What is a HRIS?

• A human resource information system is an integrated system providing information used by HR management in decision making.

• It allows a company to keep track of all of its employees and information about them. It is usually done in a database or, more often, in a series of inter-related databases.

Human Resource Information System (HRIS)

• HRIS refers to the system of gathering, classifying, processing, recording, and disseminating information required for efficient and effective management of HR in the organization.

• A human resource information system (HRIS) is software containing a database that allows the entering, storage and manipulation of data regarding employees of a company. It allows for global visualization and access of important employee information.

• A human resources management information system (HRIS) helps

• automate, • store, • process and • receive information to

perform effective human resource functions.

History of HRIS

• Developed in the 1960’s. • Used by large companies with their payroll

systems. • Very expensive to buy and use. • Required a full time staff to support them. • Provided limited information and were often

difficult to customize.

• Introduction of Personal Computers in the 1980‘ made them affordable.

• Access to electronic information made them popular.

• Mid 1990’s web based systems became popular.

• Provided larger storage and better processing capabilities.

• Understanding of HR depth made Spectrum, PeopleSoft, and Oracle leaders in the HRIS industry.

Information included in a HRIS

• Department• Job title• Grade• Salary• Salary history• Position history• Supervisor• Training completed

• Special qualifications• Ethnicity • Date of birth• Disabilities• Veterans status• Visa status• Benefits selected• ….more

• HRIS systems include the employee name and contact information and all or some of the following:

Developing an HRIS:

• Planning • Design Analysis• Implementation • Maintenance

Importance

• HRIS as a whole mainly improves information sharing and communication between the company and the employees.

• HRIS made it easy for the human resources department to smoothly operate all components.

• With the accurate and objective tracking of compensation and benefits, employees' morale and motivation increases.

• The Human Resource Information System reduces cost and time spent on manual data consolidation. I

• It allows the HR management managers to focus more on making decisions and projects rather than paperwork.

• The system hopes to give the HR management division a more strategic role in the company, as the information taken from HRIS can be the basis for employee training schemes and work efficiency projects.

HRIS Uses

• 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 • Applicant tracking, interviewing and selection

Capabilities of better HRIS

• Management of all employee information

• Reporting and analysis of employee information

• Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.

• Benefits administration including enrollment, status changes, and personal information updating

• Complete integration with payroll and other company financial software and accounting systems.

• Applicant and resume management

Reasons to use an HRIS

• Enables employees to do their own updates and address changes,

• Frees HR staff for more strategic functions. • Data necessary for employee management,

knowledge development, career growth and development, and equal treatment is facilitated.

• Managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees.

Why HRISs Sometimes 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 designingUnderestimate conversion effort unrealistic expectations. Lack of overall plan for record mgt. Lack of flexibility and adaptability. Misinterpret HR specifications. Poor communication between HR/IS.