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HRIS-Human Resource Information

System

Data vs Information

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Data - “Just the facts” >>raw facts

Information - data that has been transformed into a more

useful or meaningful form

Transformation

Process

How does data become information?

InformationData

Processing

What is an Information System?

OutputInput

Feedback Loop

What is a “Human Resource

Information System”

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The application of computers to employee-related record keeping

and reporting, and management decision making

any organized approach for obtaining relevant and timely

information as a base for human resource decisions

HRIS is a set of inter related components working together to

collect, process and store information to support HR decision

making, coordination and

control in an organization.

History of HRIS

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1950‟s - virtually non-existent

1960‟s - only a select few

1970‟s - greater need

1980‟s - HRIS a reality in many orgs

1990‟s - Numerous vendors, specialties

Typical HRIS Record Keeping

Requirements

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Employee information

Wage and salary data

Review dates

Benefits

Education and training

Attendance

Performance data/appraisal results

Typical HRIS Reporting Reqs.

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Employee profiles/lists

Summary reports on employee groups

Historical trends in work-related info

Person-position comparisons

HRIS Tracks...

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People

PositionsJobs

Workers

Comp

HR

Planning

Medical

Records

Recruit/

EmployEEO/AAP

Benefits

Payroll

Pension

Admin

Emp.

RelationsT&D

Comp.

Health &

Safety

Why are Carefully Developed Info

Systems Important to HR?

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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

Developing an HRIS: System

Development Life Cycle (SDLC)

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Planning

Design

Analysis

Implementation

Maintenance

How HRIS helps HR????

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HRIS can assist human resources in

numerous ways, but particularly in their day-

to-day duties by streamlining workflow

processes through control processes, system

interfaces and database validation.

HRIS has can help a company primarily

through the organisation of its people data,

with far more accurate demographics around

the business and cost allocations or cost centres.

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HRIS will add value is by pushing the management of

employees back onto managers within the business

and away from HR thus allowing people to self

manage more importantly.

Two other areas HRIS can assist HR in include

gaining greater control of payroll processing at a

fraction of the cost of outsourcing, and ensuring

government and payroll tax compliance with

automatic updates that keep you up-to-date on the

latest regulations.

HRIS: The Strategic value

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Efficiency – cost & time

Effectiveness – orientation on the most valuable

asset of the organization – PEOPLE

=> Adding the strategic value to the

organization

HRIS: the way to gain

competitive advantage

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PEOPLE, most valuable asset – competitive

advantage

• HRIS – manages PEOPLE efficiently and

effectively

HRIS – gaining competitive advantage

Why HRIS sometimes fail?????

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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

B E N E F I T S

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• Saving time

• Saving costs

• Work re-allocation

Saving time [efficiency]

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Easy data maintenance

Administrative processes automated

Employee „self-service‟

Adequate information base that leads to timely and just

decision making

Responding faster to employee inquiries to enhance

efficiency and productivity

Saving costs

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Less time spent on tasks = less money

Minimum paperwork

Timely and accurate decision making includes

less cost

Work re-allocation

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Helping the employees perform better through effective

career planning and performance management

Integrating the human resource function with other business

functions in the enterprise, to serve personnel better

HRIS – the latest and greatest

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core HRIS functions is intranet HR self-service

online appraisals, career management, training

registrations and publishing people related company

information.

HRIS can also integrate with desktop applications

including e-mail, word document merges and

schedules via triggered actions within the HRIS

latest and greatest HRIS include time-clock systems,

OLAP(online analytical processing databases), real

time systems, web GUI’s and scanned data.

HRIS pitfalls

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HRIS is lack of buy-in from important parties

Another common issue is that HR and payroll

go forward and purchase software that’s not

compatible with the mainstream organisation

or is not compatible with a broader IT strategy

Reduction in HR’s involvement in the

everyday processing of paper flow.

HRIS: Key message

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“By automating Human Resource practices,HRIS

saves time and money, effectively reallocates

work processes and thus provides competitive

advantage and adds strategic value to the

organization.”