Hr Presentation 4th Sem

8/2/2019 Hr Presentation 4th Sem

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Human Resource Information

System And Human ResourceAudit

EFFORTS BY

RICHA GUPTASHRUTI

BHARIJA

SHRUTI

MALHOTRA

TARANPREET


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What is HRIS???

The application of computers to employee-relatedrecord 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


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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.


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Processing(Calc. Net pay)

Output(cut paycheck)

Input(hours worked)

Feedback Loop(Is paycheck accurate?)


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yp ca ecorKeeping Requirements

Employee information

Wage and salary data

Review dates

Benefits

Education and training

Attendance

Performance data/appraisal results


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Typical HRIS Reporting

RequirementsEmployee profiles/lists

Summary reports on employee groups

Historical trends in work-related info

Person-position comparisons


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Tracks...

People

PositionsJobs

Workers

Comp

HRPlanning

MedicalRecords

Recruit/Employ

EEO/AAP

Benefits

Payroll

PensionAdmin

Emp.RelationsT&D

Comp.

Health &Safety


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Development Life Cycle(SDLC)

Planning

Design

Analysis

Implementation

Maintenance


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(versus ManualSystem)

Save $$$ i.e. money

More efficient recruiting

Better coordination of staffing resources

Faster, more consistent screening of applicants

Quicker, higher quality hiring decisions


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Fail?

Unclear goals/objectives

System solves the wrong problem

Improper vendor/product

selection

Low user involvement

Planning overlooks impact on

clerical procedures

Lack of HR/functional expertise

in designing

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


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Developed Info SystemsImportant 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


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HUMAN RESOURCE

AUDIT


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,performance andcontribution of HR shouldbe audited regularly. Thequestions to which answers

should be obtained are:


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DEFINITION-HR AUDITThe Human Resources (HR)Audit is a process ofexamining policies,procedures, documentation,

systems, and practices withrespect to an organizationsHR functions


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PURPOSE-HR AUDIT The purpose of the audit is to reveal the strengths and weaknessesin 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 tosupport the organizations mission and objectives can be realized.


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au

The team that is responsible for the auditshould represent a cross-section of theorganizations staff, including line staff,middle and upper management, and thoseresponsible for HR functions. or you may usean external consultant to assist.

H h ld it b


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How should it beconducted? The audit process consists of a series of questions covering the eight

primary components of the HRfunction:

1. Roles, head count, and HR information systems (HRIS)2. Recruitment3. Documentation4. Training, development, and career management5. Compensation and benefits6. Performance measurement and evaluation7. Termination and transition8. Legal issues and personnel policies9. Health / Welfare systems10.Employee Relations

11. Safety12. Resourcing


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How are needed

improvements identified?Once information is gathered, the audit

team reviews each major section andnotes disparities between paper (what we

think or say we do)and practice (what we actually do, as

revealed by the answers to the auditquestions).

This can then be compared to bestpractice (what we should do to bestsupport ourorganizations mission).


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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 theteam reviews the completed audit andidentifies areas where improvement isneeded. Follow-up and review should be aregular management function, performed onan ongoing basis.


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HR Audit section wiseHR Audit takes care of every functions of

HR likeHRISRecruitementDocumentationTraining, Development and Career

ManagementCompensation and BenefitsHealth / Welfare systemsEmployee RelationsSafety

ResourcingPerformance Management and evaluation


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ConclusionHRIS and Hr Auditing systems adopted by most of the

organisation to make the work easier and transparent for

the organisation.


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Thank

You

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Hr Presentation 4th Sem