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    HRIS

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    A human resource information system (HRIS) is a form of HR software that combines systems and processes to manage employee data and ensure easy management of employees. An HRIS provides a means to acquire, store, analyze and distribute information to stakeholders to improve processes and strategic decision-making. It can include modules like payroll, time and attendance, benefits administration, HR management, recruiting, training and more.

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    HRIS

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    anon_280115725
    192 views13 pages
    A human resource information system (HRIS) is a form of HR software that combines systems and processes to manage employee data and ensure easy management of employees. An HRIS provides a means to acquire, store, analyze and distribute information to stakeholders to improve processes and strategic decision-making. It can include modules like payroll, time and attendance, benefits administration, HR management, recruiting, training and more.

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    A human resource information system (HRIS) is a form of HR software that combines systems and processes to manage employee data and ensure easy management of employees. An HRIS provides a means to acquire, store, analyze and distribute information to stakeholders to improve processes and strategic decision-making. It can include modules like payroll, time and attendance, benefits administration, HR management, recruiting, training and more.

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    Download as pptx, pdf, or txt
    192 views13 pages

    HRIS

    Uploaded by

    anon_280115725
    A human resource information system (HRIS) is a form of HR software that combines systems and processes to manage employee data and ensure easy management of employees. An HRIS provides a means to acquire, store, analyze and distribute information to stakeholders to improve processes and strategic decision-making. It can include modules like payroll, time and attendance, benefits administration, HR management, recruiting, training and more.

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    of 13

    HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

    I. DEFINITION:

     a form of HR software that combines a number of systems and processes


    to ensure the easy management of a business' employees and data

     HRIS provides a means of acquiring, storing, analyzing and distributing


    information to various stakeholders. HRIS enable improvement in
    traditional processes and enhance strategic decision-making.

    (Chugh, R 2014, ‘Role of Human Resource Information Systems in an Educational Organisation’, Journal of


    Advanced Management Science, vol. 2, no.2, pp.149-153.)
    HRMS vs. HRIS?

    The term HRMS (Human Resource Management System) is sometimes used


    synonymously with HRIS, but a HRIS is really a type of HRMS.
     no real difference in the type of systems offered.
     At one time, a HRMS was a more complete automated solution to human
    resources management than software labeled as HRIS or even HCM (Human
    Capital Management), but rebranding by many companies has worked to
    / make the different software titles generally indistinguishable.

    HRIS packages can be customized to the specific needs and requirements of the
    employer.

    (Dave Rietsima, https://www.hrpayrollsystems.net/hrms/)


    Trivia:

    PeopleSoft: The first completely HR-centered system, released by Oracle


     in 1987

    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.”
    ("Oracle PeopleSoft Applications". oracle.com.)
    (Hendrickson, Anthony R., Human Resource Information Systems: Backbone Technology of Contemporary Human Resources; Journal of Labor
    Research, Summer 2003, Vol. 24 Issue 3, p. 381-394)
     
    II. PURPOSES OF HRIS

     Storing information and data for each individual employee


     Providing a basis for planning, decision making, controlling and other
    human resource functions.
     Building organizational capabilities
     Job design and organizational structure
     Increasing size of workforce
     Succession planning
     Technological advances
     Computerized information system
     Changes in legal environment
    III. SCOPE

    Currently, human resource systems encompass:


    1. Retaining 8. Performance record
    2. Scheduling 9. Hiring
    3. Analytics 10. Absence management
    4. Employee Reassign module 11. Administration
    5. Managing Payroll 12. HR planning
    6. Recruiting/Learning management 13. Employee self-service
    7. Grievance handling by following precedents
    IV. MODEL OF HRIS
    V. TYPES OF HR INFORMATION
    SYSTEMS
    VI. ESSENTIAL MODULES IN AN
    HRIS
     local-machine-based software package OR
    online cloud-based system which can be accessed via a web browser.

     PAYROLL MODULE 
     TIME AND ATTENDANCE MODULE 
     BENEFITS ADMINISTRATION MODULE 
     HR MANAGEMENT MODULE 
     ONLINE RECRUITING 
     APPLICANT TRACKING SYSTEM
     TRAINING MODULE 
     EMPLOYEE SELF-SERVICE MODULE 
     ANALYTICS
     STAFF TRAINING MODULE 
     EMPLOYEE RE-ASSIGN MODULE
     
    VII. BENEFITS OF HRIS

    While it is possible to take care of HR functions manually, an


    automated system can help to elevate productivity levels and
    can change the way that a company is perceived in the modern
    marketplace. 
     Increase competitiveness by improving human resource operations
     Ability to implement a number of different operators to human resource
     Shift the focus from the operational(transaction) human resource
    information to strategic human resource information.
     Include employees as an active part of the HRIS
     Reengineering the entire human resource department.
    BENEFITS FOR MANAGEMENT INCLUDE:
    Increase of overall decision making efficiency
    Cost reducing and better control of budget
    A clear vision of business including business transparency

    BENEFITS FOR HUMAN RESOURCE DEPARTMENT


    Minimize errors that are caused by human factor.
    Improved management system in accordance with the
    legislation.
    Elimination or reduction of redundancy in the system.
    Standardization of business processes.
    BENEFITS FOR EMPLOYEES
    Time management
    The possibility of independent access to data, which often
    means working in one software window
    24/7 data availability
     Increasing staff morale
    Automatic tracking and reminder to business obligations and
    events

    LIMITATIONS
    The system itself cannot solve issues within an organization
    System breakdowns
    Cost and maintenance
    SCREENSHOT OF AN HRIS
    MODULE

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