MBA notes: Hris

The basic objective of HR information system are :

1) To provide accurate information about human resource and their functioning and relevant environmental factors.2) To provide relevant information .

3) and To provide timely information.

Every organization requires information from its environment known as external information and

it also needs information about its human resource and their functioning , known as internal information.

HRIS Benefits Realized (versus Manual System)

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

What Are the Benefits of a HRIS?

• By using a HRIS, you can get your HR staffers out of the business of administrative record-keeping.

• HR can participate more meaningfully in planning and leadership.

• The HRIS that most effectively serves companies tracks: • attendance and PTO use,• pay raises and history,• pay grades and positions held,• performance development plans,• training received,• disciplinary action received,• personal employee information, and occasionally,• management and key employee succession plans,• high potential employee identification, and• applicant tracking, interviewing, and selection.

• Additionally, • data necessary for employee management,• knowledge development, • career growth and development, and • equal treatment is facilitated.• Finally, managers can access the information

they need to legally, ethically, and effectively support the success of their reporting employees.

•IMPOPRTANCE

OF HRIS

• Organizations must look for ways to manage their internal processes efficiently while preserving the integrity of each practice.

• In human resources, this involves many transactions affecting people, including

the benefits they receive and the ways they are treated by the organization.

• Tracking HR activities through a human resources information system is efficient and effective for many business organizations.

• For the owner, it's usually a matter of which system is affordable and suited to the organization's needs.

•USERS OF

HRIS

• Any organization that needs to keep track of a larger number of employees than they can handle with paper records or spreadsheets, may be in need of a human resource software application.

• companies with greater than fifty active employees, probably needs to at least start looking into what is available within the HR software market.

Users of hris

HRIS

MANAGERSHR

PROFESSIONALSEMPLOYEES

1. Thus, for the HR professional there is an

increasing reliance on the HRIS to fulfil even the most

elementary job tasks.

2. As human capital plays a larger role in competitive

advantage, functional managers expect the HRIS

to provide functionality to meet the unit’s goals and

objectives.

3. Moreover, managers rely on the HRIS’s

capabilities to provide superior data collection and

analysis, especially for

performance appraisal and

performance management,

team and project management, and

management development.

3. Additionally, it also includes

• skill testing,

• assessment and development,

• résumé processing,

• recruitment and retention,

5. Finally, the individual employees become end users of

many HRIS applications.

6. The increased complexity of

employee benefit options and

the corresponding need to monitor and modify category

selections more frequently

Web-based access and

self-service options

enhanced the usability of many benefit options and

administration alternative for most employees.

•OBJECTIVES

OF HRIS

• TO offer an adaquate, comprehensive and on going information system about people and job

• To supply up to date information at reasonable cost

• To offer data security and personal privacy

• Data security is personal problem that can be dealt with in several ways, including passward and elaborate codes

• In the information age, personal privacy is both an ethiacal and moral issue