STRATEGIC HR

INFORMATION
MANAGEMENT
SYSTEM
Chapter- 3
HR Information System (HRMIS)
Information technology has allowed
• more HR information to be collected & processed
• more comprehensively &
• with greater accuracy & speed,
• & allow easier access to such data by
- HR specialists,
- managers at all organizational levels,
- employees themselves &
- sometimes their unions & associations.
Nature & Benefits of HRIMS
• Improved planning & program development using decision
support software.
• Faster information processing & improved response times
• Decreased administrative & HR costs
• Accuracy of information
• Enhanced communication at all levels
Nature & Benefits of HRIMS cont’d…
Essentially all HRIMS contain information on:
• Employees
• Jobs & work conditions
• Positions
• HR events (e.g. recruitment, training & development,
performance appraisals, & terminations.
Scope of HRIMS
• Information about employees is used by a variety of
people within organizations as well as by outside
agencies.
• Employees need to know wages & salary information,
study & training opportunities, & workers’ compensation
details.
• Their unions & associations may also require information
about occupational health & safety, retirement & award
system.
Scope of HRIMS cont’d…
• Government agencies demand regular reports on payroll
& salary, equal employment opportunity & affirmative
action, taxation, superannuation, training & occupational
health & safety programs.

• HR manager requires collected data on all aspects of

HRM programs in order to administer, analyze, evaluate &
plan.
Types of HRIMS data
• Administrative data includes: industrial awards &
agreements, HR policies, lawmaking, salaries, leave &
taxation details, retirement & employee benefit systems.

• Operational data: personal & job histories & records on

recruitment & selection, training & development,
performance appraisal, career & succession, absenteeism
& employee turnover schemes.
Types of HRIMS data cont’d…
• Strategic planning information includes administrative &
operational records, together with data concerning staff
positions, wastage, labor market trends, industry salary
surveys, educational developments, employment & skills
levels.
Uses of HRIMS
Comprehensive & integrated information systems can be
used widely in
• administrative,
• operational &
• strategic fields
by HR & other managers.
Successful HRIMS
The most effective HRIS are those which:
• Contain highly accurate employee & job data
• Are sufficiently flexible to adapt to both present & future
requirements
• Are dynamic & complete
• Are segmental, but linked in design
• Allow clear control of HR & HRIMS costs.
 Model of SHR Planning using HRIMS
Dynamic HR data collection
Environment

Vision
HR HR Plans & HRIMS HR data analysis
Strategic
Strategies Policies
Business Plan

Key
Stakeholders

HR plan
development
Dynamic
Environment