Se ha denunciado esta presentación.
Utilizamos tu perfil de LinkedIn y tus datos de actividad para personalizar los anuncios y mostrarte publicidad más relevante. Puedes cambiar tus preferencias de publicidad en cualquier momento.

Human resource information system

4.566 visualizaciones

Publicado el

Publicado en: Empresariales, Tecnología

Human resource information system

  1. 1. “HRP is the process of forecasting a firm’sfuture demand for, and supply of, the righttype of people in the right number.”By K Aswathappa
  2. 2. The composite of databases , computerapplications, and hardware and software thatare used to collect/record, store manage,deliver, present and manipulate data forhuman resource.By- Broderick and Boudreau
  3. 3. HRIS is the system to acquire , store, manipulate , analyze , interpret anddisseminate relevant information on humanresource.BY-DIPAK KUMAR BHATTCHARYYA
  4. 4.  EFFECTIVE PLANNING AND POLICYFORMULATION MONITORING AND EVALUATION PROVIDING INPUTSTO STRATEGICDECISION
  5. 5. Other routine objectives of HRIS are toautomate employee related information ,costminimization, faster response to employeerelated services, faster relateddecision(like, promotion, transfer, payrolladministration, compensation planning,manpower planning ,etc.)
  6. 6.  ELECTRONIC DATA PROCESSING ( EDP ) MANAGEMENT INFORMATION SYSTEM( MIS) DECISION SUPPORT SYSTEM ( DSS )
  7. 7. At the primary level , an organization may beinterested in automating processing ofroutine information. it is an exercise ofautomating routine paperwork at theoperational level.
  8. 8. In this phase focus is shifted from EDP levelto MIS level with more enquiry and reportgeneration flexibility.This is intended formiddle level manager to control theoperation, matching budget or projection.
  9. 9. DECISION SUPPORT SYSTEM (DSS)facilitates decisions at the higher level in theorganization.At this stage HRIS is moreinteractive and capable of developingdecision models on many strategic issues.
  10. 10. It is important to mention that all these types ofHRIS are equally important for an organization.Without EDP, i.e. , the basic data storage ofemployees information and payrolls, MIS can not bedeveloped. Because at MIS stage , middle levelmanagers , duly retrieving information, try toenforce control at the operational level.Similarly, without EDP and MIS, DSS can notdevelop decision models, examining decisionalternatives, as at the corporate level, inputs fromEDP and MIS reinforce DSS with enhancedinteractivity.
  11. 11.  Proact Css horizon TM Elaborur.com Oracle Peoplesoft SAP@ VIP manager
  12. 12.  Applicant/vacancy details Short listing Job/person specification Skills matching Standard reports Cost analysis Internal job posting Interview scheduling Internet job posting
  13. 13.  Course specification Course scheduling Evaluation Cost analysis In-house faculty database External faculty database
  14. 14.  Automatic exception reporting Accurate attendance roll Integration with payroll Reports on unplanned absence and latearrivals Working hours regulation Overtime hours calculation
  15. 15. HRIS is now an important input to thecorporate decision making process. It notonly helps in HRP function, but also providesdecision support for formulatingoperational, business and corporatestrategies.

×