Presented by,

ANTONY JOSEPH.T.
18TH FEBRUVARY 2014

DEFINITION
Human Resource Information System
(HRIS) is the composite of databases,
computer applications, hardware and
software that are used to collect,
record, store, manage, deliver, present
and manipulate data of human
resource.
Broderick and Boudreau (1992)

CHANGE ON ADOPTING HRIS.

HISTORY OF HRIS..

1950`s - Virtually non-existent

1960`s - Only a few vendors.
1970`s - greater need in
organizations.
1980`s HRIS - reality in many
organizations.
1990`s - Numerous vendors,
specialties.

FUNCTIONS OF HRIS

Create and maintain employee records.

Ensure legal compliance.
Forecast and plan future HR requirements.
Reduces the manual work.
Assist managers by providing the relevant data.

STAGES OF
DEVELOPMENT
HRIS-

Primary level (EDP Stage)

Focus on data storage, processing and
information flows.
Restricted to payroll and storing basic
details of employees.
Secondary level (MIS Stage)
Increased report generation flexibility.
Intended in control of operations and
budgetting.

STAGES OF DEVPT- CONTD.

Tertiary level (DSS Stage)

More interactive and capable of
developing decisions on many strategic
issues.
Intended in competency mapping of
existing manpower, their future
utilization, training and development
initiatives, suitable compensation
packages etc.

AREAS OF HRIS

Personal employee information.

Wages and salaries.
Succession planning.
Calculation of Benefits.
Education & training.
Attendance.
Performance appraisal.
Strategic planning.

TYPES OF HRIS.
1. Operational
HRIS

2. Tactical HRIS

3. Strategic HRIS

OPERATIONAL HRIS
Operational HRIS provides data to
support routine and repetitive
human resource decisions.
Information is detailed, structured,
accurate and internal.

STRATEGIC HRIS
Strategic

HRIS

managers

to

helps
set

top

level

goals

and

directions for organisation.

Gather and manage information
from

within

and

outside

TACTICAL HRIS
Supports management decisions
emphasizing allocation of human
resources.
The decisions include recruitment
decisions, job analysis and design
decisions, training and development
decisions, and employee compensation
plan decisions.

APPLICATIONS OF HRIS

BENEFITS OF HRIS

Saving time
Saving costs
Work re-allocation

SAVING TIME

Saving time leads to efficiency.

Easy data maintenance.
Administrative processes automated.
Employee self-service.
Adequate information base that leads to
timely decision making.
Responding faster to employee inquiries
to enhance efficiency and productivity.

SAVING COSTS

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.

STEPS IN IMPLIMENTING HRIS

Inception of idea.

Feasibility of study.

Selecting a project team.

Defining the requirements.

Vendor analysis.

Package on tract negotiations.

Training.

STEPS CONTD

Tailoring the system.

Collecting the data.

Testing the system.

Starting the system.

Running in parallel.

Maintenance.

Evaluation.

HRIS PRODUCTS

css horizon
elabour.com
Genesys
Lawson
Oracle
People soft
Proact
Goodwood hr.com

LIMITATIONS OF HRIS

It can be expensive in terms of finance

and manpower.
Thorough understanding of the system
is necessary for its functioning.
Lack of communication.
HRIS implemented may be on poorly
done needs analysis.

HRIS IN HOSPITALS

Low-resource countries face difficulties in

meeting the health care needs of their
people. For e.g.:- Countries in sub-Saharan
Africa suffer from 24% of the global disease
burden, but have only three percent of the
global health workforce to provide necessary
services.
Routine and accurateHRISdata helps to
deploy the right health workers in the right
places to meet the health care needs.

CONTD..

HRIScan be used to standardize and

support ongoing management and
support of the health workforce.

Capacity Plus Inc, IntraHealth

International are some of the HRIS
softwares used in healthcare industry.

CONCLUSION

By automating Human
Resource practices, HRIS
saves time, money and
effectively reallocates
work processes thus
providing competitive
advantage and adds
strategic value to the
organization.

REFERENCES

Dipak kumar bhattacharyya, Human

Resource Management, Second edition,
Excel books publications, New delhi.
www.slideshare.net
en.wikipedia.org
Googlesearch
.