Human Resource Information System And Human ResourceAudit

EFFORTS BY RICHA GUPTA SHRUTI BHARIJA SHRUTI MALHOTRA TARANPREET

What is HRIS???
The application of computers to employee-related

record keeping and reporting, and management decision making Any system that supports any aspect of the HR function Primary function:
Documenting the employment relation in all its complexity

Basic technology:
Storing, retrieving and distributing information

Top Ten Calculations for HRIS

Healthcare cost per employee Pay and benefits as a percentage of operating expense Cost per hire Return on training. Time to fill jobs.

Input (hours worked)

Processing (Calc. Net pay)

Output (cut paycheck)

Feedback Loop (Is paycheck accurate?)

Typical HRIS Record Keeping Requirements

Employee information Wage and salary data Review dates Benefits Education and training Attendance Performance data/appraisal results

Typical HRIS Reporting Requirements

Employee profiles/lists
Summary reports on employee groups Historical trends in work-related info Person-position comparisons

HRIS Tracks...
Medical Records Workers Comp Health & Safety HR Planning T&D Comp. People Jobs Positions Benefits Recruit/ Employ EEO/AAP Payroll

Pension Admin

Emp. Relations

Development Life Cycle (SDLC)

Planning

Analysis

Design

Implementation

Maintenance

Realized (versus Manual System)

Save $$$ i.e. money More efficient recruiting Better coordination of staffing resources Faster, more consistent screening of applicants Quicker, higher quality hiring decisions

Why HRISs Sometimes Fail?

Unclear goals/objectives System solves the wrong problem Improper vendor/product

Underestimate conversion effort Management- unrealistic expectations Lack of overall plan for record mgt. Lack of flexibility and adaptability Misinterpret HR specifications Poor communication between HR/IS Inadequate testing

selection
Low user involvement Planning overlooks impact on

clerical procedures
Lack of HR/functional expertise

in designing

Why are Carefully Developed Info Systems Important to HR?

Better safety Better service Competitive Advantage Fewer Errors Greater Accuracy Higher Quality Products Improved Health Care Improved Communication Increased Efficiency

Increased Productivity More efficient administration More opportunities Reduced labor requirements Reduced costs Superior managerial decision making Superior control

HUMAN RESOURCE AUDIT

Like any other function, the performance and contribution of HR should be audited regularly. The questions to which answers should be obtained are:

DEFINITION-HR AUDIT
The Human Resources (HR)

Audit is a process of examining policies, procedures, documentation, systems, and practices with respect to an organizations HR functions

PURPOSE-HR AUDIT
The purpose of the audit is to reveal the strengths and weaknesses

in the human resources system, and any issues needing resolution. The audit works best when the focus is on analyzing and improving the HR function in the organization. The audit itself is a diagnostic tool, not a prescriptive instrument. It will help you identify what you are missing or need to improve, but it cant tell you what you need to do to address these issues. It is most useful when an organization is ready to act on the findings, and to evolve its HR function to a level where its full potential to support the organizations mission and objectives can be realized.

audit?

The team that is responsible for the audit

should represent a cross-section of the organizations staff, including line staff, middle and upper management, and those responsible for HR functions. or you may use an external consultant to assist.

How should it be conducted?

The audit process consists of a series of questions covering the eight

primary components of the HR function:

1. Roles, head count, and HR information systems (HRIS) 2. Recruitment 3. Documentation 4. Training, development, and career management 5. Compensation and benefits 6. Performance measurement and evaluation 7. Termination and transition 8. Legal issues and personnel policies 9. Health / Welfare systems 10.Employee Relations 11. Safety 12. Resourcing

How are needed improvements identified?

Once information is gathered, the audit

team reviews each major section and notes disparities between paper (what we think or say we do) and practice (what we actually do, as revealed by the answers to the audit questions). This can then be compared to best practice (what we should do to best support our organizations mission).

How is follow-up and correction done?

Improving the HR system takes some time. A

workplan with a timeline, accountability, and deliverables should be created after the team reviews the completed audit and identifies areas where improvement is needed. Follow-up and review should be a regular management function, performed on an ongoing basis.

HRAudit takes care of every functions of Audit section wise HR

HR like HRIS Recruitement Documentation Training, Development and Career Management Compensation and Benefits
Health / Welfare systems Employee Relations Safety Resourcing

Performance Management and evaluation

Conclusion
HRIS and Hr Auditing systems adopted by most of the organisation to make the work easier and transparent for the organisation.

Thank You