HUMAN RESOURCE INFORMATION SYSTEM

FLOW OF THE PRESENTATION

HRIS Evolution What is HRIS? HR With HRIS Company Research & Analysis

Are You Still Monitoring Your Employees Manually? Are Your Administration Is Done Manually?

Do they have to still put the requests manually, which ultimately wastes their valuable time and hence the overall work productivity of the employee ?

Are you not using any software while recruiting ?

How are you managing the employee medical benefits like Critical Illness coverage, Dental, Disability, Life, and other non-medical benefits of employees?

Can your employees alter their advantage options on their own within seconds?

As an administrator how effectively you are taking care of these things?

Are You Effectively Providing The Employee Benefited Customized Options?

HR without HRIS
Around 10 - 15 years back, most Human Resource Managers found themselves being asked questions on HR maturity by potential customers, investors and even prospective employees. As the organizations mature, HR practices also mature . The HR function is at three different states in its evolution cycle where it starts as a Business Function, becomes a Business Partner

 In each of these cases the role and impact of the HR department becomes progressively more strategic in nature. At higher levels of maturity, the HR function can add tremendous value to the leadership potential, top-line, bottom line and long-term sustainability of the organization. At each stage the attributes & value add by the Human Resources function change and the tools required vary significantly.

 If you have a medium or large size company, you most likely have encountered challenges in managing and keeping track of the interactions between your employees and your organization. Tasks such as accessing employee information, analyzing data, and creating reports can be time consuming and tiresome; payroll management turns into a hassle, and more mistakes are made. And the list goes on.

HR Without HRIS
Payroll Applicant Tracking
DATA

Benefits Admin.
DATA DATA

Training Mgmt.
DATA

Competency Modeling

DATA DATA

Job Evaluation

The bottom line is, as a company grows, so does its necessity to more efficiently manage its employees. Otherwise, the companys growth can be compromised. The question is how to have a more efficient HR department? Should you hire more HR specialists and do more training? Not really. The answer can be as simple implementing a HRIS

HRIS
A HRIS, or Human resource information system, is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting activities etc. A HRIS generally, should provide the capability to effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.

 HRIS offers HR, payroll, benefits, training, recruiting and compliance solutions. Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. This can give back hours of the HR administrators day previously spent attending to routine employee requests. They also facilitate communication processes and save paper by providing an easily-accessible, centralized location for company policies, announcements, and

HRs told us how HRIS helped them turn hours and hours of work into a few clicks, here are 7 reasons why you should consider implementing a HRIS in your organization. Easy Access to Employee Records Attendance and PTO Tracking Employee Self Service Easily Create Reports Track Training Progress Reduce Employee Management Costs

In addition, an HRIS provides:

Easy-to-update compensation and review information Self-service options for different users in the organization Efficient benefit administration and updating Applicant tracking during the recruitment stage Easy compliance and statistics reporting modules

HR With HRIS
Payroll Benefits Admin.

Applicant Tracking

HR DATA
Competency Competency Modeling Modeling Job Evaluation

Training Mgmt.

Integrated HR Systems and Data

COMPANY ANALYSIS COGNIZANT TECHNOLOGY SOLUTIONS

HRIS - Modules
Performanc e Managemen t ESS Resource Allocation

Payroll/ Benefits

HRI S

Work Time

Separations

Recruitmen t

Training and Developme nt

EMPLOYEE SELF SERVICE

This HRIS applications known as Employee Service Automation(ESA) are Internet-based products that allow employees to view and/or edit information related to their HRIS applications employee file. Employees may be able to update their emergency contact information and personal contact information, or even change their address when necessary. A number of the self-service applications also Seat Management, Performance Management etc. Employees often like this arrangement because theyre in charge of their own data and Human Resources (HR) professionals like it because it cuts down on their input workload.

PAYROLL
The payroll system(MyPay) is the application that HR Representative will access to store, update and manage all tax information for every employee and to ensure that the payroll matches the job specification and designation. It also keep track of the earnings definition of each employee and provides the link for FORM 16(Income Tax Return) All tax detail must be stored for up to four years by any employer regardless of

TRAINING & DEVELOPMENT

Schedule courses, classes, facilities, and trainers through a portal known as Enterprise Learning Management(ELM) and MyAcademy. Employee have to create a training calendar online every year Empower employees to view online calendar and request training, both internal and external certifications, webinars etc Record grades and credits for completed classes Compare job requirements to outstanding needs

RECRUITMENT
HRIS provides help in the analysis and evaluation of the data of the new applicants. It can monitor the qualification and special characteristics of new employees by various functional categories. Also, the optimal use of internal recruitment processes requires possessing an updated and accurate knowledge of the personnel of the firm for which a HRIS can be used.

APPRAISAL
HRIS helps in creating a flexible, transparent and employee and manager self service enabled employee performance appraisal system. It enables mapping of role KRAs and KPIs as well as role competencies like Delivery, Organizational, Personal to ensure goal alignment and cascading goals. As an automated, employee self service system, it improves performance through frequent reviews and feedback to the employee and gives time to managers to

WORK TIME
Work Time gathers standardized time and work related efforts and the portal is known as Cognizant C2 where each and every employee have to fill in the timesheet every fortnight. The most advanced modules provide broad flexibility in data collection methods, labour distribution capabilities and data analysis features. Cost analysis and efficiency metrics are

SEPERATION
Resignation is also being carried out through the Employee Self Service portal that is Cognizant Employee Service Automation(ESA). This involves collecting and analyzing data to provide cumulative statistics on separated employees by various categories. Such data will allow for monitoring and verification of projected attrition

RESOURCE ALLOCATION
The Global Work Force Management(GWFM) at Cognizant maintains a database of all the employees who are not allocated to a project, basically ELTs(Entry Level Trainees). Helps in the evaluation of the current distribution of resources specifically human resources by both, organizational and functional breakdowns. It will make possible a budget analysis

HRIS SOFTWARES
ABS (Atlas Business Solutions): General information, wages information, emergency information, reminders, evaluators, notes customer information, documents and photos, separation information. CORT: HRMS: Applicant tracking, attendance tracking and calendars, wage information, skills tracking, reportsto information, status tracking, job history tracking, cost centre tracking, reviews and tracking. mass update and change tools etc.

ORACLE- HRMS: Oracle iRecruitment, Oracle Selfservice Human Resources, Payroll, HR Intelligence, Oracle Learning Management, Oracle Time and Labour.
PEOPLESOFT: Enterprise eRecruit, Enterprise resume processing, Enterprise services procurement. Workforce

Research Methodology
Sample of 2 respondents from Cognizant has been taken. Research design used is exploratory. Data for this study is acquired mainly from primary sources but secondary sources are also well thought-out.

Data Analysis and Findings

Investigation of benefits of HRIS in Cognizant Factor Better Supervision and Mean control 4.0

Management
Anytime Access Reduced Labour Cost Security of Data Manage Ample Data 2.5 3.5 2.0 4.5

Statuary Compliance
HR Decision

3.5
3.5

Data Analysis and Findings(contd..)

Analyzing the role of HRIS in strategic activities by HR managers of Cognizant Factor Budgeting Factors Employee management Benefits and Compensation HR Development Factors Employee and Labour Relations Mean 3.5 4.0 4.0 4.5 3.0

Limitations
The foremost research limitation is on the subject of the industry perspective. The research study was restricted to those respondents who wish to be interviewed. The study is based on the existing scenario of the level and usage of HRIS. The questionnaire survey may endure with the reaction bias.

Recommendations
Software portal carrying all the confidential HR data should be improved in terms of security. All the HR Information System portals like Enterprise Service Automation, Enterprise Learning Management, Human Capital Management, Payroll Management (MyPay) should be accessible anytime and anywhere. Separate and dedicated portal for Leave

Conclusion
HRIS helps the organizations in planning their human resources both quantitatively and qualitatively. Helps in determining job fit and healthier HR decisions and enhanced supervision and control of manpower. HRIS also helps in reducing various costs like labor cost, recruitment cost. HRIS is an excellent tool for HRP but there is still some bones to pick up and the

BENEFITS AND DRAWBACKS OF

BENEFITS OF HRIS
An HRIS or HRMS monitored by qualified specialists who know technology and HR functional and tactical processes can manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use. The ease of use for qualification computer technology specialists, accuracy of information and the ability to perform HR

 The employee and manager self-service features are excellent ways to free up the time of your human resources staff members for project work and other duties. Many HRIS companies provide solutions whereby an employee can view information regarding their attendance, sick leave and so on. Similarly, they can log in to a portal, showing them details of the benefits to which they are entitled. This is particularly useful for voluntary benefits schemes as it removes the necessity for any action on the

DRAWBACKS OF HRIS
While there are many advantages of HRIS software, there are a few drawbacks when using these types of systems: Filling the knowledge gap HR managers may need to train and educate other members of the organization to use the self-service components of the system and explain how information flows. This may require filling the "knowledge gap" for departments that are not comfortable with or used to

 Understanding the functionality of different reporting systems. HR managers will need to learn how each area of the new program works, and what elements from the previous database have been properly migrated. Some HRIS software programs provide customer support and training to make this process easier, but this step can take time and patience. Managing technical issues. Replacing an entire HR system and ensuring all data is accurate may involve overcoming several technical issues. Since data privacy