HRIS for MBA first year students Subject HRM

HRIS for MBA first year students Subject HRM

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  HUMAN RESOURCE INFORMATION SYSTEM
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  CONTENTS • Definition ofHRIS • Objectives • Attributes • HRIS containing Information about • HRIS Model • HRIS supports • Subsystems of HRIS • Implementing HRIS • Applications of HRIS • Management Information System • Importance and Benefits of HRIS • Limitations of HRIS • Barriers to the success of HRIS
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  DEFINITION OF HRIS •Itis 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 organization collects, analyses & reports the information about people and job.
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  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.
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  ATTRIbUTES OF HRIS •Apart of the organization's larger management information system •An integration of HRM and Information Systems •Helps HR managers to perform the functions in an effective and systematic way •The system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding human resources •To make decisions H.R. and line managers require accurate human resource information
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  HRIS CONTAINS INFORMATIONAbOUT: ========================= •Jobs •Positions •People
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  HRIS model
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  HRIS SuppoRtS In: •Thestrategic, tactical & operational use of the human resource of an organization •Collect, store and process employee information •Provide reliable information for decision- making •Allow organisation to assess effectiveness of HR policies, programmes and decisions
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  HumAn ReSouRCeS InFoRmAtIon SYStem SYSTEMDESCRIPTION TRAINING & DEVELOPMENT TRACK TRAINING, SKILLS, APPRAISALS CAREER PATHING DESIGN EMPLOYEE CAREER PATHS COMPENSATION ANALYSIS MONITOR WAGES, SALARIES, BENEFITS HUMAN RESOURCES PLANNING PLANLONG-TERM LABOR FORCE NEEDS
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  SubSYStemS oF HRIS Recruitment information Payroll Information Appraisal Information
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  StepS oF SettIngup An HRIS 11 Planning Design Analysis Implementation Maintenance
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  StepS In plAnnIng StepSIn plAnnIng • Inception of idea • Feasibility study • Selecting a project team StepS In AnAlYSIS StepS In AnAlYSIS •Defining the Requirement •Vendor Analysis •Contract negotiations
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  StepS in DeSigning StepSin DeSigning • Examines the flow of Information • Identification of gaps and outlines •Training •Implementing •Tailoring the system •Collecting data •Testing the system •Starting up •Running in parallel StepS in implementing StepS in implementing
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  StepS in maintenance •Maintaining of HRIS • Auditing
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  applicationS of HRiS Personneladministration Salary administration Leave/absence recording Skill inventory Medical History Accident monitoring Performance appraisal Training and development Human resource planning Recruitment
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  impoRtance of HRiS Largeamount of data and information to be processed. Project based work environment. Employee empowerment. Increase of knowledge workers & associated information. Learning organization
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  BenefitS of HRiS •Higherspeed of retrieval and processing of data •Reduction in duplication of efforts leading to reduced cost •Ease in classifying and reclassifying data •Better analysis leading to more effective decision making •Higher accuracy of information/report generated
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  contD…. •Fast response toanswer queries •Improved quality of reports •Better work culture •Establishing of streamlined and systematic procedures •More transparency in the system
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  Limitations of HRis •Itmay be expensive in terms of finance and manpower •It may be inconvenient for computer illiterates or people with mere knowledge of computer •Computers can not substitute human
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  BaRRieRs to tHesuccess of HRis Lack of management commitment Satisfaction with the status quo No or poorly done needs analysis Failure to include key people Failure to keep project team intact Politics / hidden agendas Failure to involve / consult significant groups Lack of communication Bad timing (time of year and duration
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  RefeRences Books Rao, V.S.P., (2006),Human Resource Management, 2nd edition, Excel Books, N. Delhi inteRnet http://www.hrtotal.com/hris.asp http://management.about.com/cs/peoplemanagement/g/HRIS.htm
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  tHank You