Human Resource Information System

KULDEEP MATHURM.B.A. JIWAJI UNIVERSITY GWALIOR

Human Resources is an organizational function that deals with issues such as recruitment and selection, training, appraisal, compensation and performance management of the employee.

Human beings are also considered to be resources because it is the ability of humans that helps to change the gifts of nature into valuable resources.

HRM – AN INTRODUCTION

A system, whether automated or manual, that comprises people, machines, and/or methods organized to collect, process, transmit, and disseminate data that represent user information.

Information System is a combination of people, hardware, software, communication devices, network and data resources that processes (can be storing, retrieving, transforming information) data and information for a specific purpose.

INFORMATION SYSTEM

“Rigorous HR planning links people management to the organization's mission, vision, goals and objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get the right number of people with the right skills, experience and competencies in the right jobs at the right time at the right cost.”

HR Planning

HRIS ???

First, paper files were located in the Personnel department.

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.

THE EVOLUTION OF THE HRIS

Human Resource Information System (HRIS) is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies.

It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field.

It can be used to maintain details such as employee profiles, absence reports, salary admin. and various kinds of reports.

HRIS – AN INTRODUCTION

Items Included in HRISPerformance & Evaluation

Recruitment

Pay RollLeave & Absence

Training & Development

Compensations & Benefit

People Administration

Leave & Absence

HRIS

1. Teamwork2. Goals3. Big Picture4. Future Needs5. Technical Environment6. Budget7. Specifications8. Build vs. Buy9. Research

10. Literature11. Request for

Purchase(RFP)12. Evaluate 13. Demos14. Evaluate Again 15. Decision Point16. Check References17. Demo Again18. Evaluate Again &Select

Responsibilities Pertaining to Selecting An Optimum HRIS

Pay Roll Management HRSOFT Human Resource Micro Systems Oracle- HRMS Spectrum HR PEOPLESOFT SPECTRUM HR

HRIS : Software’s

1. It provides management with all needed information pertaining to the business.

2. It is a broader concept3. Purposes: Strategic planning Delivering increased

productivity Increasing the understanding

of consumers’ needs Support policy making Support research and

development

1. It helps HR managers perform HR functions in a more effective and systematic way using technology.

2. It is a narrow concept.3. Purposes: Faster information process Improved planning and

program development Enhanced employee

communications Greater information accuracy

MIS Vs HRIS

Pay Roll Management Software: Provided by a New Delhi based Firm “ADMAN TECHNOLOGIES”

-> Automatic salary slip generation -> Salary instruction report for Banks -> Configurable deduction and allowance heads including loans, advances, incentives etc. -> Flexible payment rules -> Leave register maintenance -> Adjustments and arrears

HRIS In Food Chain: Mc Donald

Job Analysis: A Product of Job Description & Job Specification

Job Analysis refers to various methodologies for analyzing the requirements of a job.

Job analysis is the systematic assembly of all the facts about a job.

The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.

A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.

Job Analysis

Job Analysis: Elaborated

Job Description Job Specification A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities—one product of a job analysis.

A list of a job’s “human requirements,” that is, the requisite education, skills, personality, and so on—another product of a job analysis.

Step 1: Decide how you’ll use theinformation.

Step 2: Review relevant backgroundinformation.

Step 3: Select representative positions. Step 4: Actually analyze the job. Step 5: Verify the job analysis information. Step 6: Develop a job description and job

specification.

Steps in Job Analysis

Interview

Questionnaires

Observation

Methods of Doing Job Analysis

Help the company remain profitable and competitive

Help the company keep up with technology

Prevent employees from being overworked

Help the company stay in compliance with government regulations

Advantages of Proper Job Analysis

Task : Developing effective marketing tools & technique for

upliftment of the brand.

Responsibilities: To ensure that the brand enjoys good market credibility &

progress.

Skills: Optimistic, enthusiastic, team worker ,go getter should have

prompt decisive ability,etc.

Job Analysis: Illustrated in Pepsi Co.

Jobs Duty : Looking forward simultaneously for brand progress

and consumer needs.

Reporting Relationships: To the chairman and managing director Working Conditions: Marketing involves exploring the market, most of the

time out of office premises.

Job Description

Requisite Education: MBAs and PGDMs from Top B-Schools around the

globe with 10 years of experience in FMCG.

Job Specification

Any Questions ???

Thank You !!!