HRIS –

HUMAN RESOURCE
INFORMATION SYSTEMS

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HRIS

• HRIS Defined
> “HRIS can be briefly defined as
integrated systems used to gather,
store and analyze information
regarding an organization’s human
resources.” (Hedrickson, 2003,
p.381).
> HRIS “One which is used to
acquire, store, manipulate, analyze,
retrieve and distribute information
about an organization’s human
resources.” (Tannenbaum 1990)
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HRIS

• Not just technology:

“HRIS is not limited to the computer
hardware and software applications
that comprise the technical part of
the system: it also includes the
people, policies, procedures and data
required to manage the HR function.”
(Hedrickson, 2003, p.381).

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History of HRIS

• Early (pre-WW II)

> Personnel
• Old term for human resources
• Historically isolated from core organizational
functions
> Record keeping
• Name, address, phone, employment history

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History of HRIS

• Between 1945 and 1960

> Human capital issues
> Employee morale
> Formal selection and development
> No real changes from earlier days

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History of HRIS

• Early (1960s to 1980s)

> Personnel became HR
> HR was seen as key in organizations
> Government and regulatory agencies
increased reporting requirements:
– Affirmative action
– EEO
– OSHA
> Still, HRIS was used mostly for
keeping administrative records

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History of HRIS

• Contemporary HRIS
> Large and small businesses are
utilizing HRIS
> Personal computers have made
HRIS available and affordable for any
sized firm
> HRIS has evolved from simple
record-keeping to complex analytical
tools to assist management decision
making

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Benefits of HRIS

• Increased Efficiency –
> more transactions with fewer
resources

• Increased Effectiveness –
> more accurate information and
simplification of processes

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HRIS IMPLEMENTATION

SECTION #4

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Traditional HRIS

• Administrative Uses:

• Monitor absences
• Salary structures
• Training information
• Recruitment
• Current information
• Medical information
• Global administration

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HRIS in Business Decision Making

> Analytical Processes:

• Budget control
• Applicant tracking and screening
• Skills matching
• Appraisals
• Feedback
• Manpower planning
• Succession planning
• Skills monitoring
• Training needs analysis
• Global analysis

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Application of HRIS

• Strategic Management
> Environmental scanning
> Tracks quality and productivity improvements
• Workforce Planning and Employment
> Tracks promotions, transfers, hiring and
termination rates
> Maintains and prints EEOC data in the
required form
> Prints applicant flow and utilization reports for
affirmative action programs
• Human Resource Development
> Outlines career path development
> Tracks, education, skills and training programs
> Registers employees in courses
> Evaluates employee performance
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Application of HRIS

• Total Rewards
> Tracks salary survey information
> Tracks retirement planning, tuition
reimbursement, COBRA and HIPAA info.
> Facilitates benefit administration and salary
analysis across job classifications
• Employee and Labor Relations
> Stores employee discipline records
> Records union data and labor distribution data
> Maintains attitude survey results
• Risk Management
> Identifies accident and illness trends
> Tracks safety records, insurance and workers’
comp. claims
> Monitors high-risk conditions and accidents
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Legal Aspects of Data

• Employee information
> What information should be gathered?
> How should it be used?
> Who should have access to data?
> How should data be safeguarded?
• Privacy:
> Directly related to job
> Need-to-know basis
• Social security number.

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