hris
Post on 22-Oct-2014
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CONTENTS
INTRODUCTION TO HRIS EVOLUTION OF HRIS HRIS MODEL COMPONENTS OF HRIS APPLICATION OF HRIS NEED OF HRIS BARRIERS TO HRIS VARIOUS SOFTWARES
What is an Information System?
INPUT PROCESSING OUTPUT
FEEDBACK LOOP
IN HR TERMS….
INPUT
(hrs worked)
PROCESSING
(Calc net pay)
OUTPUT
(cut paycheck)
FEEDBACK LOOP
Is paycheck accurate?
THUS….
A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or also called HR modules, refer to the systems and processes at the intersection between human resource management (HRM) and information technology. It is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business.
EVOLUTION OF HRIS
First, paper files were located in the Personnel department.
Then, punched card and magnetic media files were located in IS.
Government legislation in the 1960s and 70s eventually called management's attention to the importance of HR data.
In the late 1970's the concept of an HRIS was born.
HRIS MODEL
Accountinginformation
system
Human resourcesresearchsystem
HRintelligencesubsystem
Work forceplanning
subsystem
Work forcemanagementsubsystem
Benefitssubsystem
Internalsources
Environmentalsources
Inputsubsystems
Outputsubsystems
Users
Data Information
Environmentalreporting
subsystem
HRISDatabase
Recruitingsubsystem
CompensationSubsystem
INPUT SUBSYSTEMS
INTERNAL SOURCES
COMPONENTS OF HRIS
HIS HR Ad Hoc Query.
HIS
HIS is the fastest way to perform reporting for HR data. A special method of accessing reports is employed. A
graphical display enables you to select the object to be reported on. You then start reporting without entering data in a selection screen. These settings are made in HIS by the system itself. The system uses a standard
setting that is based on general usage.
HR ad hoc query
Ad Hoc Query is a reporting tool that was specially developed for Human Resources Management. It is intended for reporting requirements that are not met by standard reports. Ad Hoc Query enables you to perform reporting right down to the info type field level, that is, the lowest level of information in Human Resources Management. Reports defined using Ad Hoc Query can be saved, which means they are reusable.
Ad Hoc Query serves a dual function. It is used to Quickly define and execute very specific reports that are seldom required; define specific reports that need to be reused
APPLICATIONS OF HRIS HR planning Succession planning Work force planning Staffing Applicant recruitment and tracking Employee data base development Performance management Learning and development Compensation and benefits Pay roll Job evaluation
The HRIS that most effectively serves companies tracks:
attendance, pay raises and history, pay grades and positions held, performance development plans, training received, disciplinary action received, personal employee information, and occasionally, management and key employee succession plans, high potential employee identification, and applicant tracking, interviewing, and selection.
AREAS NEED
Strategic integration
Personnel development
Used to aid top management in taking long term HR planningUsed to enhance workers skills and abilities also inc. QWL
Communication and Integration
Inter org. communication support & coordination
Records and Compliance
Used to mgmt information and ensure government compliance
Hr analysis An ongoing means of gathering and diagnosing human resource needs
Knowledge management
Facilitates development and information retention of beneficial human resource practices.
Contd…
AREAS NEEDForecasting and planning Used in long range planning
to assess future organizational HR needs
Organizational vision Drives and integrates the HRIS factors to positive organizational outcomes
BARRIERS
TO
‘HRIS’
Unclear goals and objectives, No or poorly done needs analysis, Failure to include key people, Failure to keep project team intact, Politics / hidden agendas, Lack of HR/ functional expertise in the designing, Lack of communication between HR / IS, Lack of flexibility /adaptability
VARIOUS HRIS SOFTWARES
Rank Company Key Clients
1. Kronos Motorola, Pepsi Americas, Staples.
2. Sage Software Mitsubishi, Caterpillar
3. SAP BMW, Coca-Cola, Nokia, Siemens, Volkswagen, Ericsson,
4. Oracle LG Phillips, Xerox
5. Ceridian Reader’s Digest
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