human resources information system (hris)

Human Resources Information System

(HRIS)

Presented by:

Ankita Gupta (90)Bhanu Sachdev (88)Harsha Sikri (98)Priya Rawat (57)Ravi Bansal (63)

AGENDA• Case Study• HRIS

– Definition– Objectives– Benefits– Model of HRIS

• HRIS Softwares• HRIS of Reliance Infra• Conclusion

Case Study: Developing an

HRIS Step Solution

The Situation in Swaziland• The MOHSW, Swaziland needed better HRH data. • No understanding of health workers.

• ‘Ghost-workers’.

• Replacement workers placed in incorrect positions

Non-optimum Data Management

DATA

ApplicantTracking

DATA

BenefitsAdmin.

JobEvaluation

DATA

TrainingMgmt.

DATA

Payroll

DATA

CompetencyModeling

DATA

Sources of problems

An HRIS assessment in Swaziland revealed:

• HR data were stored in separate systems.

• Information flowed slowly between systems.

• Didn't reach everyone who needed it.

• The systems also could not be queried to produce analyses or reports.

Requirements for a comprehensive solution

• Create electronic records for all health care staff, regardless of employer.

• Include additional data items relevant to HRH, such as registration numbers and facility codes

• Institute tight security to protect access to data

• Complement rather than duplicate an existing Public Service HR database.

Implementing the Step Solution• Develop a data collection

• Program a simple database.

• Generate a staffing report from both databases.

• Institute data-quality procedures to improve the accuracy and timeliness of data inputs.

• Establish a monthly updating process and develop forms.

• Combine records from both databases to produce a single dataset.

CompetencyModeling

BenefitsAdmin.

Optimum Data Management

JobEvaluation

TrainingMgmt.

Payroll

ApplicantTracking

CompetencyModeling

HR DATA

Integrated HR Systems and Data

Information flow in Swaziland using an electronic HRIS "step solution." The red items refer to new systems and process that were instituted as part of the step solution.

HRIS : DefinitionThe Human Resource Information System (HRIS) is a method by which an organization collects, analyses and reports information about people and jobs.

• It applies to information needs at macro and micro levels.

• HRIS may or may not be computerised.

• Now-a-days, mostly it is referred to a database system that offers important information about employees in a central and accessible location.

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.

E-12

Objectives of HRIS

• To offer an adequate, comprehensive and on-going information system about people and jobs.

• To supply up-to-date information at a reasonable cost.

• To offer data security and personal privacy.

HRIS SYSTEM DEVELOPMENT LIFECYCLE

Major steps involved •Identify Objectives•Identify various HRIS projects•Analyze various Alternatives•Select the best alternative•Analyze resource requirement•Develop HRIS plan•Analyze the plan•Design HRIS system•Implement HRIS•Maintain HRIS

A Model of HRIS

Input Subsystems

There are 3 input subsystems in the HRIS model

• Accounting Information system

• Human Resources Research subsystem

• Human Resources Intelligence subsystem

Internal sources

Environmental sources

Input Subsystems Description Examples

Accounting Information subsystem

•Personnel data elements are relatively permanent and non financial in nature. •Accounting data elements are primarily financial and tend to be more dynamic than personnel data

•Examples: employee name, gender, date of birth, education etc…

•Examples: hourly rate, salary, year-to-date income tax.

Human Resources Research subsystem

It gathers data by means of special research projects

•Succession studies•Job analyses and evaluations•Grievance studies

Human Resources Intelligence subsystem

It gathers data relating to human resources from the firm’s environment

•Government•Suppliers•Labour unions•The global community•The financial community•Competitors

PAYROLL – Multiple Accounting Distribution

HRIS Database

• Computer based HRIS have gained popularity because of increasing complexity of personnel related issues.

• For the computer based HR database, several alternatives exist in terms of contents, location, management, and data entry.

Source: HRSP Survey, 1990-91

Possible HRIS database locations

0

100

200

300

400

Firm's centralcomputer

HR computer Operatingdivision

computer

Outsideservice center


Users of HRIS output


Basic Forms of Output94.5

84.4

34.7

8.7

Periodic Reports Database Queries Mathematical Models Expert Systems

Percentage of firms

reporting output types

OUTPUT SUBSYSTEMS:

HRIS model includes six output systems, each containing a number of applications.

Type of outcome subsystems Examples

Work force planning subsystem Organization charting, Salary forecasting, Job analysis etc.

Recruiting subsystem Applicant tracking, Internal search.

Work force management subsystem Performance appraisal, Training, Position Control, Relocation etc.

Compensation subsystem Merit increases, Payroll, Executive compensation, Bonus incentives etc.

Benefit subsystem Defined contribution, Defined benefits, Benefit statements, Flexible benefits etc.

Environment reporting subsystem EEO records, EEO analysis,

Executive Perception of HRIS Value

HRIS Softwares• Abra Suite for human resources and payroll management • ABS (Atlas Business Solutions) for general information, wages

information, emergency information, reminders, evaluators, notes customer information, documents and photos, separation information.

• ORACLE- HRMS for Oracle recruitment, Oracle self-service human resources, payroll, HR Intelligence, Oracle learning management, Oracle time and labor

• CORT-HRMS for applicant tracking, attendance tracking and calendars, wage information, skills tracking, reports to information, status tracking, Job history tracking, cost center tracking, reviews and tracking, mass update and change tools etc

HRIS Softwares

• EmpXTrack Starter Edition EmpXTrack combines payroll software with an employee database, featuring a self-service option that lets employees keep their own information up-to-date. Pricier editions add tools for performance evaluations, surveys and recruiting.

• Microsoft Dynamics NAV and GP for some smaller companies, these offerings from Microsoft could be overkill, but they might be worth the investment for employers with robust growth who already rely heavily on Microsoft products.

http://www.empxtrack.com/starter-edition/

http://www.empxtrack.com/starter-edition/

HRIS Softwares• HRSOFT for Identifying and track senior managers, assess management

skills and talents, generate a wide range of reports, resumes, employee profiles, replacement tables and succession analysis reports, Identify individuals for promotion, skills shortages, unexpected vacancy, discover talent deep, competency management, career development, align succession plans etc.

• VANTAGE-HRA ‘Point-and-Click’ report writing, internal messaging system for leaving reminders to yourself, to someone else or to everyone using HRA - very useful for Benefit Applications, disciplinary actions, special events, employee summary screen for basic, leave (Absenteeism) and salary/position history, skills & training module, leave tracking module

Benefits of HRIS• HRIS can process, store and retrieve enormous quantities of

data in an economical way.

• The records can be updated quickly.

• There is improved accuracy.

• HRIS can greatly reduce fragmentation and duplication of data.

• Information can be readily manipulated, merged and disaggregated in response to special and complex demands and presented promptly.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

Optimizing People Management“ Our People are our most important asset.” • The SAP ERP Human Capital Management Solution

Offers a Complete and integrated set of tools to help you effectively manage your people.

• You can hire the best talent.• Align employee goals with business objectives.• Cultivate employee skills.• Measure and Reward Performance.


SAP ERP HCM Solution• Hire the best Talent

• Optimize use of Employee Talent to achieve Business Objectives.

• Stream Line HR Processes

• Leverage Real-Time Insight


SAP ERP HCM Business Activities

• Workforce analytics

• Talent Management

• Workforce Process Management

• HCM Service Delivery


Turning into Strategic Business Partners

• Strategic Alignment• Workforce planning• Workforce cost planning & simulation• Workforce Benchmarking• Workforce process analytics & Measurement• Talent management & analytics

Measurement


SAP MSS TOOLS

Obtain relevant information

Control Costs

Perform Budget and headcount Planning

Make Personnel Data Changes

Perform Compensation Planning

Recruit employees

Manage Budgets

SAP-MSSThe Manager Self Service (MSS) enables managers to view and manage employees data as part of the company’s normal business processes that may include salary planning, approving pay increases, submitting open position requests, approving time worked and paid time off.


The SAP ESS

The SAP Employee Self-Service (ESS) is a leverage web based technology that enables employees to view and maintain their personal HR information. The employee can view pay stubs, open enrollment, benefit enrollment data, and more.


Results• Consistently achieve Corporate objectives• Retain Your Talents• Proactively Identify talent gaps• Lower cost of compliance and employee administration• Improve decision making and manage human capital

more effectively• Reduce risk• Implement value added activities• Turn HR into a strategic business partner

Quiz time

Question 1

Where in the organisation is the HRIS unit most likely to be located?

Ans: Firm’s central computer, HR computer ,operating division computer, outside service center

Question 2

Which form of output is the most popular with HRIS users?

Ans.: Compensation Subsystem

Question 3

What are the two basic types of data elements that describe a firm's personnel?

Ans.: Personnel & Accounting

Question 4

Name any 2 HRIS softwares that are in popular use.

Ans.: Oracle HRMS, Atlas Business Solution(ABS), SAP

Question 5

What is the full form of SAP?

Ans.: System Application and Procedure in Data processing

Conclusion

ThankYou

human resources information system (hris)

Documents

data security

data complement

data collectionprogram

reports information

importance of hr data

electronic hris step

ongoing information

information needs