Human resource information system
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Human Resource Information System. WHAT IS HRIS?. HRIS is a systematic way of storing data and information for each employee to aid planning, decision making, and submitting of returns and reports to the external agency.

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Human Resource Information System

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Human resource information system

Human Resource Information System


What is hris

WHAT IS HRIS?

  • HRIS is a systematic way of storing data and information for each employee to aid planning, decision making, and submitting of returns and reports to the external agency.

  • The application of computers to the employee-related record keeping and reporting, and management decision making


What is hris1

WHAT IS HRIS?

  • A set of interrelated components working together to support the functions of the HR function

  • Primary function:

    • Documenting the employment relation in all its complexity

  • Basic technology:

    • Storing, retrieving and distributing information


Purpose

PURPOSE

  • Storing of data for future reference

  • Providing a basis for all HR functions

  • Meeting daily transactional requirements

  • Supply data to statutory agencies


Importance of hris

IMPORTANCE OF HRIS

  • Strategy

  • Competitiveness

  • People

  • HRM


Evolution of information systems

EVOLUTION OF INFORMATION SYSTEMS

  • Transaction Processing (i.e. payroll)

  • Management Information Systems (i.e. daily and monthly absenteeism summary)

  • Decision Support Systems (i.e. How many employees should we hire?)

  • Expert Systems


Data vs information

DATA vs. INFORMATION

  • Data – “Just the facts” > raw facts

  • Information – data that has been transformed into a more useful or meaningful form


All computer based info systems hris included

ALL COMPUTER-BASED INFO SYSTEMS(HRIS INCLUDED)

CONSIST OF:

  • Hardware

  • Software

  • Databases

  • Telecommunication

  • Procedures

  • People


An hr example

AN HR EXAMPLE

PROCESSING

(calculating net pay)

INPUT

(hours worked)

OUTPUT

(cut paycheck)

Feedback Loop

(Is paycheck accurate?)


Is in hr

IS IN HR

EXECUTIVE SUPPORT

Plant Location

Merger/Acquisition Support

BASIC HRIS CAPABILTIES

MANAGEMENT REPORTING

EEO, OSHA, etc.

Absenteeism by Department

DECISION SUPPORT

Staffing

Benefits Planning

TRANSACTION PROCESSING

Time & Attendance

Benefits Enrollment

WORKFLOW

Time & Attendance

Benefits Enrollment


Without hris performance evaluation

WITHOUT HRIS – PERFORMANCE EVALUATION

  • Prepare evaluation forms

  • Print and copy evaluation forms

  • Distribute forms to employees

  • Employees fill in evaluation

  • Evaluation forms personally submitted to HR Manager

  • Re-write results to the computer or file them

  • Manual processing of data gathered

  • Prepare result sheets

  • Print, copy and distribute result sheets to employees

  • File all forms for future use


With hris performance evaluation

WITH HRIS –PERFORMANCE EVALUATION

  • Define evaluation forms

  • Online evaluation entry

  • One-click access to results

  • History information captured

  • Evaluation reports

  • Strategic decision making process can take place


Without hris leave application administration

WITHOUT HRIS – LEAVEAPPLICATION ADMINISTRATION

  • Prepare leave application forms

  • Print and copy leave application forms

  • Manually maintain employee attendance information daily

  • Maintain company calendar

  • Employees applying for leave fill out an application form

  • Application form personally submitted to supervisor

  • Manual check for employee’s leave status history

  • Supervisor’s approval or rejection

  • Application form personally submitted to HR Manager

  • Manual update of employee’s personal leave information file


With hris leave application administration

WITH HRIS – LEAVEAPPLICATION ADMINISTRATION

  • Define company specific leave administration processes

  • Online leave application form

  • Online leave approval or rejection

  • History information captured

  • Leave balance reports generated by the system

  • Saves strategic resources


Intranet new dimension of hris employee self service

INTRANET – NEW DIMENSION OF HRISEmployee Self-Service

View/check/modify online:

  • Personal information

  • Qualifications

  • Leave application

  • Leave balance

  • Leave cancellation

  • Leave approval/rejection

  • Salary information

  • Company calendar

  • Appraisal results

  • Online appraisal process


Human resource information system

10. Healthcare Costs

1. What Impresses CEO Most

9. Pay Benefits

8. Cost Per Hire

2. Human Value Added

TOP 10 CALCULATIONS FOR HRIS

7. Return on Training

3. Return on Human Capital Invested

4. Time to Fill Jobs

6. Volunteer Turnover Rate

5. Turnover Cost


Three levels of hris

THREE LEVELS OF HRIS

  • Economic trends

  • Industry forecasts

  • Manpower demand forecasts

  • Training projects

  • Manpower planning

  • Pension fund investments

  • Recruiting

  • Employee selection

  • Employee placement

  • Employee Promotion

  • Assignments Matching

  • Employee background and

  • experiences

  • Performance evaluation

  • Skills inventory

  • Internal reporting

  • Absentee rates

  • Human resource accounting

  • Productivity assessments

  • External reporting

  • Equity monitoring

  • Vacancy reporting

  • Health & safety reporting

Benefits programs

Compensation programs

Insurance programs

Employee demographics

Position description


Why are carefully developed info systems important to hr

WHY ARE CAREFULLY DEVELOPED INFO SYSTEMS IMPORTANT TO HR?

  • Safer

  • Better Service

  • Competitive Advantage

  • Less Errors/Greater Accuracy

  • Higher Quality Products

  • Improved Health Care

  • Improved Communication

  • Increased Efficiency

  • Increased Productivity

  • More Efficient Administration

  • More Opportunities

  • Reduced Labor Requirements

  • Reduced Costs

  • Superior Managerial Decision Making

  • Superior Control


Benefits

BENEFITS

  • Time saving

  • Cost saving

  • Work reallocation


Time saving

Time Saving

  • Easy date maintenance

  • Administrated processes automated

  • Employee ‘self-service’

  • Adequate information base that leads to timely and quick decision making

  • Responding faster to employee inquiries to enhance efficiency and productivity


Cost saving

Cost Saving

  • Less time spent on tasks = less money

  • Minimal paperwork

  • Timely and accurate decision making includes less cost


Work reallocation

Work Reallocation

  • Helps the employees perform better through effective career planning and performance management

  • Integrating the human resource function with other business functions in the enterprise to better serve personnel


Hris the strategic value

HRIS – THE STRATEGIC VALUE

  • Efficiency – cost & time

  • Effectiveness – orientation on the most valuable asset of the organization - PEOPLE


Implementation of hris

IMPLEMENTATION OF HRIS

INCEPTION OF IDEA

TAILORING THE SYSTEM

COLLECTING DATA

FEASIBILITY STUDY

TRAINING

TESTING THE SYSTEM

SELECTING PROJECT TEAM

CONTRACT NEGOTIATION

STARTING UP

AUDIT

DEFINING REQUIREMENTS

VENDOR ANALYSIS

RUNNING IN PARALLEL

MAINTENANCE


Limitation

LIMITATION

  • Expensive in terms of finance

  • Problems of computer illiteracy

  • Inadequacies in design of HRIS

  • No substitute for human being

  • Regular updating of information necessary


Decision making process

DECISION MAKING PROCESS

  • Strategic

    Create a comprehensive learning organization that enhances the knowledge capital of all employees

  • Functional

    Personal development plans for employees, individual training plans according to employees training needs, performance evaluation meeting, etc.

    • Operational

      Maintaining data in the system, administration


Hris unplugged time allocation

HRIS UNPLUGGED – TIME ALLOCATION

  • Strategic:

    • Strategic decision making………………...….2%

    • Functional:

      • Functional decision making………………….23%

      • Operational:

      • Operational day-to-day tasks………………75%


Ideal decision making process

IDEAL DECISION MAKING PROCESS

  • Strategic:

    • Strategic decision making………………...….2%

    • Functional:

      • Functional decision making………………….23%

      • Operational:

      • Operational day-to-day tasks………………75%


Conclusion

CONCLUSION

  • “By automating human resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage, adding strategic value to the organization.”

  • ‘HR managers must make use of HRIS to achieve improved performance; removing routine administration allows them to become professional consultants to the rest of the organization.


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