IRP 120– ELEMENTS OF

HUMAN RESOURCE
MANAGEMENT.
BY

EKWOABA, JOY O.
PH.D ., ACIPM, MNIM,MNITAD, MBAM, MTAMN.
DEPARTMENT OF EMPLOYMENT RELATIONS AND HUMAN RESOURCE
MANAGEMENT, FACULTY OF MANAGEMENT SCIENCES
UNIVERSITY OF LAGOS, NIGERIA
PHONE: 08033069753; 08070790433
EMAIL: EKWOABA2002@YAHOO.COM
FACEBOOK: JOY ONYINYECHI EKWOABA
INSTAGRAM: JOYEKWOABA
TWITTER: @EKWOABAJOYO
YOUTUBE: DR. EKWOABA JOY
 Human Resource Information Systems: Introduction.

 HRIS is a software online solution for data entry, data

tracking and data information.
 It can be said to be a software solution that manages
employees’ database of an organization.
 It connects all HR-related functions, and gives
employees self-service/self-helping access to
procedures and policies
 It is needed for HR payroll management and
accounting functions within a business.
 Introduction –HRIS Contd.

 As a system it supplies information required for

effective management of an organisation.
 It is vital for the efficient working of an organisation
and for effective management of human resources in an
organisation.
 It is designed to monitor, control and influence the
movement of people from the time they join the
organisation till time the separate/ leave the
organisation.
 Introduction –HRIS Contd.

 Some of the examples of this software designed to help

businesses meet core their HR needs and improve the
productivity of both managers and employees include:
 ADP Workforce Now: is best for because of its flexibility
in its capabilities as payroll methods, and ways to track
employee time and attendance.
 Bamboo HR: is best for automating core HR processes to
save HR teams time.
 Workday HCM: is best for companies that want to keep
diversity, equity, and inclusion top on their mind when
recruiting, paying, and promoting employees
 Introduction –HRIS Contd.

 ADP Vantage HCM: is a strategically focused, globally

scalable HR system that delivers unmatched expertise and
service, comprehensive unified services, innovative and
intuitive technology, and valuable insights to help unlock
workforce's maximum potential.
 ADP Next Gen HCM: is designed for teams work — it is
used in helping improving engagement and performance,
and to create a culture of connection.
 Introduction –HRIS Contd.

 Difference between ADP Vintage HCM, ADP and

ADP Workforce Now
 ADP Vantage HCM is a platform that combines HR,
their payroll, benefits, talent management and time
and attendance.
 ADP promotes dedicated HR representatives to work
with organisations.
 ADP Workforce Now is a cloud-based HR platform
for mid-sized businesses
 Introduction –HRIS Contd.

 It gives the following sub systems information:

 Manpower Planning sub system information
 Administration sub system information
 Training and Development sub system information
 Maintenance sub system information
 Appraisal sub system information
 Payroll sub system information
 Personnel Research sub system information
 Job analysis/ Job design sub system information
 OBJECTIVES OF HRIS

 Make desired information available in the right form to

the right person and at the right time.
 Supply the desired information at a reasonable cost.
 Use the most efficient method of data processing.
 Keep information up to date.
 Provide necessary security and secrecy for important or
confidential information.
 FUNCTIONS OF HRIS
 Data Collection: Who collects data, what form and how
often? Nature and form of data must comply with original
objectives. Relevant data collected should be classified
and tabulated for easy use.
 Data Management: Editing, processing, analyzing,
conducing, summarizing and editing of data, storage of
data, coding and filling.
 Retrieval of data
 Evaluation: Judging the usefulness of data.
 Dissemination of data in the right form and at the right
time.
 DESIGNING OF HRIS
 Planning the system: Identification of objectives of the system. It requires a
clear formulation of objectives of the origin, spelling out of the activities
required to be carried.
 Organizing flow of information: Study the prevailing flow of information and
compare with what should be the follow of information based
 Implementation: Fitting in HRIS into the origin structure e.g. old information
flow may be allowed to continue as it is in a new system or a new system may
be installed to meet the requirement of the new operation.
 Feedback: Regular feedback is needed to fill in the gap between planning and
implementation. Hence continues, review is necessary both within and outside
the origin
 APPLICATION OF COMPUTERIZED HRIS
Job description: It produces printouts that
describe jobs according to specification and
information inputs into the system.
HR planning: Forecast demand for key jobs as
well as employee turnover.
Recruitment, selection and placement functions.
Succession planning: Report information on
competent candidates for key position.
APPLICATION OF COMPUTERIZED HRIS Contd.

 Training and Development: Career planning,

development need analysis, development advisor.
 Performance appraisal: Helps direct employees to
actualize organisational goals and develop their goals
and competences.
 Job evaluation: Help managers to determine job
evaluation points or classification levels and job
hierarchies.
 STEPS OF SETTING UP PRE HRIS
 Planning: Inception of ideas, feasibility study, selecting a perfect
team.
 Analysis: Defining the requirement, vendor analysis, contract
negotiation.
 Designing: Examine the flow of information and identify gaps
and outlines.
 Implementing: Collecting data, testing the system, starting up,
Running in parallel, Training and tailor towards the system
 Maintenance: Maintaining of HRIS Auditing
 IMPORTANCE OF HRIS

 Large amount of data and information to be processed.

 Project based work environment.
 Employee empowerment.
 Increase of knowledge workers and associated
information.
 Learning organisation
 BENEFITS OF HRIS

 High speed of retrieval and processing of data.

 Reduction in duplication of efforts leading to reduced cost.
 Ease in classifying and reclassifying of data.
 Better analysis leading to more effective decision making.
 Higher accuracy of information/ report generated.
 Fast responds to answer queries.
 Improved quality of report.
 Better work culture
 Improved quality of report.
 Establishing of streamlined and systemic procedures.
 More transparency in the system
 LIMITATIONS OF HRIS

 Expensive in terms of finance and manpower.

 Inconvenient for computer illiterate or people with mere
knowledge of computer.
 Computers cannot / will never substitute human being.
 BARRIERS TO THE SUCCESS OF HRIS

 Lack of right communication.

 Satisfaction with status quo.
 Non or poorly done need analysis.
 Failure to include key people.
 Failure to keep project team intact.
 Politics and hidden agenda.
 Failure to involve/ consult significant groups.
 Lack of communication.
 Bad timing (time of the year/ duration).
 COURSE RESOURCES
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(International Institute for labour Studies)
 Iyayi, F. (2010). Globalisation and its implications for trade union movement in Nigeria, Lagos,
Kolagbodi Memorial Foundation (KMF) with the Collaboration of Freidrich Ebert Stiftung (FES)
 Kaptsch, C. (2006). Merchants of labour, (Ed). Geneva, ILO (International Institute for labour Studies
 Otobo, D. (2013). Industrial relations: Theory and controversies; (Revised edition), Lagos:
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 Stiglitz, J. E. (2002). Globalisation and its discontents, England, Penguin Books
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 https://www.washingtonpost.com/entertainment/books/brene-brown-knows-what-makes-a-great-leader--and-most
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