Presented by,

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)

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.

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.

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.

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.

Personal employee information.

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

1. Operational
HRIS

2. Tactical HRIS

3. Strategic HRIS

Operational HRIS provides data to

support routine and repetitive
human resource decisions.
Information is detailed, structured,
accurate and internal.

Strategic

HRIS

managers

to

helps
set

top

level

goals

and

directions for organisation.

Gather and manage information
from

within

and

outside

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.

Saving time
Saving costs
Work re-allocation

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.

Less time spent on tasks = less money.

Minimum paperwork.

Timely and accurate decision making

includes less cost.

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.

Inception of idea.

Feasibility of study.

Selecting a project team.

Defining the requirements.

Vendor analysis.

Package on tract negotiations.

Training.

Tailoring the system.

Collecting the data.

Testing the system.

Starting the system.

Running in parallel.

Maintenance.

Evaluation.

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

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.

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.