INTRODUCTIONA Human Resource Information System (HRIS), is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting activities.

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Human Resource Information System (HRIS) is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies.

HRIS should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.

HRIS - IntroductionHuman Resource Information System (HRIS) is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies.It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field.It can be used to maintain details such as employee profiles, absence reports, salary admin. and various kinds of reports.

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Applications and Utilities*

HRIS Appl. & UtilitiesPersonnel administration - It will encompass information about each employee, such as name address, personal details etc.Salary administration - Salary review procedure are important function of HRM, a good HRIS system must be able to perform what if analysis and present the reports Of changes.Leave and absence recording Essentially be able to provide comprehensive method of controlling leave/absences.Skill inventory - It is also used to store record of acquired skills and monitor the skill database both employee and organisational level.*

HRIS Appl. & UtilitiesPerformance appraisal The system should record individual employee performance appraisal data, such as due date of appraisal, scores etc.Human resource planning HRIS should record details of the organisational requirements in terms of positionsRecruitment Record details of recruitment activities such as cost and method of recruitment and time to fill the position etc.Career planning - System must be able to provide with succession plans reports to identify which employee have been earmarked for which position.

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HRIS Track

Why HRIS is needed?Storing information and data for each individual employee.Providing a basis for planning, decision making, controlling and other human resource functions.Building organizational capabilitiesJob design and organizational structureIncreasing size of workforceTechnological advancesComputerized infor. systemChanges in legal environment

Why HRIS is needed?Meeting daily transactional requirement such as marking absent and present and granting leave.Supplying data and submitting returns to government and other statutory agencies.*

HRIS - DevelopmentCONCIEVE & PLANANALYSEDESIGNTESTIMPLEMENTMAINTAIN

HRIS - BenefitsHigher Speed of retrieval and processing of data.Reduction in duplication of efforts leading to reduced cost.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.Employee Self Management.

HRIS Limitations It can be expensive in terms of finance and manpower.It can be threatening and inconvenient.Thorough understanding of what constitutes quality information for the user.Computer cannot substitute human beings.Lack of communicationTime of year and duration No or poorly done needs analysis