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Presented By:
Jitendra, Anil, Hanumanth, Bharth, and Hari
HRIS - Introduction
Advantages of HRIS
Accuracy-Improved accuracy is likely assuming data are entered a
nd manipulated correctly.
Self service-This feature can be a great timesaver for HR. Employ
ees may enter the system to change data (for example, change thei
r own addresses) and managers and supervisors may enter the sys
tem to enter data (for example, performance reviews) or to retriev
e data without bothering.
Automated reminders- Systems can schedule events, such as per
formance appraisals and benefit deadlines, automatically notifying
and nudging if actions have not been performed.
Hosting of company-related documents -The system can host s
uch materials as employee handbooks, procedures, and safety gui
delines. The materials are easily updated in one place.
Recruiting management-This may include applicant tracking, ma
nagement, and reporting.
Benefits administration-This could include enrollment, notices, c
hanges, and reporting.
Disadvantages of HRIS
Uses of HRIS
Designing of HRIS
1. Determination of Information Needs: identification of informa
tion needed by the managers becomes the first step in designing
HRIS. This involves a perspicacious study of the activities carried o
ut in the organization.
2. Designing the System: the flow of information is structured in s
uch a manner that it is economical and matches with the informat
ion needs of managers.
3. Implementation: This is the stage when the HRIS is actually set u
p. In order to handle the system effectively, employees are impart
ed the necessary skill through orientation and training programm
es.
4. Monitoring and Evaluation: It involves measuring the performa
nce, or say, contribution of the system to the overall human resou
rce management of the organization.
Computerized HRIS
Computerized HRIS
Thanks!