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