Hris-140512142259-phpapp02 (1).docx

STARTED WITH THE NAME OF ALLAH ALMIGHTY WHO IS THE MOST BENEFICIENT AND THE MOST MERCIFUL .

Human Resource Information System Targeted Audience: Teachers & Class Fellows

Presented By: Muhammad Rehan Roll # 1070 Abdul Rehman Roll # 1127 Noor Alam Roll # 1032

Types of Resources Physical Resource

Financial Resource

Human Resource

Human Resource: (HR) > THE KNOWLEDGE

> SKILL

> ABILITY

Information System: (IS)     

A System, whether automated or manual that consist of Peoples or Machines to: Collect Data Process Data Transmit Data Disseminate Data

Human Resource Information System  It is an integrated system designed to provide     

information used in HR decision making. System that helps HR managers to perform HR functions in a Systematic and more effective way By using Technology.

History Of HIRS • 1950’s  Virtually non-existent. • 1960’s  Only a few select. • 1970’s  Greater need. • 1980’s  HRIS a reality in many Organization. • 1990’s  Numerous vendors, specialist.

HRIS – Why it is needed?  Reduce paperwork.  Reduce Manpower .  Perform speedy tasks.  Avoid duplication.  Achieve accuracy  Job Design and organizational structure.  Building organizational capabilities.  Increasing size of workforce.  Technological advancement.  Computerized Information System.  Changes in Legal Environment.

Steps of Setting up an HRIS Planning

Analysis

Design

Implementation

Maintenance

Objectives of HRIS  To make the desired information available in the right form to the right person and the right time.  To minimize the cost by providing desired information.  To use the most efficient method of processing data.  To offer data security & personal privacy.  To supply up to date information at a reasonable cost.

 To keep the information up-to-date.  To provide relevant information.  To provide timely information.

Functions of HRIS Functions can be classified into two categories: 1. Data Collection:  Who should collect data?  What kind of data should be collected?  How the data would be collected? After the collection, data is segregated.

2. Data Management:     

Editing the data Storage of data Retrieval of data Evaluation Dissemination

Users of HRIS  Executive and Directors.

 HR Professionals (such as HR Manager)

 Managers

 Employees

HRIS: System Workflow Recruitment & Selection

Health, Safety & Security

Training & Development

HRIS

Compensation & Benefits

Performance Evaluation

HRIS: Software’s  Abra Suite  HRSOFT  Human Resource Microsystems  ORACLE- HRMS  PEOPLESOFT  SAP HR  ABS (Atlas Business Solutions)

Types of HRIS Operational HRIS Tactical HRIS

Strategic HRIS

Applications of HRIS  Personnel administration  Salary administration  Leave/absence recording  Skill inventory  Medical History  Accident monitoring  Performance appraisal  Training and development  Human resource planning  Recruitment

HRIS: Advantages  Higher speed of retrieval and processing of data.  Ease in classifying and reclassifying data.  Higher accuracy of information/report generated.  Enhance employee communications.  Fast response to answer queries.  Improved quality of reports.  Better work culture.  More transparency in the system.

HRIS: Disadvantages  It can be expensive in terms of finance.

 It can be inconvenient.  Computer can not substitute human being.  Require thorough understanding.  Failure to keep project team intact.  Politics / hidden agendas  System Breakdown

Conclusion “HRIS refers to the system and processes at the intersection between Human Resource Management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field” We are becoming the servants in thought, as in action, of the machines. Evidently, we actually have created them to serve us.

Questions And Answers