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Human Resource Information Systems: A Definition
• HRIS -- Systematic procedure for collecting, storing, maintaining, retrieving & validating date needed by the organization about its human resources.
HRIS Components
• Data collection:– Payroll & benefits– Performance appraisal– Training & development– Recruitment & selection– Employment & job data
• Report generation
Acquiring & Implementing HRIS
Needs Analysis
Design & DevelopmentImplementation &
Maintenance
Needs Analysis
• Determine departmental needs for data
• Determining needs for reports
• Analyze short and long term needs
• Determine system specifications
• Vendors bid or packages are considered
• Make decision on system
Design and Develop
• Decide on project plan and user groups
• Purchase system
• Modify and customize
• Develop procedures and guidelines
• Test system and user acceptance
• Convert data
• Train systems staff
Implement & Maintain
• Train HR users
• Make system available to HR
• Develop user documentation
• Conduct field analysis
• Test system and user acceptance
• Maintain & enhance
• Evaluate & modify
Using HRIS in HRM
• Strategic HRM
• Job analysis
• EEO reports
• Recruitment & selection
• HR development
• Performance appraisal
• Compensation& benefits
• Health & safety
• Labor relations
• The future
Ethical & Evaluation Issues
• Ethical issues– Disclosure– Privacy
• Evaluation issues– Efficiency– Equity
Backwards & Forwards
• Summing up. We review the components of HRIS and its uses in HRM from strategic HRM to reporting EEO data, linking compensation and performance appraisal and a look at expert systems. Finally, ethical considerations were considered.
• Looking ahead: Next time we take up the issue of job analysis, the foundation for much of the work in human resource management.