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Human Resource

Information System and itsApplications

Group - 1 1

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p

Contents

Introducing HR & IS Concept of HRIS

Need of HRIS

Utility and Applications Real-time Examples of Sungard &

Oracle

Benefits Limitations

Conclusion

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HRMAn Introduction

Human Resources is an organizational functionthat deals with issues such as recruitment andselection, training, appraisal, compensation andperformance management of the employee.

Human beings are also considered to be resourcesbecause it is the ability of humans that helps tochange the gifts of nature into valuable resources.While taking into account human beings asresources, the following things have to be kept inmind:

The size of the population The quality "The people that staff and operate an

organization"; as contrasted with the financial andmaterial resources of an organization.

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Employeeassistance

Compensation/Benefits

PersonnelResearch &

ISSelection

And staffing

HRP

Organization/Job design

OD

T & D

Employeeassistance

HR areas output:Quality of work life

Productivity readinessfor change

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Information System

A system, whether automated ormanual, that comprises people,machines, and/or methods organized

to collect, process, transmit, anddisseminate data that represent userinformation.

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HRIS - Introduction

Human Resource Information System(HRIS) is a systematic way of storing dataand information for each individualemployee to aid planning, decision making,

and submitting of returns and reports tothe external agencies.

It merges HRM as a discipline and inparticular its basic HR activities and

processes with the information technologyfield.

It can be used to maintain details such asemployee profiles, absence reports, salary

admin. and various kinds of reports. 6

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HRISWhy it is needed?

Storing information and data for eachindividual employee.

Providing a basis for planning, decisionmaking, controlling and other human

resource functions.

Meeting daily transactional requirementsuch as marking absent and present and

granting leave. Supplying data and submitting returns to

government and other statutory agencies.

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HRISWhy it is needed?

Building organizational capabilities Job design and organizational

structure

Increasing size of workforce Technological advances

Computerized information system

Changes in legal environment

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HRISAppl. & Utilities

Personnel administration - It will encompassinformation about each employee, such as nameaddress, personal details etc.

Salary administration- Salary review procedure

are important function of HRM, a good HRISsystem must be able to perform what if analysisand present the reports Of changes.

Leave and absence recordingEssentially beable to provide comprehensive method ofcontrolling leave/absences.

Skill inventory - It is also used to store record ofacquired skills and monitor the skill database bothemployee and organisational level.

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HRISAppl. & Utilities

Performance appraisalThe system should recordindividual employee performance, appraisal data, such asdue date of appraisal, scores etc.

Human resource planningHRIS should record details ofthe organisational requirements in terms of positions

RecruitmentRecord details of recruitment activities suchas cost and method of recruitment and time to fill theposition etc.

Career planning - System must be able to provide withsuccession plans reports to identify which employee have

been earmarked for which position. Collective bargainingA computer terminal can be

positioned in the conference room linked to database. Thiswill expedite negotiations by readily providing up to datedata based on facts and figures and not feelings and fictions.

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Company Report: SunGard

SunGard is a global leader in - Software and processing solutions for financial services

Higher education and the public sector.

Business continuity services.

Established 1978.

Annual revenue exceeding $4 billion (2006-07). More than 25,000 customers in more than 50 countries,

including the world's 50 largest financial services companies.

Employs strength 16,000 in more than 400 offices in 30countries.

Headquarter - Wayne, Pennsylvania.

India officesBangalore, Pune.

Pune OfficeMeridian Plaza, Senapati Bapat Road.

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HRIS Q&A with SunGard

Which system do you use in yourorganisation for HRM?

Oracle/PeopleSoft Employee Suit HRMSPackage.

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What benefits do you get from theinformation system? HRIS system is able to provide us various

benefits like speedy retrieval and processing of

data, its easy classification.

It helps in better analysis and more effectivedecisions making .

Provides us with accurate information, quality

reports and overall better work culture.

Eliminates personal biasness, bringstransparency.

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What are the problems faced by HRpeople while using the system?Although the system is efficient, but sometimes

we face the problems like system slowdown or

higher downtimes and if there is someparticular limitation in module than worksuffers, some HR people are not comfortable inusing system efficiently so time is to be given in

training for the system.

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How does implementation of suchsystem in organization, affect itsculture and employees? With the introduction of HRIS system the work

culture in the organization gets changed and weas HR managers are able to serve to otheremployees in efficient manner which is againraising the satisfaction level among ourselves.

But some time some senior employees areresistant to the change also.

The transfer and application system seem tohave provided the management with an excuse

for leaving difficult problems to their successor.15

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What are the uses of HRIS indifferent functions of HR?

HRIS system is helping out in all the

functions and activities related to HR likepayroll processing, training anddevelopment , job evaluation processand appraisals, recruitments etc. by

providing accurate and timelyinformation and helping in betteranalysis of information.

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What are the limitation in theexisting HRIS in your organisation?Although the system is highly supportive, but

there is also a requirement of Query Based

Ticketing System (QBTS) with SLA.

On query resolution queries raised on windowwill go to the concerned HR officer, at the samethe HR officer will get a work list pertaining to

the query, raised by an employee in hisdepartment.

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How much secure is the systemactually from HR point of view?

System is absolutely secure. We have

three level security system in ourapplication. Authorization, Authenticationand Auditing.

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HRIS - Vendors

More than 25, world-wide.Automatic Data Processing Inc.

SAP AG

Restrac Web Hire Oracle/PeopleSoft

Human Resource Microsystems

Business Computer Systems Lawson Software

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Oracle/PeopleSoft HRMS

Example: Payroll System Based on a global HRMS engine with

country-specific localization extensions

Integrated with Human Resources(core), Advanced Benefits, Self-ServiceHR, Incentive Compensation, and OracleFinancials.

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Oracle Payroll: Scope & Utilities

Defines comprehensive eligibility rules that link user-definedcriteria.

Defines standard rules for automatically assigning andchanging employee compensation and benefits.

Minimizes workforce inquiries by providing near real time

remuneration data and history. Utilizes simple, configurable formulae.

Controls each employees unique processing rules andcalculations using FastFormula.

Uses conditional logic for more complex cases.

Streamlines administrative processes.

Reduces set-up costs and processing time & errors.

Manages global compensation with one application.

Organization-wide control of workforce payroll and

compensation data. 22

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Oracle Payroll: Scope & Utilities

Implements Oracle Payroll's core payroll engine, by addinglocal extensions to attain the legislative functionality andcountry reporting requirements.

Configures and manages personalized compensation policiesand programs with one global payroll engine.

Monitors payroll processes end-to-end. Reconciles errors while maintaining current calculations.

Simultaneous processing of multiple groups of employees.

Reduces administrative costs with online paperless pay-slips.

Standard and personalized reports are utilized to view and

analyze your payroll data.

Configurable security for unique access.

Maintains audit logs of changes.

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HRIS - Benefits

Employee Satisfaction Up to 50% Worker Productivity 40-60%

Learning Effectiveness Up to 40%

Service Levels 20-30% Employee Turnover 20-70%

Time to Ramp New Hires 50%

Sources: Giga 2003, Cedar 2002

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HRIS - Benefits

Higher Speed of retrieval and processing of data.

Reduction in duplication of efforts leading to reducedcost.

Ease in classifying and reclassifying data.

Better analysis leading to more effective decision

making. Higher accuracy of information/report generated.

Fast response to answer queries.

Improved quality of reports.

Better work culture.

Establishing of streamlined and systematic procedure.

More transparency in the system.

EmployeeSelf Management.

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HRIS - Disadvantages

It can be expensive in terms of finance andmanpower.

It can be threatening and inconvenient.

Thorough understanding of whatconstitutes quality information for the user.

Computer cannot substitute human beings.

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Conclusion

We are becoming the servants

in thought, as in action, of themachines. Evidently, weactually have created them to

serve us.

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References

Fundamentals of HRMS. P. Robbins Human Resource Management - Biswajeet

Patnayak

Management Information Systems: New

Approaches to Organisation and Technology

Upper Saddle River

Integrated HR SystemsLinda Stroh

PeopleSoft 8.8 Application Fundamentals for HRMS

PeopleBook Web References:

www.sungard.com

http://www.oracle.com/applications/human_resources/intro.html

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http://www.sungard.com/http://www.oracle.com/applications/human_resources/intro.htmlhttp://www.oracle.com/applications/human_resources/intro.htmlhttp://www.sungard.com/

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