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Executive Summary

Human Resources Information Systems (HRIS) is an integration of


HRM and Information Systems (IS). HRIS or Human resource
Information system helps HR managers perform HR functions in a
more effective and systematic way using technology. It is the
system used to acquire, store, manipulate, analyze, retrieve, and
distribute pertinent information regarding an organization's human
resources. A human resource information system (HRIS) is a system
used to acquire, store, manipulate, analyze, retrieve, and distribute
pertinent information about an organization's human resources. The
HRIS system is usually a part of the organization's larger
management information system (MIS) which would include
accounting, production, and marketing functions, to name just a
few. Human resource and line managers require good human
resource information to facilitate decision-making. An extensive
study by Towers Perrin study revealed the following benefits of:
Critical Analysis
The general perception about HRIS is that the organization can
do without its implantation. Hence only large companies have
started using HRIS to complement its HR activities.
But HRIS would be very critical for organizations in the near
future. This is because of a number of reasons.
Large amount of data and information to be processed.
Project based work environment.
Employee empowerment.
Increase of knowledge workers & associated information.
Learning organization
This project, is about new automated work system that uses a web
based interface to enable HR officers, their staff, and others to review,
approve, and update personnel actions in an organization which is
Human Resources Information System (HRIS).
In this project I have first explained what HRIS is all about, how it can
be implemented in an organization i.e. what are the requirements in
order to set up HRIS in a company. Further it also explains in details the
various modules in HRIS and how they are beneficial.
It also shows how this HRIS affects the company and how it can save
employees time and improve their efficiency.
It shows the cost to benefits ratio of implementing this in a company
and also illustrates a case study of company who has successfully
implemented it.

INTRODUCTION
An HRIS, the abbreviation for Human Resources Information System, is
a system that lets you keep track of all your employees and
information about them. It is usually done in a database or, more often,
in a series of inter-related databases
Human resource management system Human Resource Management
Systems (HRMS, EHRMS), Human Resource Information Systems
(HRIS), HR Technology or also called HR modules, shape an intersection
in between human resource management (HRM) and information
technology. It merges HRM as a discipline and in particular its basic HR
activities and processes with the information technology field, whereas
the planning and programming of data processing systems evolved
into standardised routines and packages of enterprise resource
planning (ERP) software. On the whole, these ERP systems have their
origin on software that integrates information from different
applications into one universal database. The linkage of its financial
and human resource modules through one database is the most
important distinction to the individually and proprietary developed
predecessors, which makes this software application both rigid and
flexible.
HRIS is an office solution designed to address the computerization
needs of companies with regards to human resource data down to
payroll computation.
It is compatible with Windows. It generates salary reviews; salary and
performance history; salary analysis; employment records; benefits
administration; attendance tracking; SSS reporting; skills retrieval;
educational background and personal information. HRIS provides over
270 standard reports so employee information will be instantly
available, both on the screen and in reports, without searching through
paper files and manually trying to summarize the information.
HRIS is designed for the small to medium size company or divisions of
a large company. HRIS crosses all industries and is well accepted in
manufacturing, banking, legal, education, medical, R&D, and many
other industries.
HR Information Systems (HRIS) have a profound effect on firms that
implement them. Most often these firms are replacing several related
systems, such as a personnel database, payroll system and benefits
system, with one HRIS that does it all. Many people focus on the
improved reporting and processing that will be realized from the new
system, and those are the reasons most firms choose to implement a
new HRIS. But what many people dont focus on is that the new HRIS
will most likely affect the company much more deeply it will
challenge the operating structure and principles of all the HR-related
departments.
An integrated HRIS results is a drastically different environment than a
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cluster of related but separate systems. The core concept of a


centralized data store inherent with an HRIS demands integrated work
processes for consistently managing that store. The two attributes
centralized data storage and integrated work processes will affect the
company in ways most managers dont expect.

AN INTRODUCTION TO HRIS
Human Resource Information System (HRIS) is a systematic way of storing
data and information for each individual employee to aid planning,
decision making, and submitting of returns and reports to the external
agencies. It is an online solution for the data entry and tracking of a
company's human resources department information, payroll,
management, and accounting.
A human resource information system (HRIS) is defined as a computer
based application for assembling and processing data related to the
human resource management (HRM) function. As in other types of
information systems, an HRIS consists of a database, which contains one
or more files in which the data relevant to the system are maintained, and
a database management system, which provides the means by which
users of the system access and utilize these data. The HRIS thus contains
tools that allow users to input new data and edit existing data; in addition,
such programs provide users with the opportunity to select from an array
of predefined reports that may either be printed or displayed on a
monitor. Reports may address any of a number of different HRM issues
(e.g. compensation planning, equal employment opportunity monitoring).
HRISs also generally include tools by which users or system
administrators may generate ad hoc reports and select specific cases or
subsets of cases for display.
It merges HRM as a discipline and in particular its basic HR activities and
processes with the information technology field.
It can be used to maintain details such as employee profiles, absence
reports, salary administration and various kinds of reports.
An effective HRIS provides information on just about anything the
company needs to track and analyze about employees, former
employees, and applicants.
Thus, in a nutshell, an HRIS system serves the following functions:
Storing information and data for each individual employee.
Providing a basis for planning, decision making, controlling and other
human resource functions.
Meeting daily transactional requirement such as marking absent and
present and granting leave.
Supplying data and submitting returns to government and other
statutory

Objective of study
The objectives of this project report have been manifolds. In general
the purpose of the project is to have in-depth analysis and knowledge
(personal details) about all the employees of all the departments. In a
larger perspective the project aimed at finding out the complete details
of the employees, so that the HR department can contact them in the
case of emergency or official purpose. This study is the starting point
for further analysis.
It is hoped that a more detailed study can use a survey
instrument
developed
from
the
results
found
here.
Understanding how to teach.

HRIS is more important, as organizations


employees details for different purposes.

If a given HRIS is to have any value at all to HR then information


should be based on two factors:

How many decisions will be improved by the HRIS and

How much values will each improved decision produce .

require

their

SCOPE OF STUDY

Human Resource Information system is an integrated system designed to provide information


used in HR decision making it is a tool through which an HR department can take the
informations of the employees when company requires any personal or any official
informations.

Personnel Management and administration

Industrial management

Manpower management

Organizational management

Cordial employee relations.

HRIS is a new technique which is used in these different fields where HR can make there work
more easy with the help of Human Resource information system they can collect the information
by providing them a form of the same format which includes there company details and personal
details also.

HUMAN
RESOURCE
INFORMATION
SYSTEM

What is Human Resource and Information System???????


HUMAN RESOURCE
Human Resources may be the most misunderstood of all corporate departments, but it's also the most
necessary. Those who work in Human Resources are not only responsible for hiring and firing, they
also handle contacting job references and administering employee benefits.
It's true that any individual who works in Human Resources must be a "people person." Since anyone
in this department deals with a number of employees, as well as outside individuals, on any given day,
a pleasant demeanor is a must.
Managing employees is a major job, so those in Human Resources must be equal to the task. Ten or
twenty years ago, Human Resources personnel were rarely seen. Instead they worked behind the
scenes to ensure personnel records were in order and employee benefits were being properly
administered, but the job stopped there. Today's Human Resources personnel don't only handle small
administrative tasks. They are responsible for staffing major Corporation.

WHAT DOES A HUMAN RESOURCE MANAGERS DO??

Human resources managers have a great deal of responsibility within their companies, so prior
working experience in the human resources field is essential.
One of the key functions of a human resources manager is leading the company in developing,
implementing, and auditing personnel policies and procedures. In order to ensure the company meets
its compliance requirements, a human resources manager must have a solid understanding of
applicable local, national, and international employment and Labor Law .Human resources managers
are also tasked with ensuring that the companys employees receive adequate training on the
companys policies and procedures.

OBJECTIVES
Human resource management's objective, on the other hand, is to maximize the return on investment

from the organization's human capital and minimize financial risk. It is the responsibility of human
resource managers in a corporate context to conduct these activities in an effective, legal, fair, and
consistent manner.

Key functions
Human Resource Management serves these key functions:

Recruitment & Selection

Training and Development

Performance Evaluation

Promotions/Transfer

Redundancy

Industrial and Employee Relations

Record keeping of all personal data.

Compensation, pensions, bonuses etc in liaison with Payroll

Confidential advice to internal 'customers' in relation to problems at work

Career development

INFORMATION SYSTEM
A standardized system for collecting, recording, interpreting, analyzing, reporting, and disseminating
data so that the data are available to be used for making critical management decisions.
In a general sense, the term Information System refers to a system of people, data records and
activities that process the data and information in an organization, and it includes the organization's
manual and automated processes.
In a narrow sense, the term information system refers to the specific application software that is used
to store data records in a computer system and automates some of the information-processing
activities of the organization. Computer-based information systems are in the field of information
technology.
Information systems support different types of decisions at different levels of the organizational
hierarchy. Major types of Information systems include structural databases and information
management software. Information system refers broadly to a computer-based system that provides
managers with the tools for organizing, evaluating and efficiently running their departments.

In order to provide past, present and prediction information, Information System can include software,
that helps in decision making, data resources such as databases, the hardware, resources of a
system, decision support systems, people management and project management applications, and
any computerized processes that enable the department to run efficiently.
Within companies and large organizations, the department responsible for computer systems is
sometimes called the Management Information System department.

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WHAT IS HUMAN RESOURCE INFORMATION SYSTEM

An integrated system designed to provide information used in HR decision making. The

Human Resource Information Systems (HRIS) provide overall:

Management of all employee information. Reporting and analysis of employee


information. Company-related documents such as employee handbooks, emergency
evacuation procedures, and safety guidelines.

Benefits administration including enrollment, status changes, and personal information


updating.

Complete integration with payroll and other company financial software and accounting
systems.

Applicant and resume management.

The HRIS that most effectively serves companies tracks:

Attendance and PTO use,

Pay raises and history,

Pay grades and positions held,

Performance development plans,

Training received,

Disciplinary action received,

Personal employee information, and occasionally,

Management and key employee succession plans,

High potential employee identification, and

Applicant tracking, interviewing, and selection.

An effective HRIS provides information on just about anything the company needs to track and analyze
about employees, former employees, and applicants. company need to select a Human Resources
Information System and customize it to meet our needs.

With an appropriate HRIS, Human Resources staff enables employees to do their own benefits
updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data
necessary for employee management, knowledge development, career growth and development, and
equal treatment is facilitated.

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Finally, managers can access the information they need to legally, ethically, and effectively support the
success of their reporting employee.

Research Methodology

In order to understand and achieve the objective of the project and to have an in depth knowledge
about the chosen topic of interest it was important to gather the relevant data from various sources.
To accomplish the objective of project, data collected from secondary sources.

SECONDARY DATA COLLECTION


Secondary data are the data that are collected by others and is to be "re-used" by the researcher. The
most common sources of secondary data today are books, research journals, internet etc.
To accomplish the objective of this work, secondary sources of data collection were used.
To collect the data, questions were circulated on internet, on citehr.com a community of HR practioners
and professionals. The purpose was to find the practical application, use and satisfaction derived by
the organization from using these psychometric tools. The various sources from which secondary data
was gathered

included numbers of journals, research papers and the internet search engines,

magazines etc.

Conclusion
To sum up and conclude, it helps the HR department to meet the challenge of more than thousand
employees. Many companies have seen a need to transform the way Human Resource operations are
performed in order to keep up with new technology and increasing numbers of employees. The human
intelligence is closely related with the human experience and decision making skills which is strongly
backed by information's. Now a day's in every field of human working right information is considered as
the most important resource of good decision making. although there was difficulty adapting to a new
way of recordkeeping this but HRIS made it so much easier with a system and it do a lot for us we
dont always have to visit in the cabinet of other employee for there file just to get the information
.These are the new management tricks to get all the information of other departments.

In this project I have made an attempt to understand and explain the


importance and relevance of having HRIS in an organization. HRIS helps in
managing processes can provide demonstrable and direct benefits to the
corporate bottom line. If you examine all three areas carefully in your
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organization, you are sure to find leakages, and maybe even some stark areas
of exposure. By introducing HRIS is in any organization will solve just one
of these problems.
A more subtle benefit, however, is the amount of mundane, repetitive work
that will be alleviated from the HR department. No doubt, in your HR
department you employ a group of skilled, qualified professionals, whose
abilities range far beyond the uses to which they are currently being put. By
automating all of the little tasks - that quickly add up to overwhelmingly
large, but not mentally stretching tasks - youll free up your quality
employees to do more complex and needed planning and management tasks
that will benefit the long-term growth of the organization.
A good HRIS will allow the HR manager to use processes straight out of the
box that mirror or improve their current way of working, without requiring
months of set-up time and complex customization processes.
Hence, having a HRIS in ones organization is like having a nerve system
which will be beneficial for its growth and functioning.

CONCLUSION

HRIS is considered a strategic way to develop a new philosophy


towards the way in which people are managed in an organization. Many decision making
strategies are based on HR analysis, which is used to determine whether current HR
capabilities are congruent with the desired organisational objectives. The development of
HRIS applications that cater to the needs of human resources is very important. From a
broader perspective, an HRIS yields a well managed business with better informed
employees. The implementation of HRIS applications results in two benefits:
a) Efficiency of operations and streamlined HR administration.
b) Effectiveness when management can spend more time in decision-making and strategic
planning, and less time on information input and day-to-day HR administration. In summary,
this report has revealed the following:
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.
Comprehensive HRIS provides the needed information within the shortest period and at
reduced cost.

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