GROUP WORK - HRIS.pptx Bishop Stuart University

GROUP WORK - HRIS.pptx Bishop Stuart University

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  HUMAN RESOURCE INFORMATIONSYSTEMS PRESENTED BY GROUP: A NABIRYE JUDITH ID 138-893 NANTZALA ELIZABETH ID 003-461
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  INTRODUCTION  “HRIS isdefined as a technology-based system that is used to acquire, store, manipulate, analyze, retrieve, and dis-tribute relevant information regarding an organization AS defined by —S. I. Tannenbaum  (HRIS ) is a database system developed to assist HR in decision making and reporting. For Example Biometric systems used for Time and attendance of employees  The scope of HRIS is broad, and HRIS provides information about every aspect of an employee details i.e recruitment, all details relating to an employee to retirement  HRIS as a system is a technology based and has three elements i.e Input (By receiving information in form of data), Process (Storing and processing data into meaningful information , Output of information.
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  OBJECTIVES OF HUMANRESOURCE INFORMATION SYSTEMS (HRIS)  HRIS is the application of technology for enhancing the efficiency of human resource management.  To ensure efficient collection, storage and distribution of HR-related information in a paperless work environment.  To facilitate faster processing of information and more effective decision making to make the optimum use of the available human resources.  To maximize the accuracy, reliability and validity of workforce records and eliminate the cost and wastages associated with the manual maintenance of HR records.
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  OBJECTIVES OF (HRIS)CONT…….  • To enhance the ability of the human resource management to leverage and absorb new and emerging opportunities and challenges in the business horizons.  • To ensure efficient collection, storage and distribution of HR-related information in a paperless work environment.  • To create an HR information hub for the whole organization which facilitates effective people-to-people and people-to-information contacts.  • To establish an integrated system for achieving an efficient and purposeful integration of various human resource functions and effective deployment of strategic human resources.  • To facilitate faster processing of information and more effective decision making to make the optimum use of the available human resources.  • To enable the HR managers to devote more time to strategic issues by relieving them from routine operations through the employee self-service system (ESS).The ESS in the HRIS lets the employees have direct access to select information without disturbing the HR manager.
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  LIST THE TYPESAND COMPONENTS OF AN HRIS  The HRIS supports management operates at three levels of an organization. These are:  The electronic data processing (EDP) level,  The management information system (MIS) level  The decision support system (DSS) level
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  ELECTRONIC DATA PROCESSING(EDP) LEVEL  The purpose of an HRIS at the EDP level is collecting, storing, manipulating, analyzing, retrieving and distributing relevant information regarding the human resources of an organization. This is primarily used at the operational levels of the organization. And it can be used for routine HR activities of the organization like attendance, payroll and basic employee information, skill inventory, applicant tracking, employee training data, career profile, employee insurance, income tax details and other routine reports
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  The Management InformationSystem (MIS) Level  The next level of HRIS is called the management information system, in which the HRIS has much wider and advanced applications. And this system provides information to managers, who use it for decision making. The relevant data is converted from storage to knowledge and this ultimately helps the manager in directing and controlling human resources effectively, it is used primarily by the middle-level managers for information retrieval, data analysis and report generation.
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  Decision Support System(DSS) Level  This is the last level of HRIS which is called the decision support system (DSS). The primary users of a DSS are top managers and executives. It is basically an interactive software-based model that helps the users in simulating situations and making decisions. It works on the basis of the what if ”analysis and simulation of the future scenario. It is useful in staffing simulation, succession management simulation, career management simulation, training administration and evaluation simulation, performance management simulation, and compensation management simulation.
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  Components Of anHRIS  There are majorly three components of HRIS as they can be seen below  Data input refers to any information delivered to a computer or software application. Because the provided information is also considered data, supplying information to the computer is also known as data input. This action enables the computer to perform its intended function and provide an output. Input or  It refers to all employee-related data, HR policies, procedures, corporate goals and information about the statutory provisions entered into the HRIS for conversion into the desired form of output. At present, even the scanned images of documents and signatures can be entered as input
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  DATA PROCESSING  Dataprocessing, manipulation of data by a computer. It includes the conversion of raw data to machine-readable form, flow of data through the CPU and memory to output devices, and formatting or transformation of output. Any use of computers to perform defined operations on data can be included under data processing. Or it can be defined as well as  Data processing refers to the storing and processing of data by a computer with the help of the software that issues instructions for processing. This stage involves the methodical performance of operations like handling, merging, sorting and computing of data. The end result of data processing would be data conversion. The success of data transformation depends critically on the validity, reliability and utility of input data.
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  Output  Data outputis the process and method by which data can be studied under different circumstances and manipulated as required by the researcher. Any statistical analysis produces an output data that needs to be studied. This can also be defined as  Output refers to the generation of reports in the form desired by the users. This is the final stage of an HRIS process. The quality of the report indicates the efficiency of the HRIS performance. In order to make the output valuable to the user, the HRIS must process the output and format its presentation in a way that is easily understandable to all the users of the report.
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  Enumerate the stepsin the implementation of an HRIS  The installation of a typical HRIS may involve the following stages:  Determination of the need for HRIS  Constitution of a project team  Development of the project plan  Designing and developing system specification  Identification and training of user groups  Implementation and maintenance.  Evaluation of effectiveness.
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  Discuss the applicationsof an HRIS in human resource management  A human resource information system comes with three major applications – talent acquisition, talent management, and talent optimization – all this with the effective backing of data. Within these broader pillars, the following application bricks bring in multiple benefits and help in building a stronger organization:  Recruitment / Applicant Tracking  Recruitment manages job descriptions and job vacancies, search for candidates and the interview process. It is also referred to as an applicant-tracking system; this is a web-based application that enables the electronic handling of organizational employment needs.
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  Discuss the applicationsof an HRIS in human resource management Cont…….  Training and Development System  Training provides a complete, scalable and open infrastructure that allows organizations to manage, deliver, and track employee training participation in on-line or classroom-based environments. Trainees interact with content and/or trainers at their own pace. Managers set the business flow from order processing to delivery and performance management to training output automatically. Training, provides learning opportunities not only to employees, but to customer and all other stakeholders by providing one-stop administration, automated catalogue distribution and enrollment and collaborative sites with other strategic partners.
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  Explain the benefitsof an HRIS  Higher speed of retrieval and processing of data  Reduction in duplication of efforts leading to reduced coasts  Easy in classifying and reclassifying of data  Better analysis leading to more effective decision making  Higher accuracy of information or reports generated  Fast response to answer queries  Improved quality of reports  Better work culture  Establishing of streamlined and systematic procedures  More transparency in the system
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  List the conditionsessential for an effective HRIS  Developing the HRIS Leadership  Ensuring Clarity of the HRIS Goals  Strengthening the Infrastructure and other Supporting Systems  Sustained Enhancement of the HRIS Capabilities  Ensuring Top-management Support  Securing Absolute Control of the HRIS