human resource is business law

8/13/2019 Human Resource Is Business Law

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uman Resource Information

Systems Submitted by:-Devanshu Kashyap

Amanpreet kaur

Mayank SinglaRishab Kakkar

NikihitMegha Sharma

Hartej


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Contents

Introduction HRIS- Objectives HRIS- Stages of DevelopmentHRIS- Advantage &Disadvantage Conclusion


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Information System

A system, whether automated or manual, thatcomprises people, machines, and/or methodsorganized to collect, process, transmit, and

disseminate data that representuser information.


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The Evolution of the HRIS

First, paper files were located in the Personneldepartment.

Then, punched card and magnetic media files

werelocated in IS. Government legislation in the 1960s and70seventually called management's attentionto theimportance of HR data.

In the late 1970's the concept of an HRIS was born.


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HRIS -Introduction

Human Resource Information System (HRIS) is asystematic way of storing data and information for eachindividual employee to aid planning, decision making, andsubmitting of returns and reports to the external agencies.

It merges HRM as a discipline and in particular its basic HRactivities and processes with the information technologyfield.It can be used to maintain details such as employee profiles,absence reports, salary admin. and various kinds of reports.


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HRIS Track

Personal Records

Medicalrecords

Health &safety

HR planning Trng & Dev. CompensationBenefits

EmployeeRelation

PensionAdmistration

SalaryAdministration

Employmenteuity

Recruitment &Selection

People

position job


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Objectives Of HRIS

Effective Planning and Policy Formulation:-HRIS provides support for future planning and alsofor policy formulations, both at micro and macro levels.

Monitoring And Evaluation:- HRIS facilitates monitoring of human resources demand andsupply imbalances and evaluation of the policy ndevelopment and utilization of human resource.


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continued

Providing Inputs to Strategic Decisions:- HRIS provides required inputs to enterprise wide strategicdecisions, like redundancy, rightsizing. Also HRIS helps toautomate employee related information, cost minimization

and faster response to employee related services


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HRIS-Stages Of Development

Nature and types of HRIS depend on the level and easeof use.

Primary Level- The organization is interested in automating

processing of routine information. Its focus is on data,storage, processing and information flows at operationallevel of organization. In HRIS it is called Electronic DataProcessing (EDP) which facilitates data and files storage.


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Second Level- The focus is shifted from EDP level to managementinformation systems (MIS)level with more inquiry and reportgeneration flexibility. This is intended for middle level

managers to control operation, matching budget or projection.For eg. :- Overshooting of expenses on overtime, its extentand magnitude.


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ADVANTAGES OF HRISThe basic advantage of a Human Resource Information System (HRIS)is not only to computerize employee records and databases but tomaintain an up-to-date account of the decisions that have been made orthat need to be made as part of a human resource management plan.

The four principal areas of HR that are affected by the HumanResource Information System (HRIS) include;PAYROLLTIME AND LABOUR MANAGEMENTEMPLOYES BENEFITS AND

HR MANAGEMENT


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PayrollThe advantage of a Human Resource Information System(HRIS) in payroll is that it automates theentire payroll process by gathering and updating employee

payroll data on a regular basis. It also gathers information suchas employee attendance ,calculating various deductions and taxes on salaries, generatingautomatic periodic paychecks and handling employee taxreports. With updatedinformation this system makes the job of the human resourcedepartment very easy and simple as everything is available on a24x7 basis, and all the information is just a click away


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Time and Labor Management

In time and labor management a HumanResource Information System (HRIS) is advantageous because it lets human resource personnel applynew technologies to effectively gather and appraiseemployee time and work information. It lets an employee'sinformation be easily tracked so that it can be assessed on amore scientific level whether an employee is performing totheir full potential or not, and if there are any improvementsthat can be made to make an employee feel more secure.


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Employee Benefits

Employee benefits are very crucial because they help to motivate an employee to work harder.By using a Human Resource Information System(HRIS) inemployee benefits,the human resource department is able to keep better track ofwhich benefits are being availed by which employee andhow each employee is profiting from the benefits provided.


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HR Management.

A Human Resource Information System(HRIS) also hasadvantages in HR management because it curtails time andcost consuming activities leading to a more efficient HRdepartment.

Higher Speed of retrieval and processing of data.Reduction in duplication of efforts leading to reduced cost.Ease in classifying and reclassifying data.Better analysis leading to more effective decision making.


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Disadvantages

Although the system is efficient, but sometimes we face the problems like system slowdown or higher downtimes and ifthere is some particular limitation in module than worksuffers, some HR people are not comfortable in using systemefficiently so time is to be given in training for the system.

It can be expensive in terms of finance and manpower.It can be inconvenient.Thorough understanding of what constitutes qualityinformation for the user.Computer cannot substitute human beings


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Conclusion

A Human Resource Information System(HRIS) refers tothe systems and processes at the intersection between humanresource management (HRM) and information technology.

The importance of the human resource function and thehuman resources information system is increasing day byday and it seems to benefit in future.


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Thankyou

human resource is business law

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