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S-25 HRIS.pptx

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It's about how in these times, HR managers can use IT to make their HR functions possible in a smooth manner. You can have such s/w readily available for their organization as per the requirements.

It's about how in these times, HR managers can use IT to make their HR functions possible in a smooth manner. You can have such s/w readily available for their organization as per the requirements.

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S-25 HRIS.pptx

  1. 1. Human Resource Information System - IT Enabled HR - Great combination of HR & Technology
  2. 2. Human Resources Information System • HRIS is a software solution that maintains, manages, and processes detailed employee information and HR-related policies and procedures. • As an interactive system of information management, the HRIS standardizes HR tasks & processes while facilitating accurate record keeping and reporting. • An HRIS is a “Two-way Street” in which information about employees is delivered into the organization and, conversely, back out to employees. • By eliminating paper-based and manual HR-related processes, an HRIS offers more seamless, streamlined, and efficient interactions between employees and the companies they work for while freeing HR professionals to perform more strategic and high-value work.
  3. 3. Need for HRIS • It was found that there is very little time allotted in handling information in respect of the HR function, may be because of time required to handle the abundant information. • There is a lack of information about human resources in the industry at all levels. • HRIS would help achieve “equality” in areas like promotion, transfer, nomination, etc. • HRIS helps settle employees’ dues in time, in respect of provident fund, retirement, gratuity, L.T.C. and earned leave compensation, etc. • Once the profile of a person is entered in the computer, retrieving the information becomes easier and also involves less costs and lessens chances of errors.
  4. 4. ADVANTAGES OF HRIS • Reduction in the cost of stored data in human resource. • Higher speed of retrieval and processing of data. • Reduction in duplication of efforts leading to reduction in cost. • Availability of accurate and timely data about human resources. • Better analysis leading to more effective decision making. • More meaningful career planning and counselling at all levels. • Improved quality of reports. • Better ability to respond to environmental changes. • More transparency in the system.
  5. 5. DESIGNING OF HRIS • Step:1 Determination of Information Needs: • Data and information are basic inputs for decision making activity. • Managers at different levels may need different types of information. • Hence, identification of information needed by the managers becomes the first step in designing HRIS. • Work patterns, their relationship and constraints affecting the HRIS also need to be analysed. • Step:2 Designing the System: • At this stage, the flow of information is structured in such a manner that it is economical and matches with the information needs of managers. • It’s important to mention that HRIS as a sub-system of Management Information System (MIS) does not require a separate design. • However, designing HRIS may require developing preferred processing techniques for desired data set by managers at different levels.
  6. 6. • Step 3 Implementation: • This is the stage when the HRIS is actually set up. • To handle the system effectively, employees are imparted the necessary skill through orientation and training programmes. • Besides, facilities are increased and upgraded, procedures are properly streamlined with an objective to integrate the HRIS with various organisational components in existence at the time. • Step 4 Monitoring and Evaluation: • It involves measuring the performance, of the system to the overall human resource management of the organisation. • By doing so, gaps are identified and corrective steps are taken to ensure its smooth operation. • The system is evaluated on a regular basis so that it is evaluated in the light of changes taking place from time to time within and outside the organisation.
  7. 7. • Applicant Tracking System (ATS): • This software handles all the company’s recruiting needs. • It tracks candidate information and resumes, enables recruiters to match job openings to suitable candidates from the company’s application pool, and helps in guiding the hiring process. • Payroll: • Payroll automates the pay process of employees. • Contractual data and information on new hires is often entered into this system – sometimes combined with time & attendance data – and at the end of the month, payments orders are created. • Benefits Administration: • Employee benefits are an important aspect of compensation and are also managed in this system. • More advanced systems offer an employee self-service model for employee benefits. • Employees can select the benefits they are looking for themselves.
  8. 8. • Time & Attendance: • This module gathers time and attendance data from employees. • These are especially relevant for shift workers where employees clock in and out. • Nowadays, workers often check into work by fingerprint or a card that is synced with an HRIS. • This gives an exact time for arrival and departure. Any issues with lateness are easily detected. • Training: • Learning and development is a key element when it comes to employee management. • This module allows HR to track qualification, certification, and skills of the employees, as well as an outline of available courses for company employees. • This module is often referred to as an LMS, or Learning Management System, when it’s a stand-alone. • An LMS usually includes available e-learning and other courses to be followed by employees.
  9. 9. • Performance management: • Performance management is a key part of managing people. • Performance ratings are generated once or multiple times a year by the direct manager or peers of the employee. • Succession planning: • Creating a talent pipeline and having replacements available for key roles in the organization is another key component of an HRIS. • Employee self-service: • Organizations are focusing increasingly on having employees and their direct supervisors manage their own data. • Requests like holidays can be asked for by the employee him/herself. • After approval, these are then immediately saved into the system (and registered to track for payroll and benefits purposes). • Reporting & Analytics: • Modern systems enable the creation of automated HR reports on various topics like employee turnover, absence, performance, and more. • Analytics involves the analysis of these insights for better-informed decision making.
  10. 10. LIMITATIONS OF HRIS 1. It can be expensive in terms of money and manpower requirements. 2. Its effective application needs large-scale computer literacy among the employees responsible for maintaining HRIS. 3. If the personnel designing HRIS are not competent enough in their works, then, mismatch between data provided by the HRIS and data required by the managers. 4. Computers cannot replace human being because human interventions will always be there to improve the existing situation. The “Garbage-in Garbage Out (GIGO)” is the key expression in any computerized system and, hence, in HRIS also. 5. Absence of continuous up-dating of HRIS makes the information stale which is considered as good as no information.
  11. 11. Best HRIS • Workday • It’s one of the best-known HRIS out there. • Founded in 2005, it has rapidly grown to a global HRIS giant with over 10,000 employees. • Workday specifically tailors to mid- and large-sized businesses. • SAP • It’s better known as an ERP, or Enterprise Resource System. • These are systems that keep track of a company’s resources, which include among other things financial assets, orders, and people. • In 2011, SAP acquired SuccessFactors, making SAP SuccessFactors one of the major players in the HCM market, especially for large companies.
  12. 12. Best HRIS • Oracle • It was released in 2011. • It includes modules on talent management, workforce rewards, workforce management, and work-life solutions. • Ultimate Software • It was ranked by Forbes as the 7th Most Innovative Growth Company. • The company provides one system of records for HR, payroll, and talent management. • Systems include time and attendance, onboarding, performance management, compensation, succession management, and more.
  13. 13. • https://www.aihr.com/blog/human-resources-information-system- hris/#:~:text=HRIS%20stands%20for%20Human%20Resources,Human %20Resources%20Management%20(HRM). • https://www.oracle.com/human-capital-management/what-is-hris/

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