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    Hris 2

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    SudhansuSekhar
    This document discusses the introduction and concepts of human resource information systems (HRIS). It outlines the need for HRIS and its utility in various HR functions like recruitment, training, payroll management, and performance evaluation. The document also presents examples of commonly used HRIS software and the benefits of implementing HRIS, such as increased efficiency and data accuracy. However, limitations of HRIS implementation including lack of management support and improper needs analysis are also highlighted.

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    Hris 2

    Uploaded by

    SudhansuSekhar
    269 views21 pages
    This document discusses the introduction and concepts of human resource information systems (HRIS). It outlines the need for HRIS and its utility in various HR functions like recruitment, training, payroll management, and performance evaluation. The document also presents examples of commonly used HRIS software and the benefits of implementing HRIS, such as increased efficiency and data accuracy. However, limitations of HRIS implementation including lack of management support and improper needs analysis are also highlighted.

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    hris

    Original Title

    HRIS 2

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    This document discusses the introduction and concepts of human resource information systems (HRIS). It outlines the need for HRIS and its utility in various HR functions like recruitment, training, payroll management, and performance evaluation. The document also presents examples of commonly used HRIS software and the benefits of implementing HRIS, such as increased efficiency and data accuracy. However, limitations of HRIS implementation including lack of management support and improper needs analysis are also highlighted.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    269 views21 pages

    Hris 2

    Uploaded by

    SudhansuSekhar
    This document discusses the introduction and concepts of human resource information systems (HRIS). It outlines the need for HRIS and its utility in various HR functions like recruitment, training, payroll management, and performance evaluation. The document also presents examples of commonly used HRIS software and the benefits of implementing HRIS, such as increased efficiency and data accuracy. However, limitations of HRIS implementation including lack of management support and improper needs analysis are also highlighted.

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    You are on page 1of 21

    Introduction to HR & IS

    Concept of HR and IS
    Need of HRIS
    Case Study

    Utility and Application


    Implementation of HRIS
    AGENDA
    Benefits
    Limitation
    Conclusion
    systems and processes at the
    intersection between HRM and IT.
    merged as an HRM discipline with
    IT field.
    electronic tools used to access HR-
    related information and perform
    HR-related functions:
    Training and Development
    Labor Relations
    Strategic HR
    Global HR
    helps HR managers perform HR
    functions in a more effective and
    systematic way using technology.
    acquiring, storing, manipulating,
    analyzing, retrieving, and
    distributing pertinent information
    regarding an organization's human
    resources.
    HR Professionals (such as HR rep,
    HR Manager, etc.)
    Support staff
    Lower Level Employees
    Middle Level Employees
    Upper Level Employees
    Executives & Directors
    Recruitment
    Locate and attract applicants

    Selection
    Getting right people for right position

    Training and Development


    Training for current jobs
    Development for future jobs
    Performance Evaluation and
    Management
    Evaluate employees work efficiency

    Promotions/Performance Appraisal
    Responsible for proper compensation of
    the deserving employees

    Employee Relations
    Build camaraderie among colleagues
    Record keeping of all personal
    data.
    Keeper of all people related data such as
    family members, previous company that
    an employee worked with, etc.

    Compensation and Benefits


    Responsible for giving appropriate
    benefits and salaries to the employees in
    order to maintain or increase their
    efficiency level
    Career development
    Help the employees to develop their
    respective career by implementing
    different training and development that
    the employee needed
    Payroll Module:
    automates the pay process by gathering
    data on employee time and attendance,
    calculating various deductions and taxes,
    and generating periodic pay cheques and
    employee tax reports.
    Online Recruiting:
    used to garner potential candidates for
    available positions within an organization.
    Time and Labour Management
    Module:
    is designed to collate and analyze
    employee timekeeping information for
    the purposes of organizational cost
    accounting.
    Training Module/Learning
    Management System:
    provides a system for organizations to
    administer and track employee training
    and development efforts.
    HR Management Module:
    records basic demographic data of
    employee - training and development,
    skills, and qualifications of each
    employee. Advanced HR management
    modules can also automate the process of
    application for positions by capturing
    application data and entering it to a
    relevant database.
    Benefits Administration Module:
    provides a system for organizations to
    administer and track employee
    participation in benefits programs. These
    programs can range from programs such
    as health insurance and pension schemes,
    stock option plans, and profit sharing.
    Abra Suite
    ABS (Atlas Business Solutions)
    CORT: HRMS
    HRSOFT
    Human Resource MicroSystems
    ORACLE- HRMS
    PEOPLESOFT
    SAP HR
    SPECTRUM HR
    VANTAGE: HRA
    DEMO
    (Staff Files HR
    software)
    Faster information process,
    Greater information accuracy,
    Improved planning and program
    development, and
    Enhanced employee
    communications (Overman, 1992).
    Lack of management commitment
    No or poorly done needs analysis
    Failure to include key people
    Failure to keep project team intact
    Politics / hidden agendas
    Failure to involve / consult significant groups
    Lack of communication
    Bad timing (time of year and duration
    http://www.smallbusinessbible.org
    /
    http://www.indianmba.com/
    http://en.wikipedia.org/
    http://www.human-resource-
    system.com/
    http://www.about.com/
    ISPAGHETTY
    Reporters:
    Antonio, Riela
    Dela Cruz, Angelia
    Evangelista, Ellen
    Felisco, Frida
    Jumawan, Neferteri

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