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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