SafeLine Insurance

“we help u whether u r alive or

dead….”
Mission Statement
 It is our goal to provide our clients with the
most reliable and up to date information on
the benefits of implementing a Human
Resource Information System.
Values
 We believe in upholding strong morals and business
ethics
 We believe our customers are the most important aspect
of our business
 We listen to our clients and commit ourselves to
exceeding their expectations
 We are committed to making improvements in our
operations in order to meet our goals
 We pride ourselves on our hard working diverse
employees to provide the most accurate information to
our clients
 We believe in rewarding and recognizing our employees
for outstanding achievements in the industry
What is a HRIS?
 A human resource information system is an
integrated system providing information
used by HR management in decision
making. It allows a company to keep track
of all of its employees and information
about them.  It is usually done in a
database or, more often, in a series of inter-
related databases.
History of HRIS
 Developed in the 1960’s.
 Used by large companies with their payroll systems.
 Very expensive to buy and use.
 Required a full time staff to support them.
 Provided limited information and were often difficult to
customize.
 Introduction of Personal Computers in the 1980‘ made
them affordable.
 Access to electronic information made them popular.
 Mid 1990’s web based systems became popular.
 Provided larger storage and better processing
capabilities.
 Understanding of HR depth made Spectrum, PeopleSoft,
and Oracle leaders in the HRIS industry.
Information included in a HRIS
 HRIS systems include the employee name and
contact information and all or some of the
following:
 
 Department  Hobbies
 Job title  Ethnicity
 Grade  Date of birth
 Salary  Disabilities
 Salary history  Veterans status
 Position history  Visa status
 Supervisor  Benefits selected
 Training completed  ….more
HRIS Uses
 Attendance and PTO use
 Pay raises and history
 Pay grades and positions held
 Performance development plans
 Training received
 Disciplinary action received
 Personal employee information and occasionally
 Management and key employee succession plans
 High potential employee identification
 Applicant tracking, interviewing and selection
Capabilities of better HRIS
 Management of all employee information
 Reporting and analysis of employee information
 Company-related documents such as employee
handbooks, emergency evacuation procedures, and
safety guidelines.
 Benefits administration including enrollment, status
changes, and personal information updating
 Complete integration with payroll and other company
financial software and accounting systems.
 Applicant and resume management
Types of HRIS
 PeopleSoft
 Spectrum
 Smart human logistics
 Simpata
 People-Trak
 
Each software has a target market that ranges
from small to large
Reasons to use an HRIS
 Enables employees to do their own updates and
address changes,
 Frees HR staff for more strategic functions. 
 Data necessary for employee management,
knowledge development, career growth and
development, and equal treatment is facilitated. 
 Managers can access the information they need to
legally, ethically, and effectively support the success
of their reporting employees.
Appropriate HRIS for your
Company
 General rule of thumb: If you staff more
than 100 employees you may want to
consider a HRIS
 Third party consultants can be used to
help with the selection process
 Develop a checklist to help establish
needs
Checklist content

 Recruitment and applicant management

 Budgeting and position control
 Career and succession planning
 Salary survey analysis
 Electronic timesheets
 Organizational charts
 Employee and manager self service
Additional questions to ask
 Do you have a budget for an HRIS and can the vendor
provide you with a solid ROI?

 What internal staff will be needed to support the

system?

 Type of purchasing option: License, Host or ASP

 What resources and experience does the vendor have

with implementations similar to yours?

 Can the vendor meet your expectations?

Implementing a HRIS
 3 keys areas
 Configure the HRIS for the company’s
process and policies
 The company must then interface the data
with other systems and convert the
company’s historical data into the new system
 Company must prepare itself for the system.
Interfacing
 When linking the HRIS with existing systems companies
may form teams to deal with the various activities of the
HRIS.

 Often times HR team members find that original data is

not up to date. This is a good time to get up to date
employee data from the employees.

 Compatibility may become an issue:

 Remapping or upgrades must be done
 Remapping can be time consuming
 Upgrading can be costly, but worth it in the long run
ROI
 ROI is main reason for integration of HRIS
 Factors of ROI can include:
 How many part time and full time employees are staffed by
the firm?
 Salary of employees
 Overtime pay
 Training pay

 Use the calculator at following URL to help find

the ROI for your company:
http://www.oracle.com/global/uk/campaigns05/ro
i_6.html
Advantages of our HRIS…

 Best Anti virus

 Hacking proof
 Fool proof trails
 Easy to handle software
 Less complex software
 Automatic remote back ups
 Verisign Approved
 Single updation & deletion (Centralized)
 ANY QUESTIONS…!

 THANK YOU FOR UR ATTENTION