Presentation

Topic- Human resources

information system

Submitted to- Dr.Priyanka Srivastava

Made by-Manish Panwar, Neetu pal
lucky, Maanav Bhandari, 
Human resource information system

A human resource information system (HRIS) is software that

provides a centralized repository of employee master data
that the human resource management (HRM) group needs for
completing core human resource (core HR) processes.

 An HRIS stores, processes and manages employee data,

such as names, addresses, national IDs or Social Security
numbers, visa or work permit information, and information
about dependents. It typically also provides HR functions
such as recruiting, applicant tracking, time and attendance
management, performance appraisals and benefits
administration. It may also feature employee self-service
functions, and perhaps even accounting functions.
 In some ways, an HRIS can be considered a
smart database of employee information.
The interaction of the data, the processes
that can be performed and the reporting
capabilities make the data stored in the
system more accessible and usable.
Objectives
 HR information system should provide information in

the most cost-effective way. An information has

benefit but it has cost too. Benefit from information is
derived in terms of improved decision making and
satisfaction of other requirements. Cost of information
is in terms of its collection, processing, storing, and
retrieval.
 Apart from decision making, HR information system

should supply HR information which is required by

statutory provisions or other agencies like industry
associations, research organizations, etc. Besides,
there may be ad hoc query from internal employees to
know their current status like leave account, overtime
worked, provident fund account, and so on.erms
 STEPS OF SETTING UP AN HRIS

PLANNING

ANALYSIS

DESIGN
IMPLEMENTATI
ON

MAINTENANCE
 STEPS IN PLANNING
 Inception of idea
 Feasibility study
 Selection a project team

STEPS IN ANALYSIS
 Defining the Requirement
 Vendor analysis
 Contract negotiations
STEPS IN MAINTENACE
 Maintaining of HRIS
 Auditing
 STEPS IN DESIGNING
 Examines the flow of information
 Identification of gaps and outlines

STEPS IN IMPLEMENTING
 Training
 Implementing
 Tailoring the system
 Collecting data
 Testing the system
 Starting up
 Running in parallel
IMPORTANCE OF
HRIS
Although your human resources department
(HR) exists to deal with people, it still runs on
data. A human resources information system
(HRIS) or management system (HRMS) is
software that stores the employee
information HR needs to operate.

HRIS help a firm maximize the use of human

resource and maintain competitiveness in its
market.
  Organization. With all the
information in a single
database, it's easier for HR
to find the information they
need, track how it's
handled and update it when
Benefit 
necessary. 
Accuracy. If HR has to

or why transfer information

between multiple software

use
systems or software and
paper files, errors inevitably
creep in. Using one single

HRIS? system eliminates that

problem. As more functions
are automated, there's less
need for manual data entry,
which also reduces errors.
  faster data extraction and
processing.
Few more key
Benefits    
 Reduce duplication of effort, resulting in
reduced costs.
  Improving the quality of reports.
  More transparency in the system.
 Security. Paper files are easy to access,
even by people who have no right to the
information. HRIS can restrict access to
those who need to know.
 LIMITATIONS IN
IMPLEMENTATION OF HRM
 INADEQUATE INFORMATION
 Some enterprises do not have requisite information about their employees. In the
absence of adequate information and data base, this system cannot be properly
implemented . so, there is a need to collect , store and retrieval of information before
implementing human resources management .
INADEQUATE DEVELOPMENT PROGRAMME
 It needs implementation of programmes such as career planning , on the job training
development programme ,MBO , counselling etc. There is a need to create
atmosphere of learning in the organization . in reality HRM programmes are confined
to class room lectures and expected results are not coming out of this approach
staffing . with larger installations, there’s probably the cost of hiring an it specialist to
manage the system .
lack of support of top management
 HRM should have the support of top-level management. The change in attitude at the
top can bring good results while implementing HRM. Owing to passive attitude at the
top, this work is handled by personnel management people .Unless there is a charge
in approach and attitude of top management nothing remarkable will happen
 IMPROPER ACTUALIZATION
 HRM should be implemented by assessing the training and development
requirements of employees. The aspirations and needs of people should be taken
into account while making human resource policies. HRM is acetated half heartedly.
RECENT ORIGIN
 HRM is of recent origin . so, it lacks university approved academic base
due to which different people try to define the term differently. Some superficial actions
may not bear much fruit . what is actually required is a fundamental change in attitudes ,
approaches and the very management philosophy. Without such a change , particularly
at the top level management may not serve the purpose . with the passage of time an
acceptable approach will be developed
 BARRIERS IN
IMPLEMENTATION OF HRIS
 INSUFFICIENT INFORMATION
 In most of the Indian organizations , human resource information system (HRIS) has
not been fully developed . in the absence of reliable data, it may not be possible to
develop effective human resource plans.
uncertainties
 Labour absenteeism , labour turnover , trade cycles , technological changes and
market fluctuations are the uncertainties which serve as constraints to human
resources planning . It is risky to depend upon general estimates of human resources
in the face of rapid changes in environment .
expensive and time consuming
 Human resource planning is an expensive and time-consuming process. Employers
may resist human resource planning feeling that it increases the cost of human
resource.
THANK YOU