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Human ResourceInformation Systems

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The Human Resource Management Process The Human Resources Function The Flow of the Personnel Resources Concept of HRIS A HRIS Model Input Subsystem Output Subsystem How Managers Use the HRIS

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Human Resources is an organizational functionthat deals with issues such as recruitment andselection, training, appraisal, compensation and

performance management of the employee. Human beings are also considered to be

resources because itis the ability of humans that

helps to change the gifts of nature into valuableresources.

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Adequacy of Information Specialty of information

Overestimating information

Identifying need levels Mechanism for addition/deletion

Management support

Quality of information matters

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A/C to Venkata Ratnam & Srivastava

To store data & information for each individual employee forready reference.

To provide a basis for decision making.

To supply data/returns to government & other public.

A/C to Hemendra Verma

It is time effective. HRIS helps in achieving equality.

Involves less costs & less chances of errors.

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Faster information process . Greater information accuracy. Improved planning and program development.

Enhanced employee communications . Reduction in cost of stored data in HR. More transparency in the system . More meaningful career planning &counseling at all

levels. Better ability to respond to environmental changes.

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Employee informationWage and salary dataReview dates

BenefitsEducation and trainingAttendance

Performance data/appraisal results

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Input (hours

worked)Processing (calc.

Net pay)Output (cut paycheck)

Feedback loop (Is pay back accurate)

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It can be expensive Its effective application needs large-scale

computer literacy among the employees

responsible for maintaining HRIS Absence of continuous up-dating of HRIS makes

the information stale.

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Performance appraisal : This system analyzesemployee performance on the job.

Skills inventory: This system keeps track of employee

skills and matches employees with specific jobs. Benefits administration : This system manages

employee fringe benefit packages. Job applicant tracking : This system keeps track

of applicants for jobs with the business.

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The Human Resource Management ProcessOrganizationalStrategic Plan

Human Resource PlanningJob Appraisal & Design

Compensation

Staffing

TrainingReplacementEvaluation

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Primary HR Activities Recruiting & Hiring Education & Training Data Management Termination & Benefit Administration

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The Human Resources Function Facilitates the Flow of the Personnel ResourcesRecruiting

Potentialemployees

Hiring

Employees

Educationand

Training BenefitAdministrationTermination

Retiredemployees

Data ManagementThe Firm

Evaluation

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Channels of Recruiting

Walk-in Write-in Employee referrals Advertising Department of labor Private placement agencies Educational institutions

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Job Application Blanks

Personal data Employment status Education and skills Work history Military background Memberships, awards, and hobbies References Signature line

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Selection Process Preliminary reception of application Employment tests Selection interview References and background check Medical evaluation Conference Realistic job previews Hiring decision 16

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Human Resource Development

Orientation Training Education

Compensation Payroll Executive compensation Bonus incentives, etc.

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TrainingRoadmap

Career Path

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A model of a Human Resource information system

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Accountinginformation

systemHRs

researchsubsystem

HRsintelligencesubsystem

Input

subsystems

Data Information

HRISDatabaseInternal

sources

Environmentalsources

Work forceplanningsubsystemWork force

managementsubsystem

Benefitssubsystem

Environmentalreportingsubsystem

Compensationsubsystem

Recruitingsubsystem

Outputsubsystems

Users

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DATA BASE FOR DEMANDFORECASTING

Population statistic Economic parameters

Existing technologies Emerging technologies

DATABASE FOR SUPPLYFORECASTING

Age at entry and age at exitlevel.

Annual enrolment and culture Attrition rates Retirement Migration Mortality

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