HUMAN RESOURCE

INFORMATION SYSTEMS (HRIS)

Definition
Human Resource Information System is an
organized method of providing information about
 Human resource
 Their functions
 External factors
relevant to managing human resource.
OBJECTIVE OF HR INFORMATION
SYSTEM
1) To provide accurate information about human
resource and their functioning and relevant
environmental factors
2) To provide relevant information
3) To provide timely information
4) To supply the desired information at a reasonable
cost
5) To use the most efficient method of processing
data
COMPONENTS
Input

Data
Maintenance

Output
MOST HRIS CONTAIN
 Personal history
- Name, date of birth, sex
 Work history
- Salary, first day worked, employment status,
positions in the organization, appraisal data
and hopefully, pre-organizational information
 Training and development completed, both
internally and externally
 Career plans including mobility
 Skills inventory
- Skills, education, competencies look for
transferable skills
USERS OF HRIS
HRIS

HR
MANAGERS PROFESSIONALS
EMPLOYEES
FUNCTIONS OF HRIS

Integrating the technologies of HR

Increased Efficiency

Increased Effectiveness
INTEGRATING THE TECHNOLOGIES
OF HR
 HR functions
Ex: compensation
staffing
training
HRIS process of change has created significant
challenges for HR professionals resulting in the
transformation of traditional processes into on-line
processes
INCREASED EFFICIENCY
 Rapid computing technology has allowed more
transactions to occur with fewer fixed resources.
 Though technologies of early mainframes
provided significant efficiencies in these areas
 The difference is that the record processing
efficiencies that were once only available to large
firms are now readily available to any organization
size
INCREASED EFFECTIVENESS
 Computer technology is designed to improve
effectiveness either by in terms of the accuracy of
information
 Using the technology to simplify the process
 However, onerous manual reconciliation processes
may be executed faster, but also with near perfect
accuracy using automated systems.
 Using computer technology in these processes
ensures accurate results
DESIGNING OF HRIS
Data Collection-
 Nature and form of data will vary from organization
to organization depending upon its objectives.
 After collection of data, the irrelevant data should be
filtered out and the relevant data should be properly
classified and tabulated so that it can be used easily
when needed
Planning of System
 It requires the identification of objectives of the
system
 This further requires a clear formulation of
objectives of the organization, spelling out of the
activities required to be carried out, work
relationships, work patterns
Organizing Flow of Information
 The system designer should study what is the
prevailing flow of information and compare it with
what should be flow of information
Data Management-
 Data Management-A good data management
system involves editing the data.
 Processing Operations - classifying ,analyzing ,
summarizing and editing the data.
 Storage of data- indexing, coding and filing of
information.
Implementation
 This phase deals with the fitting in HRIS into the
organization structure.
 The old information flow may be allowed to
continue as it new system may be installed to meet
the requirement of the new operation.
Feedback
 The regular feedback regarding the actual
functioning of the HRIS is a must for the designers
to fill up the gap between its planning and
implementation.
 Hence the system should be continuously
reviewed in the light of changes in the
environment both within the organization and
outside the organization
APPLICATIONS OF HRIS
1.Job Description
 Produce printouts that describes jobs according to
user specifications and information input into the
system.
 As a minimum job description includes job title,
Purpose, duties and responsibilities
2.HR Planning
 Forecast demands for key jobs as well as employees
turnover and patterns of inter-organizational
mobility.
3.Staffing
 Address recruitment, selection and placement
functions and can include the following modules:-
 Applicant tracking

 Job posting

 Job requirements analysis

 Job person matching

4.Succession Planning
 Report information on the availability if
competent candidates for key positions.
 It can help in identifying candidates for each key
positions and the development needs of
candidates where they fall short of the
requirements for a target job.
5.Training and Development
 It includes the following:-
- Career planning.
- Development needs analysis.
- Development advisor.
6.Performance Appraisal
 Help managers direct employees to achieve
organizational goals and develop their
competencies.
 It includes the following:-
-Performance assessments
-Goals accomplishments
-Reward management
7.Job Evaluation-
 Computer assisted job evaluation system helps
managers determine job evaluation points or
classification levels and job hierarchies.
GROUP MEMBERS
H.M.L.M.H.Nawarathna
UWU/EAG/13/0022

M.M.B.S.Silva
UWU/EAG/13/0035
THANK YOU