Empirical Study

On

HRIS
(Human Resource Information System)

Submitted To: prof. Chirag patel Submitted By: Jagruti J Gamar (A-12).

Vipal J Gandhi(B-11).
  Introduction

“Leading practice companies recognize that in knowledge intensive, Innovate-or-die

world, HR’s role cannot be limited to doing the administrative stuff of hiring, firing and
employee related paper work.HR has to do more. It has to become a full-fledged business
partner/advisor not just an employee advocate.”

With technology touching all aspects of today’s business, there is increasing usage of the
information and communication technologies in a company’s HR department. Suddenly
HR managers are finding themselves in a whirlwind of technological change, with
adoption of IT (both as a process and a tool) becoming a message city for them.

By using information system for storing, organizing, or disseminating information to the

employees, IT is playing a key role in the personnel /people development/HR
departments of companies.HR professionals are doing away with costly, time consuming,
and redundant processes and opting for IT enable HR systems. Systems are now
automated and HR professionals are not longer seen spending time in gathering
information on paper/receiving inquiries, or everyday administrative work.
Employees can now access information and post their queries to the concern person
directly, Rather than going to the HR department.

The use of information technology for competitive advantage involves systems that link
an organization to suppliers, distribution channels, or customers. In general, these
systems use information or processing capabilities in one organization to improve the
performance of another or to improve relationships among organizations.

Declining costs of capturing and using information have joined with increasing
Competitive pressures to encourage numerous innovations in use of information to create
Value.

 Information systems for HR

HR role P&A dept HRD Talent manager Business manager

HR process payroll Compensation AMR Strategic consultative

benefit role
leave Training People and business Knowledge
alignment management
Attendance Staffing Talent resourcing and Innovative role
planning
Recruitment Variable pay, --------------- ERM model
performance
planning
Information system File and records HRIS ERP Internet/intranet
architecture
 Statement of the problem

If you have a medium or large size company, you most likely have encountered
challenges in managing and keeping track of the interactions between your employees
and your organization. Tasks such as accessing employee information, analyzing data,
and creating reports can be time consuming and tiresome; payroll management turns into
a hassle, and more mistakes are made. And the list goes on.

The HR function is still to a large degree administrative and common to all organizations.
To varying degrees, most organizations have formalized selection, evaluation, and
Payroll Processes.

Efficient and effective management of the human asset has become an increasingly
Imperative and complex activity to all HR professionals. The HR function consists of
Tracking innumerable data points on each employee, from personal histories, data, skills,
Capabilities and experiences to payroll records.

To reduce the manual workload of these administrative activities, organizations began to

Electronically automate many of these processes by introducing innovative HRIS
Technology.

 Literature Review

The Human Resource Information System (HRIS) is a software or online solution for the
Data entry, data tracking, and data information needs of the Human Resources, payroll,
management, and accounting functions within a business.

A Human Resource Information System (HRIS), HR Technology or also called HR

modules, refers to the Systems and processes at the intersection between human resource
management (HRM) and information technology.

It merges HRM as a discipline and in particular its basic HR activities and processes with
the information technology field, whereas the programming of data processing systems
Evolved into standardized routines and packages of enterprise resource planning (ERP)
Software.

On the whole, these ERP systems have their origin on software that integrates
information from different applications into one universal database. The linkage of its
financial and human resource modules through one database is the most important
distinction to the individually and proprietary developed predecessors, which makes this
 software application both rigid and flexible
 The Importance of HRIS:

 Integration of various HR applications.

 Collection of data at various points in the HR function (HR databases) and using
computerized tools for making information available for effective decision making.
 Developing and improving intranet based applications for streamlining processes,
coordination and workflow management.
 Enable the function to provide better services to line management.
 Reduce the work load of the HR function, eliminating low value task while still enabling
the function to provide effacement administrative services.
 Web based self service implementation for ensuring quality and timeliness of HR
services.

 With the HRIS system, you can track down to which path your work-related decisions are
taking. By having a clearer view of what is presently happening in your company, you
can also predict what could happen in the future.

 One important thing that you could monitor through this is the cash flow of the company.
Through the HRIS, you can monitor and justify some of the HR-related expenses that the
company has incurred over a period of time.

 Learning objectives

1. To understand the role and impact of information system on HR processes.

2. To discuss the importance of analysis and reporting in the field of HR.
3. To understand the different type of information system applications for different HR roles
and processes.
4. To study software packages for HRIS.
5. Basic knowledge of ERP software such as SAP.

 Data source

The sources include books, periodicals, websites, printed literature etc.

 References:
o Mahadeo jaiswal & Monika mital., Management Information System(MIS).,Oxford
University Press.
o Michael Armstrong., A Handbook of Human Resource Management Practice., Kogan
page.,9th edition.
Webography:

http://www.hrgopher.com
http://www.hradvantage.com
http://www.hrms.com
http://www.hrfiles.com
http://www.sap.com
http://www.oracle.com/
http://www.hrguru.com/