Hris lec1
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Introduction to HRIS (Human Resource Information Systems)
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Hris lec1
- 1. HRISHRISHRISHRIS Human ResourcesHuman Resources Information SystemInformation System Attique Ahmad
- 2. •If we could first know where we are, and whither we are tending, we could better judge what to do, and how to do it. Abraham Lincoln
- 3. Why HRIS ?Why HRIS ? Today’s Manager
- 4. Why HRIS?Why HRIS? • Running a company is much more complicated than it used to be, in many significant ways. • Demands on the time and effort of company executives are higher than ever before, yet employee needs are higher as well.
- 5. HRISHRISHRISHRIS • What is it? – Development of HR function • From record keeping to information management – Concepts of 1960’s – Growing significance of computers in HR – 1980’s the Revolution – Different Names of HRIS
- 6. Human Resource Information System Employee / Applicant / Terminee Data Job/Position/ Organization and other supporting Data Software Hardware Manual Operations Staff Users Policies & Procedures M a n a g e m e n t C o m p u t e r System Process
- 7. Areas of HRISAreas of HRIS • Personal employee information • Wages and salaries • Review dates • Benefits • Education & training • Attendance • Performance appraisal • Self service
- 8. Advantages of HRISAdvantages of HRIS • Increased data accuracy • Increased processing speed • Useful results – Computer assisted application screening – Career planning – Succession planning – Organization charting • Increase productivity – Increase workforce quality – Eases regulatory compliance – Control expenses
- 9. Do we need a system? Phase-1 Planning Go/ No Go Phase-2 Sys: Design Make/ Buy Phase-3 Procurement/ Development Phase-4 Implementation Reviews Phase-5 System Maintenance & Evaluation The five phases of HRIS development
- 10. Planning an HRISPlanning an HRISPlanning an HRISPlanning an HRIS • Planninng phases – Requirements definition or need analysis – Feasibility – Functional and technical system design – Software selection, adaptation, or development – System implementation
Editor's Notes
- Opportunity to introduce new HRIS to an organization sends some HR Managers into shock, overwhelmed by visions of chaos, conflict, and information breakdown. Others rub their hands together with glee, envisioning new capabilities, new reliability, and increased productivity through more and better HR information. Although new system provides limitless opportunities but required thousand of hours of strategic planning, information gathering, priority setting, and decision making. In order to avoid any failures during the process it is required that managers are involved in the planning process.
- Opportunity to introduce new HRIS to an organization sends some HR Managers into shock, overwhelmed by visions of chaos, conflict, and information breakdown. Others rub their hands together with glee, envisioning new capabilities, new reliability, and increased productivity through more and better HR information. Although new system provides limitless opportunities but required thousand of hours of strategic planning, information gathering, priority setting, and decision making. In order to avoid any failures during the process it is required that managers are involved in the planning process.