H

HUMAN RESOURSE
INFORMATION SYSTEM
 WHAT IS HRIS?
• HRIS is systematic way of storing
data and information for each
employee to aid planning, decision
making, and submitting of returns
and reports to the external agencies.

• The application of computers to

employee-related record keeping
and reporting, and management
 WHAT IS HRIS?
• Any system that supports any aspect
of the HR function
• Primary function:
– Documenting the employment relation
in all it’s complexity
• Basic technology:
– Storing, retrieving and distributing
information
 PURPOSE
• Storing of data for future
reference.
• Providing basis for all HR
functions.
• Meeting daily transactional
requirements.
• Supply data to statutory
IMPORTANCE OF HRIS

• STRATEGY
• COMPETITIVENE
SS
• PEOPLE
• HRM
HRIS - a part of
 Evolution of Information
Systems
• Transaction Processing (e.g. payroll)
• Management Information Systems
(e.g. daily & monthly absenteeism
summary)
• Decision Support Systems (e.g. How
many employees should we hire?)
• Expert Systems
 Any Computer-based Info
Systems (HRIS included)
CONSIST OF
• Hardware
• Software
• Databases
• Telecommunication
• Procedures
• People
An HR Example

Feedback Loop
(Is paycheck
accurate?)
IS in HR

BASIC HRIS
CAPABILITY
 WITHOUT HRIS
• Prepare evaluation forms
• Print and copy them
• Distribute forms to employees
• Employees fill in evaluation
• Evaluation forms personally submitted to HR
Manager
• Re-write results to the computer or file them
• Manual processing of data gathered
• Prepare result sheets
• Print, copy and distribute them to
employees
• File all the forms for future use evaluation
Performance
WITH HRIS
ØDefine evaluation
forms

ØOnline evaluation
Entry

Ø One-click access to
Results

ØHistory info captured

ØEvaluation reports

ØStrategic Decision
making process can
take place

Performance evaluation
 WITHOUT HRIS
• Prepare leave application forms
• Print and copy them
• Manually maintain employee attendance
information daily
• Maintain company calendar
• Employees applying for leave fills in an
application form
• Application form personally submitted to
Supervisor
• Manual check for employee’s leave status
history
• Supervisor’s approval or rejection
• Application form personally submitted to HR
Leave Application
 WITH HRIS
Ø Define company specifi
leave admin processes

ØOnline leave application

form

ØOnline leave
Approval/Rejection

ØHistory info captured

ØLeave balance reports

generated by the system

ØSaves strategic resource

Leave Application
INTRANET-New dimension of
View/check/modify - onlin

Øpersonal information
Øqualifications
Øleave application
Øleave balance
Øleave cancellation
Øleave approval/rejection
Øsalary information
Øcompany calendar
Øappraisal results
Øonline appraisal process

Employee self-
 TOP10
CALCULATIO
NS FOR HRIS
 Three Levels of
Data
HRIS
Applications
qTraining Projects
qManpower planning
qPension fund investments

qRecruiting
qEmployee selection
qEmployee placement
qEmployee promotion
qAssignments matching

qInternal Reporting
qAbsentee rates
qHuman resources accounting
qProductivity assessments
qExternal Reporting
qEquity monitoring
qVacancy reporting
qHealth & safety reporting
 BENEFITS

• Saving time
• Saving costs
• Work re-
allocation
 Saving time [efficiency]
• Easy data maintenance
• Administrative processes automated
• Employee ‘self-service’ (kiosk)
• Adequate information base that leads
to timely and Quick decision making
• Responding faster to employee
inquiries to enhance efficiency and
productivity
 Saving Costs [efficiency]
• Less time spent on tasks = less
money

• Minimum paperwork

• Timely and accurate decision making

includes less cost
 Work re-allocation
• Helping the employees perform
better through effective career
planning and performance
management

• Integrating the human resource

function with other business
functions in the enterprise, to serve
personnel better
 HRIS: The Strategic value
• Efficiency – cost & time
• Effectiveness – orientation on the
most
valuable asset of the organization
– PEOPLE

Adding strategic value to

the Organization
IMPLEMENTATION OF HRIS
 LIMITATION
• Expensive in terms of
Finance.
• Problems of computer
illiteracy.
• Inadequacies of Design of
HRIS.
• No substitute for human
DECISION MAKING PROCESS
• Strategic
Create a comprehensive “ Learning
Organization” that enhances the knowledge
capital of all the employees.

• Functional
Personal development plans for
employees, Individual training plans
according to employees training needs,
Performance evaluation meetings, etc.
 HRIS Unplugged

• Strategic:
• strategic decision making ………….…
…2%
• Functional:
• functional decision making …………
….23%
• Operational:
Time
 Ideal DECISION MAKING
PROCESS
• Strategic:
• strategic decision making ………….…
…2%
• Functional:
• functional decision making …………
….23%
• Operational:
Time
 CONCLUSION
“By automating Human Resource practices,
HRIS saves time and money, effectively
reallocates work processes and thus provides
competitive advantage and adds strategic
value to the organization.”

‘HR managers must make use of HRIS to

achieve improved performance and
Removing routine administration allows them
to become professional consultants to the
rest of the organization.’

H
THANK
YOU
for your
attention.