hris chp 1.pdf - e-learning system
TRANSCRIPT
After discussing this chapter, you will be able to:
Explain the concept of HRIS and describe its importance in
HRM
Discuss the significance of computerization in the HR field
Enlist and describe the significant aspects of the
contemporary HRIS systems
Describe in detail the benefits of an HRIS system
Human Resource Information System –
Normally called as HRIS is the general term indicating to
any data framework utilized for getting pertinent and
prompt data on which to base human asset choices.
A HR Information Systems is a software application
planned explicitly for the accumulation and blend of
employee data.
HRIS Definition
“HRIS can be briefly
defined as integrated
systems used to gather,
store and analyze
information regarding an
organization’s human
resources.” (Hedrickson)
HRIS “One which is used
to acquire, store,
manipulate, analyze,
retrieve and distribute
information about an
organization’s human
resources.” (Tannenbaum)
Human assets are critical for any company and explicitly
the IT industry where representatives perform the
functions of the talent stores.
To use the representative's productivity it is basic to have
full depiction about the worker and in addition the
employment for which he/she is accessible.
In today's information economy, organizational triumph
depends immensely on the execution of HRM and HRIS
HRIS comprises of efficient systems and capacities to
gain, store, recover, study, control, and disseminate
pertinent data concerning strategic practices from the
organizational context.
With HRIS, the regulatory proficiency keeps up
Quicker data preparing
Enhanced worker correspondences
More stupendous data precision
Lower HR costs
HR capability upgrades
The following are the most generic attributes of HRIS:
Payroll
This module gathers attendance information and time related
data from the databases, computes taxes and other deductions,
and automatically creates paychecks as per the management's
directive.
Time and Labor Management
This module pools and studies data on employee work/time
so that the management can precisely supervise work assets.
The following are the most generic attributes of HRIS:
Profits Administration
This module empowers the management to watch and
supervise employee cooperation in the different benefits
programs provided by the organization in a convenient
manner
HR Management
The HR Management module aggregates the sum of an
organization's workforce information, permitting executives
to stay informed concerning employees
The following are the most generic attributes of HRIS:
Worker Self-Service:
HRIS can work marvels regarding lightening the managerial
load for a business' HR division.
HRIS framework opens the route to an entirely new level of
self-service for the employees, permitting them to remotely
access functional devices and crucial information through the
utilization of the framework's networked databases.
The following are the most generic attributes of HRIS:
Worker Self-Service:
There's always the accessibility of online benefits enrollment,
which permits people to basically log in and skim the
arrangement alternatives for them, instead of planning a
meeting with the benefits specialist who's got more than
enough different things on his plate.
The following are the most generic attributes of HRIS:
Cost:
One of the primary concerns when it comes to investing in an
HRIS is cost.
The truth of the matter is that the “average cost” of an HRIS
system can be difficult to narrow down
The following are the most generic attributes of HRIS:
Cost:
Whether or not your business will need to integrate the new
HRIS with a lengthy string of existing systems.
In certain cases, though a niche program may initially be less
expensive than a full suite, the challenge of integration can
drive costs so high that in the long run it may be more cost-
efficient to go ahead and invest in the suite package
The following are the most generic attributes of HRIS:
Cost:
It is vital that you remember the cost of training your
employees to use the new HRIS.
Getting workers to learn the ropes of a new system can be
expensive, but failing to push their adoption of the software
can be downright disastrous.
Historical evolution of HRM AND HRIS:
One can analyze the historical trends of the HR function
from different viewpoints:
The evolution of HRM as a professional and scientific
discipline, as an aid to management
As a political and economic conflict between management
and employees
As a growing movement of employee involvement influenced
by developments in industrial, organizational, and social
psychology.
Historical evolution of HRM AND HRIS:
Traditional HR activities are focused on HR programs like
selection, compensation, and performance appraisal.
However, transformational HR activities are those actions
of an organization that “add value” to the consumption of
the firm’s product or service.
Historical evolution of HRM AND HRIS:
Computer technology was evolving and delivering better
productivity at lower costs.
These technology developments and increased vendor
activity led to the development of a comprehensive
management information system (MIS) for HRM.
The decreasing costs of computer technology versus the
increasing costs of employee compensation and benefits
made the acquisition of computer-based HR systems
(HRIS) a necessary business decision.
In a growing number of organizations human resources are
now viewed as a source of competitive advantage.
There is greater recognition that distinctive competencies
are obtained through
Highly developed employee skills
Distinctive organizational cultures
Management processes, and systems.
The people management function has become strategic in
its importance and outlook and is geared to attract, retain,
and engage talent.
These developments have led to the
creation of the HR balanced
scorecard as well as to added
emphasis on the return on
investment (ROI) of the HR
function and its programs.
The effective management of human resources in a firm to
gain a competitive advantage in the marketplace requires
timely and accurate information on current employees and
potential employees in the labor market.
A basic assumption
The effective management of employee information for
decision makers will be the critical process that helps a firm
maximize the use of its human resources and maintain
competitiveness in its market.
An HRIS can be defined as “a composite of
database,
computer applications,
hardware and software necessary to collect/ record, store, manage, deliver, present, and
manipulate data for human resource.
HRIS differs in its functionality and application from
administrative applications,
talent management applications,
workforce management applications,
service delivery applications and
workforce analysis and/or
decision support applications.
Strategic Integration:
HRIS leads to an improvement in organizational
performance and changes the method in which
organizations are managed.
Strategic value can be derived by HRIS tools that assist
with decision-making regarding essential HR functions.
Human Resources Analysis:
Using this function, an organization makes a decision of
whether their personnel capabilities are congruent or not.
Personnel Development:
In this function, an organization can decide on any
deficiency an employee has, accordingly, make a decision
of the most appropriate training and/or development method
to use to overcome that deficiency.
Knowledge Management:
HRIS are mostly created for knowledge management of
HRM.
The reason for having an HRIS is the need to control the
basic data on personnel, which constructs organizations
more profitable and effective.
Communication and Integration:
In this function, an appropriate HRIS involves a
communication mechanism suitable for communicating
necessary information to all customers within and outside
an organization.
Forecasting and Planning:
This function is used to transform the input of an HRIS
analysis into its predictive feedback about organizational
future personnel and skill needs.
Data maintained in an HRIS can be used as a competitive
information resource.
Nearly every business
can stand to gain
something in the realm
of efficiency and
operational cohesion,
and HR information
software is designed to
provide exactly those
improvements.
Evolving technology is allowing HRIS to perform tasks
that no one could have even dreamed of back when the
systems were first introduced.
HRIS exists to make your job easier – it takes care of the
routine administrative tasks so that you can focus on more
important issues.
Reporting:
Perhaps the biggest benefit that the use of an HRIS system
adds to a business is its ability to create reports and
presentations.
An HRIS system typically holds all information surrounding
the firm’s human resources initiatives
HRIS exists to make your job easier – it takes care of the
routine administrative tasks so that you can focus on more
important issues.
Recruitment:
An HRIS system allows candidates for open positions to
submit their resumes and contact information to a potential
employer from a remote computer.
When seeking candidates, the manager is able to perform
detailed searches of collected resumes, using a variety of
queries, including location, level of education, years of
professional experience and technical skill set.
HRIS exists to make your job easier – it takes care of the
routine administrative tasks so that you can focus on more
important issues.
Benefits Administration:
An HRIS system allows a business to streamline the
administration of employee benefits.
A self-service system allows for benefits to be efficiently
administered with as little manpower as possible, saving an
organizations time and money.
HRIS gives firms several other benefits and advantages
Increasing competitiveness by improving HR operations
and management processes
Providing a comprehensive information picture as a single,
integrated database
Collecting appropriate data and converting them to
information and knowledge for improved timeliness and
quality of decision making
HRIS gives firms several other benefits and advantages
Producing a greater number and variety of accurate and
real-time HR-related reports
Streamlining and enhancing the efficiency and effectiveness
of HR administrative functions
Shifting the focus of HR from the processing of transactions
to strategic HRM
Reengineering HR processes and functions
Improving employee satisfaction by delivering HR services
more quickly and accurately