1. HRIS-Human Resource Information
System
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2. Data vs Information
 Data - “Just the facts” >>raw facts
 Information - data that has been transformed into a more
useful or meaningful form
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3. How does data become information?
Data Transformation Information
Process

4. What is an Information System?
Input
Processing Output
Feedback Loop

5. What is a “Human Resource
Information System”
 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.
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6. History of HRIS
 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
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7. Typical HRIS Record Keeping
Requirements
 Employee information
 Wage and salary data
 Review dates
 Benefits
 Education and training
 Attendance
 Performance data/appraisal results
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8. Typical HRIS Reporting Reqs.
 Employee profiles/lists
 Summary reports on employee groups
 Historical trends in work-related info
 Person-position comparisons
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9. HRIS Tracks...
Medical Recruit/
Records Employ
EEO/AAP
Workers
Comp
Payroll
Health & People
Safety
Jobs Positions Benefits
HR
Planning
Emp.
T&D Relations
Comp. Pension
Admin
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10. Why are Carefully Developed Info
Systems Important to HR?
 Better safety  Increased Productivity
 Better service  More efficient
 Competitive Advantage administration
 Fewer Errors  More opportunities
 Greater Accuracy  Reduced labor
requirements
 Higher Quality Products
 Reduced costs
 Improved Health Care
 Superior managerial
 Improved Communication
decision making
 Increased Efficiency
 Superior control
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11. Developing an HRIS: System
Development Life Cycle (SDLC)
Planning
Analysis
Design
Implementation
Maintenance
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12. How HRIS helps HR????
 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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13.  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.
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14. HRIS: The Strategic value
 Efficiency – cost & time
 Effectiveness – orientation on the most valuable
asset of the organization – PEOPLE
=> Adding the strategic value to the
organization
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15. HRIS: the way to gain
competitive advantage
 PEOPLE, most valuable asset – competitive
advantage
 • HRIS – manages PEOPLE efficiently and
effectively
HRIS – gaining competitive advantage
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16. Why HRIS sometimes fail?????
 Unclear goals/objectives  Management- unrealistic
 System solves the wrong expectations
problem  Lack of overall plan for
 Improper vendor/product record mgt.
selection  Lack of flexibility and
 Low user involvement adaptability
 Planning overlooks impact on  Misinterpret HR
clerical procedures specifications
 Lack of HR/functional expertise  Poor communication
in designing between HR/IS
 Underestimate conversion effort  Inadequate testing
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17. BENEFITS
• Saving time
• Saving costs
• Work re-allocation
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18. Saving time [efficiency]
 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
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19. Saving costs
 Less time spent on tasks = less money
 Minimum paperwork
 Timely and accurate decision making includes
less cost
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20. Work re-allocation
 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
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21. HRIS – the latest and greatest
 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.
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22. HRIS pitfalls
 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.
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23. HRIS: Key message
 “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.”
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