Presented by,

Human Resource Information System (HRIS) is the composite of databases, computer applications, hardware and software that are used to collect, record, store, manage, deliver, present and manipulate data of human resource.

Broderick and Boudreau (1992)

1950`s - Virtually non-existent 1960`s - Only a few vendors. 1970`s - greater need in

organizations. 1980`s – HRIS - reality in many

organizations. 1990`s - Numerous vendors,

specialties….

Create and maintain employee records. Ensure legal compliance. Forecast and plan future HR requirements. Reduces the manual work. Assist managers by providing the relevant data.

Primary level (EDP Stage)• Focus on data storage, processing and

information flows.• Restricted to payroll and storing basic

details of employees. Secondary level (MIS Stage)• Increased report generation flexibility.• Intended in control of operations and

budgetting.

Tertiary level (DSS Stage)• More interactive and capable of

developing decisions on many strategic issues.

• Intended in competency mapping of existing manpower, their future utilization, training and development initiatives, suitable compensation packages etc.

Personal employee information. Wages and salaries. Succession planning. Calculation of Benefits. Education & training. Attendance. Performance appraisal. Strategic planning.

1. Operational HRIS

2. Tactical HRIS

3. Strategic HRIS

Operational HRIS provides data to support routine and repetitive human resource decisions.

Information is detailed, structured, accurate and internal.

Strategic HRIS helps top level

managers to set goals and

directions for organisation.

Gather and manage information

from within and outside

organisation.

Supports management decisions emphasizing allocation of human resources.

The decisions include recruitment decisions, job analysis and design decisions, training and development decisions, and employee compensation plan decisions.

Saving time

Saving costs

Work re-allocation

Saving time leads to efficiency. Easy data maintenance. Administrative processes automated. Employee “self-service”. Adequate information base that leads to

timely decision making. Responding faster to employee inquiries

to enhance efficiency and productivity.

Less time spent on tasks = less money.

Minimum paperwork.

Timely and accurate decision making

includes less cost.

Helping the employees perform better through effective career planning and performance management.

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

Inception of idea. Feasibility of study. Selecting a project team. Defining the requirements. Vendor analysis. Package on tract negotiations. Training.

Tailoring the system. Collecting the data. Testing the system. Starting the system. Running in parallel. Maintenance. Evaluation.

css horizon elabour.com Genesys Lawson Oracle People soft Proact Goodwood hr.com

It can be expensive in terms of finance and manpower.

Thorough understanding of the system is necessary for its functioning.

Lack of communication. HRIS implemented may be on poorly

done needs analysis.

“By automating Human Resource practices, HRIS saves time, money and effectively reallocates work processes thus providing competitive advantage and adds strategic value to the organization.”