Human Resources Information System (HRIS)

1. Human Resources Information System (HRIS) Presented by: Ankita Gupta (90) Bhanu Sachdev (88) Harsha Sikri (98) Priya Rawat (57) Ravi Bansal (63)

2. AGENDA • Case Study • HRIS • Definition • Objectives • Benefits • Model of HRIS • HRIS Softwares • HRIS of Reliance Infra • Conclusion

3. Case Study: Developing an HRIS Step Solution

4. The Situation in Swaziland • The MOHSW, Swaziland needed better HRH data. • No understanding of health workers. • ‘Ghost-workers’. • Replacement workers placed in incorrect positions

5. Non-optimum Data Management Benefits Admin. Payroll DATA Applicant Tracking DATA DATA Training Mgmt. DATA Competency Modeling DATA Job Evaluation DATA

6. Sources of problems An HRIS assessment in Swaziland revealed: • HR data were stored in separate systems. • Information flowed slowly between systems. • Didn't reach everyone who needed it. • The systems also could not be queried to produce analyses or reports.

7. Requirements for a comprehensive solution • Create electronic records for all health care staff, regardless of employer. • Include additional data items relevant to HRH, such as registration numbers and facility codes • Institute tight security to protect access to data • Complement rather than duplicate an existing Public Service HR database.

8. Implementing the Step Solution • Develop a data collection • Program a simple database. • Generate a staffing report from both databases. • Institute data-quality procedures to improve the accuracy and timeliness of data inputs. • Establish a monthly updating process and develop forms. • Combine records from both databases to produce a single dataset.

9. Competency Modeling Optimum Data Management Payroll Benefits Admin. HR DATA Training Mgmt. Applicant Tracking Competency Modeling Job Evaluation Integrated HR Systems and Data

10. Information flow in Swaziland using an electronic HRIS "step solution." The red items refer to new systems and process that were instituted as part of the step solution.

11. HRIS : Definition The Human Resource Information System (HRIS) is a method by which an organization collects, analyses and reports information about people and jobs. • It applies to information needs at macro and micro levels. • HRIS may or may not be computerised. • Now-a-days, mostly it is referred to a database system that offers important information about employees in a central and accessible location.

12. The Evolution of the 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. E-12

13. Objectives of HRIS • To offer an adequate, comprehensive and on-going information system about people and jobs. • To supply up-to-date information at a reasonable cost. • To offer data security and personal privacy.

14. HRIS SYSTEM DEVELOPMENT LIFECYCLE • Major steps involved • Identify Objectives • Identify various HRIS projects • Analyze various Alternatives • Select the best alternative • Analyze resource requirement • Develop HRIS plan • Analyze the plan • Design HRIS system • Implement HRIS • Maintain HRIS

15. A Model of HRIS

16. Input Subsystems There are 3 input subsystems in the HRIS model • Accounting Information system • Human Resources Research subsystem • Human Resources Intelligence subsystem Internal sources Environmental sources

18. PAYROLL – Multiple Accounting Distribution

22. HRIS Database • Computer based HRIS have gained popularity because of increasing complexity of personnel related issues. • For the computer based HR database, several alternatives exist in terms of contents, location, management, and data entry.

23. Possible HRIS database locations Source: HRSP Survey, 1990-91

24. Users of HRIS output Source: HRSP Survey, 1990-91

25. Basic Forms of Output Source: HRSP Survey, 1990-91

26. OUTPUT SUBSYSTEMS: HRIS model includes six output systems, each containing a number of applications.

30. Executive Perception of HRIS Value

31. HRIS Softwares • Abra Suite for human resources and payroll management • ABS (Atlas Business Solutions) for general information, wages information, emergency information, reminders, evaluators, notes customer information, documents and photos, separation information. • ORACLE- HRMS for Oracle recruitment, Oracle self-service human resources, payroll, HR Intelligence,Oracle learning management, Oracle time and labor • CORT-HRMS for applicant tracking, attendance tracking and calendars, wage information, skills tracking, reports to information, status tracking, Job history tracking, cost center tracking, reviews and tracking, mass update and change tools etc

32. HRIS Softwares • EmpXTrack Starter Edition EmpXTrack combines payroll software with an employee database, featuring a self-service option that lets employees keep their own information up-to-date. Pricier editions add tools for performance evaluations, surveys and recruiting. • Microsoft Dynamics NAV and GP for some smaller companies, these offerings from Microsoft could be overkill, but they might be worth the investment for employers with robust growth who already rely heavily on Microsoft products.

33. HRIS Softwares • HRSOFT for Identifying and track senior managers, assess management skills and talents, generate a wide range of reports, resumes, employee profiles, replacement tables and succession analysis reports, Identify individuals for promotion, skills shortages, unexpected vacancy, discover talent deep, competency management, career development,  align succession plans etc. • VANTAGE-HRA ‘Point-and-Click’ report writing, internal messaging system for leaving reminders to yourself, to someone else or to everyone using HRA - very useful for Benefit Applications, disciplinary actions, special events, employee summary screen for basic, leave (Absenteeism) and salary/position history, skills & training module, leave tracking module

34. Benefits of HRIS • HRIS can process, store and retrieve enormous quantities of data in an economical way. • The records can be updated quickly. • There is improved accuracy. • HRIS can greatly reduce fragmentation and duplication of data. • Information can be readily manipulated, merged and disaggregated in response to special and complex demands and presented promptly.

35. Optimizing People Management “ Our People are our most important asset.” The SAP ERP Human Capital Management Solution Offers a Complete and integrated set of tools to help you effectively manage your people. You can hire the best talent. Align employee goals with business objectives. Cultivate employee skills. Measure and Reward Performance. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

36. SAP ERP HCM Solution • Hire the best Talent • Optimize use of Employee Talent to achieve Business Objectives. • Stream Line HR Processes • Leverage Real-Time Insight HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

37. SAP ERP HCM Business Activities • Workforce analytics • Talent Management • Workforce Process Management • HCM Service Delivery HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

38. Turning into Strategic Business Partners • Strategic Alignment • Workforce planning • Workforce cost planning & simulation • Workforce Benchmarking • Workforce process analytics & Measurement • Talent management & analytics Measurement HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

39. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

40. SAP-MSS The Manager Self Service (MSS) enables managers to view and manage employees data as part of the company’s normal business processes that may include salary planning, approving pay increases, submitting open position requests, approving time worked and paid time off. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

41. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

42. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

43. The SAP ESS The SAP Employee Self-Service (ESS) is a leverage web based technology that enables employees to view and maintain their personal HR information. The employee can view pay stubs, open enrollment, benefit enrollment data, and more. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

44. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

45. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

46. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

47. Results • Consistently achieve Corporate objectives • Retain Your Talents • Proactively Identify talent gaps • Lower cost of compliance and employee administration • Improve decision making and manage human capital more effectively • Reduce risk • Implement value added activities • Turn HR into a strategic business partner HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

48. Quiz time

49. Question 1 Where in the organisation is the HRIS unit most likely to be located? Ans: Firm’s central computer, HR computer ,operating division computer, outside service center

50. Question 2 Which form of output is the most popular with HRIS users? Ans.: Compensation Subsystem