HUMAN RESOURCE INFORMATION SYSTEMS

HUMAN RESOURCE INFORMATION SYSTEMS (HRIS)Definition Human Resource Information System is an organized method of providing information

about Human resourceTheir functions External factors

relevant to managing human resource.

OBJECTIVE OF HR INFORMATION SYSTEM 1) To provide accurate information about

human resource and their functioning and relevant environmental factors

2) To provide relevant information 3) To provide timely information4) To supply the desired information at a

reasonable cost5) To use the most efficient method of

processing data

COMPONENTSInput

Data Maintenance

Output

MOST HRIS CONTAINPersonal history - Name, date of birth, sex Work history - Salary, first day worked, employment

status, positions in the organization, appraisal

data and hopefully, pre-organizational

information

Training and development completed, both internally and externally

Career plans including mobilitySkills inventory - Skills, education, competencies look for transferable skills

USERS OF HRIS

HRIS

MANAGERS

HR PROFESSIONA

LSEMPLOYEE

S

FUNCTIONS OF HRIS

Increased Effectiveness

Increased Efficiency

Integrating the technologies of HR

INTEGRATING THE TECHNOLOGIES OF HR HR functions Ex: compensation

staffing training

HRIS process of change has created significant challenges for HR professionals resulting in the transformation of traditional processes into on-line processes

INCREASED EFFICIENCYRapid computing technology has allowed

more transactions to occur with fewer fixed resources.

Though technologies of early mainframes provided significant efficiencies in these areas

The difference is that the record processing efficiencies that were once only available to large firms are now readily available to any organization size

INCREASED EFFECTIVENESSComputer technology is designed to

improve effectiveness either by in terms of the accuracy of information

Using the technology to simplify the process

However, onerous manual reconciliation processes may be executed faster, but also with near perfect accuracy using automated systems.

Using computer technology in these processes ensures accurate results

DESIGNING OF HRISData Collection-Nature and form of data will vary from organization

to organization depending upon its objectives. After collection of data, the irrelevant data should be

filtered out and the relevant data should be properly classified and tabulated so that it can be used easily when needed

Planning of SystemIt requires the identification of objectives

of the systemThis further requires a clear formulation

of objectives of the organization, spelling out of the activities required to be carried out, work relationships, work patterns

Organizing Flow of InformationThe system designer should study what is

the prevailing flow of information and compare it with what should be flow of information

Data Management-Data Management-A good data

management system involves editing the data.

Processing Operations - classifying ,analyzing , summarizing and editing the data.

Storage of data- indexing, coding and filing of information.

ImplementationThis phase deals with the fitting in HRIS

into the organization structure.The old information flow may be allowed

to continue as it new system may be installed to meet the requirement of the new operation.

FeedbackThe regular feedback regarding the actual

functioning of the HRIS is a must for the designers to fill up the gap between its planning and implementation.

Hence the system should be continuously reviewed in the light of changes in the environment both within the organization and outside the organization

APPLICATIONS OF HRIS1.Job Description Produce printouts that describes jobs

according to user specifications and information input into the system.

As a minimum job description includes job title, Purpose, duties and responsibilities2.HR Planning Forecast demands for key jobs as well as

employees turnover and patterns of inter-organizational mobility.

3.Staffing Address recruitment, selection and

placement functions and can include the following modules:-

Applicant trackingJob postingJob requirements analysisJob person matching

4.Succession PlanningReport information on the availability if

competent candidates for key positions.It can help in identifying candidates for

each key positions and the development needs of candidates where they fall short of the requirements for a target job.

5.Training and Development It includes the following:- - Career planning. - Development needs analysis. - Development advisor.

6.Performance AppraisalHelp managers direct employees to achieve

organizational goals and develop their competencies.

It includes the following:--Performance assessments-Goals accomplishments-Reward management

7.Job Evaluation-Computer assisted job evaluation system helps

managers determine job evaluation points or classification levels and job hierarchies.

GROUP MEMBERSH.M.L.M.H.Nawarathna UWU/EAG/13/0022

M.M.B.S.Silva UWU/EAG/13/0035

THANK YOU