Human Resource Information System [HRIS]

Rajiv Kumar

• The application of computers to employee-related record keeping and reporting, and management decision making

• Any system that supports any aspect of the HR function

• Primary function:

– Documenting the employment relation in all it’s complexity

• Basic technology:

– Storing, retrieving and distributing information

What is HRIS???

Top Ten Calculations for HRIS

• Healthcare cost per employee

• Pay and benefits as a percentage of operating expense

• Cost per hire

• Return on training.

• Time to fill jobs.

Processing(Calc. Net pay)

Processing(Calc. Net pay)

An HR Example

Output(cut paycheck)

Output(cut paycheck)

Input(hours worked)

Input(hours worked)

Feedback Loop(Is paycheck accurate?)

Typical HRIS Record Keeping Requirements

• Employee information

• Wage and salary data

• Review dates

• Benefits

• Education and training

• Attendance

• Performance data/appraisal results

Typical HRIS Reporting Requirements

• Employee profiles/lists

• Summary reports on employee groups

• Historical trends in work-related info

• Person-position comparisons

HRIS Tracks...

People

PositionsJobs

WorkersComp

HRPlanning

MedicalRecords

Recruit/Employ

EEO/AAP

Benefits

Payroll

PensionAdmin

Emp. RelationsT&D

Comp.

Health &Safety

Developing an HRIS: System Development Life Cycle (SDLC)

Planning

Design

Analysis

Implementation

Maintenance

HRIS Benefits Realized (versus Manual System)

• Save $$$ i.e. money

• More efficient recruiting

• Better coordination of staffing resources

• Faster, more consistent screening of applicants

• Quicker, higher quality hiring decisions

Why HRISs Sometimes Fail?

• Unclear goals/objectives

• System solves the wrong problem

• Improper vendor/product

selection

• Low user involvement

• Planning overlooks impact on

clerical procedures

• Lack of HR/functional expertise

in designing

• Underestimate conversion effort

• Management- unrealistic expectations

• Lack of overall plan for record mgt.

• Lack of flexibility and adaptability

• Misinterpret HR specifications

• Poor communication between HR/IS

• Inadequate testing

Why are Carefully Developed Info Systems Important to HR?

• Better safety

• Better service

• Competitive Advantage

• Fewer Errors

• Greater Accuracy

• Higher Quality Products

• Improved Health Care

• Improved Communication

• Increased Efficiency

• Increased Productivity

• More efficient administration

• More opportunities

• Reduced labor requirements • Reduced costs • Superior managerial decision making

• Superior control

Conclusion

HRIS has been adopted by most of the organisation to make the work easier for the organisation.

Thank You