human resource information system

1. INNOVATIONS IN HUMAN RESOURCE
MANAGEMENT
MR.MOUSIN SHARIEF WH
(M)9035562472
EMAIL ID:-mosinsharief@gmail.com

2. INTRODUCTION
 Social and organizational changes in the economic environment are
numerous and extensive. According to that, it is important for human
resource management (HRM) to be comprehensive, high in quality,
fast, flexible and in line with upcoming trends, because it is one of
the parameters of successful business.
 This change requires organizational leaders to be cognizant of the
different types of technology which could improve the organizational
effectiveness. Human Resource Information Systems (HRIS) have
drastically evolved since they were first introduced more than 50
years ago—they have gone far beyond their original purposes of
converting paper records into computerized databases.

3. OBJECTIVES OF THE STUDY:
 To understand the concept of human resource
information system.
 To identify the uses and role of HRIS in the
organisation
 To compare the effectiveness of HRIS and manual
system.
 To suggest the ways to enhance role of HRIS
 To know about the structure of the HRIS

4. METHODOLOGY OF STUDY
Based on Secondary Data :
Journals
Research paper
Books
 websites

5. Meaning
 Human Resource Information Systems (HRIS) is a process that
utilizes the information technology for the effective
management of human resource functions and applications. It is
a computerized system typically comprising a data base or inter
related data base that track employees and their employment
specific information.. It can be briefly defined as integrated
systems used to gather, store and analyze information regarding
an organizations human resources.
 According to Hedrickson, 2003, “HRIS can be briefly defined as
integrated systems used to gather, store and analyze information
regarding an organization’s human resources.”

6. WHY ORGANISATION NEEDS HRIS?
 HRIS provide human resource professionals with
opportunities to enhance their contribution to the
strategic direction of the firm, First by automating and
devolving many routine human resource task to the
line management, HRIS provides human resource
professionals with the time needed to direct their
attention towards more business critical and strategic
level tasks, such as leadership development and talent
management.

7. COMPONENTS OF HRIS

8. FACTORS INFLUENCING HRIS:-
ORGANISATIONAL FACTORS
TECHNOLOGICAL FACTORS
ENVIRONMENTAL FACTORS

9. THE ROLE OF HRIS-

10.  RECRUIT AND ON-BOARDING
 EMPLOYEE SELF SERVICE PORTAL
 DEVELOPMENT
 PERFORMANCE APPRAISAL
 EMPLOYEE RIGHTS
 MANAGEMENT TOOLS
 DISCUSSION
 EXIT INTERVIEW

11. BENEFITS OF HRIS
Increase competitiveness by improving human
resource operations
 Ability to implement a number of different operators
to human resource
Shift the focus from the operational(transaction)
human resource information to strategic human
resource information
 Include employees as an active part of the HRIS
 Reengineering the entire human resource department

12. THE STRUCTURE OF HRIS SYSTEMS

13.  Collecting and monitoring
 Record keeping
 Payroll module
 Benefits administration
 Training module
 Performance management
 Employee self-service

14. SUGGESTIONS
 Get Support from Senior Management
 Get Stakeholder Support
 Assess Risk
 Settle on an Estimated Time and Budget
 Be Specific about Requirements
 Change is Positive

15. LIMITATIONS :
An HRIS also can be a problematic for small businesses in
which some employees must wear many hats. Some of the
disadvantages of an HRIS involve human error during
information input , costly technology to update in system and
malfunctions or insufficient applications to support companies
human resources needs. There is a demand for computer and
technology specialists with general information technology
knowledge, and finding a qualified specialist with human
resources functional area knowledge can be difficult. With such
a demand, companies cost to hire an HRIS specialist may be
far above the average salary for a computer technology
specialist.

16. CONCLUSION
HR management had undergone radical changes over the last
fifty years, while technological development has enabled the
transformation of many business activities. Small and medium
enterprises managed to overcome the HR management tasks
without specialized software, more or less successfully. Large
enterprises, with numerous employees and complex structure,
on the other hand are no longer able to do that. The importance
of HRIS system is multifaceted, ranging from operational
assistance in collecting, storing and preparing data for reports,
simplifying and accelerating the processes and controlling the
available data, reducing labour costs for HR departments, and
providing timely and diverse information to the management of
the company, based on which it is possible to make quality
strategic decisions related to human capital.