Human resource

information systems
Marius Valantiejus, Regimantas Jusas (Fvu-5)
Content
 Introduction
 HRIS – Why it is needed?
 HRIS – Applications & Utilities
 HRIS – Benefits
 HRIS – Disadvantages
 Company Report: SunGard
 Assessment criteria for practical part
 Conclusion
HRM – An Introduction
 Human Resources is an organizational function that deals
with issues such as recruitment and selection, training,
appraisal, compensation and performance management of the
employee.

 Human beings are also considered to be resources because it

is the ability of humans that helps to change the gifts of
nature into valuable resources.
Information System
 A system, whether automated or manual, that
comprises people, machines, and/or methods
organized to collect, process, transmit, and
disseminate data that represent user
information.
The Evolution of the HRIS
 First, paper files were located in the Personnel
department.
 Then, punched card and magnetic media files were
located in IS.
 Government legislation in the 1960s and 70s
eventually called management's attention to the
importance of HR data.
 In the late 1970's the concept of an HRIS was born.
HRIS - Introduction
 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 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 admin. and various
kinds of reports.
HRIS – Why it is needed?
 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 agencies.
HRIS Track
Recruitmen Salary
Personal Employmen
t& Administrati
Records t Equity
Selection on

Pension
Medical Administratio
Records People
n

Health & Job Positions Employee

Safety Relations

HR Trng. & Compensatio

Benefits
Planning Dev. n
HRIS – Appl. & Utilities
 Personnel administration - It will encompass information about
each employee, such as name address, personal details etc.
 Salary administration - Salary review procedure are important
function of HRM, a good HRIS system must be able to perform
what if analysis and present the reports Of changes.
 Leave and absence recording — Essentially be able to provide
comprehensive method of controlling leave/absences.
 Skill inventory - It is also used to store record of acquired skills and
monitor the skill database both employee and organisational level.
HRIS – Appl. & Utilities
 Performance appraisal — The system should record individual employee
performance, appraisal data, such as due date of appraisal, scores etc.
 Human resource planning — HRIS should record details of the organisational
requirements in terms of positions
 Recruitment — Record details of recruitment activities such as cost and method
of recruitment and time to fill the position etc.
 Career planning - System must be able to provide with succession plans reports
to identify which employee have been earmarked for which position.
 Collective bargaining — A computer terminal can be positioned in the conference
room linked to database. This will expedite negotiations by readily providing up
to date data based on facts and figures and not feelings and fictions.
HRIS - Benefits
 Employee Satisfaction Up to 50%
 Worker Productivity 40-60%
 Learning Effectiveness Up to 40%
 Service Levels 20-30%
 Employee Turnover 20-70%
 Time to Ramp New Hires 50%
HRIS - Benefits
 Higher Speed of retrieval and processing of data.
 Reduction in duplication of efforts leading to reduced cost.
 Ease in classifying and reclassifying data.
 Better analysis leading to more effective decision making.
 Higher accuracy of information/report generated.
 Fast response to answer queries.
 Improved quality of reports.
 Better work culture.
 Establishing of streamlined and systematic procedure.
 More transparency in the system.
 Employee – Self Management.
HRIS - Disadvantages
 It can be expensive in terms of finance and
manpower.
 It can be threatening and inconvenient.
 Thorough understanding of what constitutes quality
information for the user.
 Computer cannot substitute human beings.
Company Report: SunGard
 SunGard is a global leader in -
 Software and processing solutions for financial services
 Higher education and the public sector.
 Business continuity services.
 Established 1978.
 Annual revenue exceeding $4 billion (2006-07).
 More than 25,000 customers in more than 50 countries,
including the world's 50 largest financial services companies.
 Employs strength 16,000 in more than 400 offices in 30
countries.
 Headquarter - Wayne, Pennsylvania.
HRIS Q&A with SunGard
 Which system do you use in your
organisation for HRM?

 Oracle/PeopleSoft Employee Suit HRMS

Package.
HRIS Q&A with SunGard
 What benefits do you get from the information system?
 HRIS system is able to provide us various benefits like speedy retrieval and
processing of data, its easy classification.
 It helps in better analysis and more effective decisions making .
 Provides us with accurate information, quality reports and overall better
work culture.
 Eliminates personal biasness, brings transparency.
HRIS Q&A with SunGard
 What are the problems faced by HR people
while using the system?
 Although the system is efficient, but sometimes we face
the problems like system slowdown or higher downtimes
and if there is some particular limitation in module than
work suffers, some HR people are not comfortable in
using system efficiently so time is to be given in training
for the system.
HRIS Q&A with SunGard
 How does implementation of such system in
organization, affect its culture and employees?
 With the introduction of HRIS system the work culture in the
organization gets changed and we as HR managers are able to
serve to other employees in efficient manner which is again
raising the satisfaction level among ourselves. But some time
some senior employees are resistant to the change also.
 The transfer and application system seem to have provided the
management with an excuse for leaving difficult problems to their
successor.
HRIS Q&A with SunGard
 What are the uses of HRIS in different
functions of HR?
 HRIS system is helping out in all the functions
and activities related to HR like payroll
processing, training and development , job
evaluation process and appraisals, recruitments
etc. by providing accurate and timely information
and helping in better analysis of information.
HRIS Q&A with SunGard
 How much secure is the system actually from
HR point of view?
 System is absolutely secure. We have three level
security system in our application. Authorization,
Authentication and Auditing.
HRIS - Vendors
 More than 25, world-wide.
 Automatic Data Processing Inc.
 SAP AG
 Restrac Web Hire
 Oracle/PeopleSoft
 Human Resource Microsystems
 Business Computer Systems
 Lawson Software
Assessment criteria for practical part
 Comparison of two HRIS softwares:
 Oracle/PeopleSoft HRMS (ver. 12)
 Lawson Software
 Comparison criteria:
 Operating costs
 Data security
 Range of functions
 Complexity of software
 Evaluation in the scale 1-5
Conclusion
 A Human Resource Information System (HRIS) refers to
the systems and processes at the intersection 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.
 The importance of the human resource function and the
human resources information system has grown over the last
ten years