HUMAN RESOURCE INFORMATION SYSTEM ( HRIS)

·         HUMAN RESOURCE INFORMATION SYSTEM

·         HUMAN RESOURCE MANAGEMENT

·         HUMAN RESOURCE INFORMATION SYSTEM(HRIS)

1.       SYSTEM DESIGNED TO SUPPLY INFORMATION REQUIRED FOR THE EFFECTIVE MGMT OF THE ORGANIZATION.

2.       COMPUTERIZED HUMAN RESOURCE INFORMATION SYSTEM:-A COMPUTERIZED HRIS IS DESIGNED TO MONITOR,CONTROL AND INFLUENCE THE MOVEMENT OF PEOPLE FROM  THE TIME THEY JOIN THE ORGANIZATION TILL THE TIME THEY SEPARATE FROM THE ORGANIZATION.

3.       A HUMAN RESOURCE INFORMATION SYSTEM(HRIS) IS A SYSTEMATIC PROCEDURE FOR GATHERING ,STORING,MAINTAINING,RETRIEVING AND REVISING HUMAN RESOURCE DATA.

4.       HRIS IS A SOFTWARE SOLUTION TO PERFORM HR FUNCTION OF THE ORGANIZATION

  DEFINITION

 TANNENBAUM,” HRIS AS A TECHNOLOGY BASED SYSTEM USED TO ACQUIRE, STORE, MANIPULATE, ANALYSE, RETRIEVE, DISTRIBUTE PERTINENT INFORMATION REGARDING AN ORGANIZATION’S HUMAN RESOURCES.

  OBJECTIVE OF HRIS:-

1.       RIGHT INFORMATION AT THE RIGHT TIME IN THE RIGHT FORMAT

2.       REASONABLE COST

3.       USE MOST EFFICIENT PROCESSING DATA

4.       SAFETY OF THE SYSTEM

5.       UP TO DATE INFORMATION

  NEED FOR HRIS

1.       AN EFFECTIVE INFORMATION SYSTEM IS REQUIRED FOR HANDLING PERSONNEL PROBLEM

2.       IN CASE OF ORGANIZATION WHICH ARE GEOGRAPHICAL DISPERSED EVERY OFFICE REQUIRES TIMELY AND ACCURATE INFORMATION FOR MANPOWER MANAGEMENT

3.       AS SALARY PACKAGES ARE BECOMING COMPLEX,SO A SYSTEM IS REQUIRED TO SOLVE THESE PROBLEMS

4.       FOR COMPLIANCE WITH LABOUR LAWS

5.       INTEGRATION FOR FATS RETRIEVAL,CROSS REFERENCE AND FORECASTING

  COMPONENT OF AN HRIS

1.       INPUT FUNCTION:- ENTERS PERSONNEL INFORMATION INTO HRIS. SCANNING TECHNOLOGY PERMITS SCANNING AND STORAGE OF ACTUAL IMAGE OFF AN ORIGINAL DOCUMENT INCLUDING SIGNATURE AND HANDWRITTEN NOTES

2.       DATA MAINTAINANCE:_UPDATING AND ADDING NEW DATA

3.       FOR OUTPUT GENERATION,IT HAS TO PROCESS THE OUTPUT,MAKE THE NECESSARY CALCULATION AND FORMAT THE PRESENTATION. HARDWARE AND SOFTWARE PACKAGE USED TO IMPLEMENT HRIS.

  SCOPE OF HRIS

1.       RECRUITMENT SUBSYSTEM INFORMATION:-AD MODULE,APPLICANT'S PROFILE,APPOINTMENT AND PLACEMENT DATA

2.       MANPOWER PLANNING SUB SYSTEM INFORMATION

3.       PERSONNEL ADMINISTRATION SUB SYSTEM INFORMATION

4.       TRAINING SUB SYSTEM INFORMATION

5.       MAINTENANCE SUB SYSTEM INFORMATION

6.       PAYROLL SUB SYSTEM INFORMATION

7.       PERSONNEL RESEARCH SUB SYSTEM INFORMATION

8.       JOB ANALYSIS AND DESIGN SUB SYSTEM INFORMATION

  PROCESSES OF HUMAN RESOURCE INFORMATION SYSTEM

  DATA COLLECTION:-: VARY FROM ORGANIZATION TO ORGANIZATION ON THE BASIS OF ITS OBJECTIVES. AFTER COLLECTION OF DAT SHOULD BE PROPERLY CLASSIFIED AND TABULATED.THE INFORMATION REQUIRED FOR VARIOUS FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:_

1. PROCUREMENT FUNCTION:-
1. INVENTORY OF PRESENT AND FUTURE NEEDS OF MANPOWER
2. SOURCES OF RECRUITMENT
3. VALID MEASURES OF TESTING AND SELECTION
4. COSTS OF RECRUITMENT AND REPLACEMENT

2. DEVELOPMENT FUNCTION:-
1. MEASURE OF EMPLOYEE PERFORMANCE
2. COST BENEFIT OF TRAINING AND DEVELOPMENT
3. CAREER AND SUCCESSION PLANS
3. REMUNERATION FUNCTION:-
1. RELATIONSHIP BETWEEN PRODUCTIVITY AND WAGES
2. CALCULATION OF BASIC SALARY,FRINGE BENEFITS AND TDS
3. COST OF EMPLOYEE TURNOVER
4. IMPACT OF INFLATION AND TECHNOLOGY ON WAGE LEVEL AND PRODUCTIVITY

  MAINTENANCE FUNCTION:-

1.       ORGANIZATIONAL HEALTH INDICATORS SUCH AS ABSENTEEISM,TURNOVER ,ACCIDENTS

2.       COSTS OF EMPLOYEE SEPARATION

3.       ENVIRONMENTAL STANDARDS

  INTEGRATION FUNCTION:-

1.       ADAPTION TO ENVIRONMENTAL CHANGES

2.       CAUSES OF CHANGE IN PRODUCTIVITY LEVEL

3.       IMPACT OF TECHNOLOGY AND MARKET CHANGE

  DATA MANAGEMENT

§PROCESSION FUNCTION:-

1.       CLASSIFICATION OF DATA

2.       ANALYSIS OF DAT

3.       SUMMARIZING THE DATA

4.       EDITING THE DATA

·         STORAGE DATA:-INDEXING,CODING,FILING

·         RETRIEVAL OF DATA WHEN REQUIRED

·         EVALUATION

·         PROVIDING THE REQUIRED DATA AT THE RIGHT TIME AND IN THE RIGHT FORM

  INTEGRATED HRIS

1.       AUTOMATED ANALYSIS METHODS

2.       DECISION SUPPORT

3.       MULTIPLE APPLICATION

4.       EASY ACCESS AND USER FRIENDLINESS

  DESIGNING OF HRIS

1.       PLANNING OF SYSTEM

2.       ORGANIZING FLOW

3.       IMPLEMENTATION

4.       FEEDBACK

  APPLICATION

1. JOB DESCRIPTION
2. HR PLANNING
3. STAFFING:-
1. APPLICANT TRACKING
2. JOB POSTING
3. JOB REQUIREMENT
4. JOB PERSON MATCHING
4. SUCCESSION PLANNING
5. TRAINING AND DEVELOPMENT
6. PERFORMANCE APPRAISAL
7. JOB EVALUATION
8. COMPENSATION