details. Employeescan change their bank account details and view their pay-slips, can
manage their inboxes, personal calendars and service requests and are
able to view their work schedules.
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Examples of HRISSage Abra HRIS: It has modules for benefits enrollment, benefitsmessenger, recruitment, employee self-service, payroll, HR features and
training features
Oracle HRMS: Oracle Human Resources supports applicationprocessing, employee profiling, career development, and management ofcompensation and benefit plans
SAP HR: This includes personnel administration, recruitment, training,time management, payroll, compensation management, budget
management, travel management and personnel development.
Kronos: This web-based HRIS offers various solutions for time andattendance, scheduling, absence management, labour analysis, hiring, HR
and payroll.
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IMPORTANCE OF HRIS
Time and Labour Management
Employee Benefits
Payroll
HR Management
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FEATURES OF HRIS
Job and Pay History
Ability to Import and Export Data Ad-Hoc Report Writing
Automated Reminders and Alerts
User-Defined Fields
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Attendance and Leave Tracking
Benefits Administration
Performance Management
Security
Document Library
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COMMON APPLICATIONS OFHRIS An HRIS is an integrated approach to acquiring,
storing, analyzing and controlling the flow ofinformation throughout an organization.A well-developed HRIS is useful in many HRapplications and can enhance the efficiency and
time-of-response of many HR activities. Some ofthe common applications of HRIS are as follows: Planning: The HR activities implemented by
this application are personnel and successionplanning, labour relation planning, target analysis
and organisational charting. Staffing and Employment: This application
handles recruitment activities. It ensurescompliance with employment equity.
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Con..
Training and Career Development:This application deals with analyzingtraining needs, training administration,and career planning.
Performance Management: Thisapplication deals with performanceappraisals, and monitoring time and
attendance of employees. Compensation and Benefits: This
application deals with employeecompensation and benefits
administration.
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USERS OF HRIS FUNCTION
HRIS meet the needs of a number oforganizational stakeholders. Typically,the people in the firm who interact with
the HRIS are segmented into threegroups:
(1) HR professionals, (2) managers in
functional areas (production,marketing, engineering etc.)and (3)employees.
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HRIS FUNCTIONS
Functional HRIS must create aninformation system that enables anassimilation of
policies and procedures used tomanage the firms human capital aswell as the procedurenecessary tooperate the computer hardware and
software applications Some of the HRIS Functions are
following:-
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1.Integrating the technologies ofHR
Is a fact, that developments inInformation Technology havedramatically affected traditional HR
functions with nearly every HRfunction (example, compensation,staffing, and training) experiencing
some sort of reengineering of itsprocesses.
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2. Increased efficiency
Rapid computing technology has allowedmore transactions to occur with fewer fixedresources.
Typical examples are payroll, flexiblebenefits administration, and health benefitsprocessing.
Though technologies of early mainframes
provided significant efficiencies in theseareas, the difference is that the recordprocessing efficiencies that were once onlyavailable to large firms are now readily
available to any organization size.
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3. Increased effectiveness.
Most often, as with processes, computertechnology is designed to improveeffectiveness either by in terms of the
accuracy of information or by using thetechnology to simplify the process.
This is especially the case where large datasets require reconciliation.
However, onerous manual reconciliationprocesses may be executed faster, but alsowith near perfect accuracy using automatedsystems. For instance, pension and profit
sharing
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4. It enabled processes.
While many of the application areasgains are through increased
effectiveness and efficiency overmanual processing, some are onlypossible using contemporarytechnologies.
Most notably, computer-based (web-based) training is a growing area ofHR practice that was not available
until computer software was created.
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Thank you