HUMAN RESOURCE INFORMATION

SYSTEMS
(HRIS)
Welcome!

WORKSHOP FACILITATOR: MINHAS

 LEARNING OBJECTIVES OF
SESSION
• UNDERSTAND THE RELATIONSHIP

BETWEEN STRATEGIC HRM AND HRIS

• UNDERSTAND THAT AN EFFECTIVE HRIS

FACILITATES THE ACHIEVEMENT OF
HRM OBJECTIVES

• IMPROVE SERVICE STANDARDS

THROUGH HRIS
 ACTIVITY

• LIST DOWN THE FUNCTIONS / ACTIVITIES OF

HRM

• WHAT DO YOU UNDERSTAND BY HUMAN

RESOURCE INFORMATION SYSTEM (HRIS)

• TELL US 3 ADVANTAGES OR DISADVANTAGES

OF HRIS BASED ON YOUR UNDERSTANDING
OF HRIS
WE NOW HAVE THE TECHNOLOGY TO ALLOW
US TO REDUCE HR ADMINISTRATION AND TO
PROVIDE IMPROVED LEVELS OF SERVICE TO
OUR INTERNAL CUSTOMERS. IT IS OUR
CHALLENGE TO EMBRACE NEW TECHNOLOGY
AND TO FINALLY STEP OUT OF OUR
PERSONNEL ADMINISTRATION HISTORY TO A
PLACE OF LEADERSHIP.

Rob Sharp, HR Consultant, Employee Connect

 Yes……
Your Resume Looks Great, You Before I Welcome You Aboard,
Have More Than enough Do You Have Any Questions? What Is HR?
experience And I Think You’d be
Perfect For The VP Of HR Job!
 DEFINITION OF HRIS

HRIS IS ANY ORGANIZED APPROACH FOR

OBTAINING RELEVANT AND TIMELY DATA ON
WHICH TO BASE HUMAN RESOURCE
MANAGEMENT DECISION
 DEFINITION OF HRIS

THE HRIS SHOULD BE DESIGNED TO PROVIDE

INFORMATION THAT IS:

TIMELY: A MANAGER MUST HAVE ACCESS TO UP-

TO-DATE INFORMATION
ACCURATE: A MANAGER MUST BE ABLE TO RELY ON
THE ACCURACY OF THE INFORMATION
PROVIDED
CONCISE: A MANAGER CAN ABSORB ONLY SO
MUCH INFORMATION AT ANY ONE TIME
RELEVANT: A MANAGER SHOULD RECEIVE ONLY
THE INFORMATION NEEDED IN A
PARTICULAR SITUATION
COMPLETE: A MANAGER SHOULD RECEIVE
COMPLETE, NOT PARTIAL, INFORMATION
 Human Resources Roles Are Changing
Current 5 - 7 Difference
years
ago
Maitaining Records 15.0% 22.0% Significant
Collect, track and maintain data on employees Decrease

Auditing / Controlling 12.0% 19.0% Significant

Ensure compliance to internal operations, Decrease
regulations, legal and union requirements

HR Service Provider 31.0% 35.0% Significant

Assist with implement and administration of HR Decrease
practices

Practice Development 19.0% 13.0% Significant

Develop new HR systems and practices Increase

Strategic Business Partner 23.0% 11.0% Significant

Member of the management team. Involved with Increase
strategic HR planning, organisation design and
strategic change
A study by the Center for Effective Organisations, University of Southern California, and The Human Resources Planning Society.
 HRIS Overview
The big picture - reasons for change

Savings
Complexity Duplication

World-class HR
Inconsistencies

Poor accessibility Inefficient paper-driven

process
IDENTIFY NEEDS OF DATABASE

MANUAL / AUTOMATE
 MODULES OF HRIS

• PAYROLL
• COMPENSATION ADMINISTRATION
• BENEFITS ADMINISTRATION
• EXPATRIATE MANAGEMENT
• TRAINING & DEVELOPMENT
• CAREER PLANNING & DEVELOPMENT
• HR PLANNING
• PERFORMANCE APPRAISAL
• ATTENDANCE
• SELECTION / RECRUITMENT PAYROLL
CAREER PLANNING
& DEVELOPMENT

COMPENSATION HR PLANNING
ADMINISTRATION

HRIS
BENEFITS INTEGRATED PERFORMANCE
ADMINISTRATION DATABASE APPRAISALS

EXPATRIATE SELECTION /
MANAGEMENT RECRUITMENT

TRAINING &
ATTENDANCE
DEVELOPMENT
 MODULES OF HRIS

CAREER PLANNING
PAYROLL
& DEVELOPMENT

COMPENSATION HR PLANNING
ADMINISTRATION

HRIS
BENEFITS INTEGRATED PERFORMANCE
ADMINISTRATION
DATABASE APPRAISALS

EXPATRIATE SELECTION /
MANAGEMENT RECRUITMENT

TRAINING &
ATTENDANCE
DEVELOPMENT
 Personal Details
Checking your personal
details
Personal contact
number
Address

Emergency
Academic
contact number
qualifications

Benefits

Marital status
Payroll bank account
Dependencies
THE AUTOMATED HR MACHINE -
SELF SERVICE CONCEPT

• EMPLOYEE / MANAGER SELF-SERVICE

• E-LEARNING
• RETIREMENT CALCULATORS
• LOAN CALCULATORS
• PERFORMANCE MANAGEMENT
• DECISION-MAKING TOOLS
• POLICIES AND PROCEDURES
• RECRUITMENT AND SELECTION
• CAREER MANAGEMENT
AUTOMATE RESUME TRACKING
PROCESS

• RECEPTION OF APPLICATION
• PRESCREENING RESUMES
• CORRESPONDENCE
• APPLICATION FORM
• TESTS
• PRELIMINARY INTERVIEW
• ISSUANCE OF LETTERS LIKE MEDICAL, OFFER,
ETC
 CASE STUDY
A MATTER OF PRIVACY
YOUR COMPANY HAS RECENTLY REVAMPED ITS HRIS. PAYROLL AND HR
RECORDS ARE NOW INTEGRATED INTO ONE DATABASE. ALTHOUGH
ACCESS TO CONFIDENTIAL HR INFORMATION IS RESTRICTED, SOME SEMI-
PRIVATE INFORMATION SUCH AS THE EMPLOYEE’S NAME, ADDRESS AND
TELEPHONE NUMBER CAN BE ACCESSED ONLINE BY ALL SUPERVISORS.
EMPLOYEES CAN ALSO ALTER THEIR OWN PERSONNEL RECORDS (FOR E.G.
CHANGES OF ADDRESS, TELEPHONE NUMBERS OR NUMBER OF
DEPENDENTS). EMPLOYEES LIKE THE NEW SYSTEM BECAUSE IT MEANS
THAT THEY KNOW THEIR PERSONNEL FILES ARE UP TO DATE AND THAT
INFORMATION IS READILY AVAILABLE IN AN EMERGENCY. FURTHERMORE,
THE NEW SYSTEM HAS RESULTED IN CONSIDERABLE IMPROVEMENTS IN HR
RECORD KEEPING AND THE ABILITY OF THE HR DEPARTMENT TO GENERATE
MORE USEFUL MANAGEMENT REPORTS. HOWEVER, AN EMPLOYEE IN THE
SALES DEPARTMENT IS EXTREMELY UPSET; SHE HAS BEEN RECEIVING
OBSCENCE PHONE CALLS AND BLAMES THE NEW HRIS. SHE ALLEGES THAT
THE CALLER MUST BE SOMEONE FROM THE COMPANY BECAUSE HER
NUMBER IS UNLISTED
 CASE STUDY
A MATTER OF PRIVACY

• SHOULD INFORMATION SUCH AS TELEPHONE NUMBERS BE

AVAILABLE TO OTHER EMPLOYEES?
• WHICH IS MORE IMPORTANT - THE COMPANY’S NEED TO COLLECT
JOB-RELATED INFORMATION OR AN EMPLOYEE’S RIGHT TO
PRIVACY?
• SHOULD EMPLOYEES BE ALLOWED TO CHANGE THEIR OWN FILES?
• WHICH PERSONNEL DATA SHOULD BE CLASSIFIED (A) RESTRICTED
AND (B) UNRESTRICTED?
QUESTION / ANSWER SESSION

?????