HUMAN RESOURCE INFORMATION

SYSTEM

Presented By:
Kamal sharma
2009MB26

1
Contents
 Definition of HRIS
 Objectives
 HR Function
 Why HRIS
 HRIS Model
 Applications of HRIS
 Accounting Information Subsystem
 The HRIS Database
 Importance
 Benefits of HRIS
 Definition of HRIS
 It is a systematic way of storing data &
information for each individual employee to
aid planning, decision making & submitting of
returns and reports to the external agencies.
 A method by which an organisation collects,
analyses & reports the information about
people and job.

3
Objectives of HRIS
 To offer sufficient, comprehensive &
ongoing information about people & jobs.
 To supply up to date information at a
reasonable cost
 To offer data security & personal privacy
 Objectives of HRIS Implementation

1. DATA MIGRATION: input data HR into the system:

 Employee personal data (education, experience, emergency contacts)
 Dependants data (spouse, children)
 Compensation Data
 Insurance Data

2. PROCESS: Implement policies and procedures of HR automatically:

• Payroll calculation (HR standards and Finance Requirement – cost center)
• Time-sheet records and calculation
• Journal to Finance System (FAS)
• Tax reporting

5
 HR Function
 Originally called personnel.

 HR director is often used to describe the person

in charge of maintaining HR information.

 All functions related to managing personnel in an

organization.

6
 Why HRIS

 All
HR Data is stored in one place, and
accessible from all computers ( for
employees with the right
authorization). All employee data can
be searched using employee number.
Data Integrity is secured.

7
 Personal
Information

Time
Training
Sheet/Activity
Records
Records

Why HRIS

Salary, Company
Allowances policy

HR accounts

8
Why HRIS?

Example: Payroll
To avoid manual payroll
calculation every month,
which carries the human
error risk and tend to force
HR officers to simplify
formulas, even when
inaccurate. Taxes paid can
be higher than what is
should be. With the system,
the worker does not have to
deal with the complexity of
the payroll calculation every
period.

9
HRIS model
HUMAN RESOURCES INFORMATION SYSTEM

SYSTEM DESCRIPTION

TRAINING & DEVELOPMENT TRACK TRAINING, SKILLS, APPRAISALS

CAREER PATHING DESIGN EMPLOYEE CAREER PATHS

COMPENSATION ANALYSIS MONITOR WAGES, SALARIES, BENEFITS

HUMAN RESOURCES PLANNING PLAN LONG-TERM LABOR FORCE NEEDS

Applications of HRIS
 Personnel administration
 Salary administration
 Leave/absence recording
 Medical History
 Accident monitoring
 Training and development
 Human resource planning
 Recruitment
Accounting Information Subsystem
 Two main types of data
 1. Personnel -- name, birth date, sex, marital
status, education, skills, etc.
 2. Accounting -- hourly rate or monthly
salary, taxes, insurance deductions, etc.

13
The HRIS Database

Type of data:

1. Employee
82.5% of the firms maintain only employee
data
2. Nonemployee
8% of the firms
mainly organizations external to the firm

14
 Users of the HRIS Database

Non HR HR Director
Executives Other HR
Managers
Managers

1
0 21 3 43 5
4
Not at all Occasionally Monthly Weekly Daily

15
Importance of HRIS
 Large amount of data and information to
be processed.
 Project based work environment.
 Employee empowerment.
 Increase of knowledge workers &
associated information.
 Learning organization
Benefits of HRIS
 HRIS helps managers manage the personnel
resource
 Utilization of HRIS will support HR performance,
mainly to reduce calculation works, time, and
avoid mistakes.
 Better analysis leading to more effective decision
making
 Longer Storage Of Information.
 Monitoring Data.
 Better work culture
 More transparency in the system
17
 http://www.hrtotal.com/hris.asp
 http://management.about.com/cs/peoplem
anagement/g/HRIS.htm
 http://download-
book.net/phd-topics-in-MBA-systems-ppt.h
tml
Thank You

19