Human Resource

Information System
(HRIS)
Shweta, Saurabh, Ritesh &

Agenda
Introducing HR & IS
Concept of HRIS
Need of HRIS
Case Study of Visited Company
Utility and Applications
Implementation of HRIS
Benefits
Limitations
Conclusion

HRM An Introduction

Human Resources is an organizational

function that deals with issues such as
recruitment and selection, training, appraisal,
compensation and performance management
of the employee.
Human beings are also considered to be
resources because it is the ability of humans
that helps to change the gifts of nature into
valuable resources. While taking into account
human beings as resources, the following
things have to be kept in mind:
The size of the population
The quality
"The people that staff and operate an
organization"; as contrasted with the financial
and material resources of an organization.
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HRM AST&D View

Employee
assistance

Employee
assistance
T&D

HR
OD
HRareas
areasoutput:
output:
Compensation/
Quality
Qualityofofwork
worklife
life
Benefits
Productivity
readiness
Productivity readiness Organization/
for
change
for
change
Job design
Personnel
Research &
HRP
IS
Selection
And staffing

Information System

A system, whether automated or

manual, that comprises people,
machines, and/or methods
organized to collect, process,
transmit, and disseminate data
that represent user information.

HRIS - Introduction

Human Resource Information System

(HRIS) is a systematic way of storing data
and information for each individual
employee to aid planning, decision
making, and submitting of returns and
reports to the external agencies.
It merges HRM as a discipline and in
particular its basic HR activities and
processes with the information
technology field.
It can be used to maintain details such as
employee profiles, absence reports,
salary admin. and various kinds of
reports.
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HRIS Why it is needed?

Storing information and data for each

individual employee.
Providing a basis for planning,
decision making, controlling and other
human resource functions.
Meeting daily transactional
requirement such as marking absent
and present and granting leave.
Supplying data and submitting returns
to government and other statutory
agencies.
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HRIS Why it is needed?

Building organizational
capabilities
Job design and organizational
structure
Increasing size of workforce
Technological advances
Computerized information
system
Changes in legal environment

HRIS Track
Personal
Records

Recruitmen
t&
Selection

Medical
Records

Health &
Safety

HR
Planning

Employme
nt Equity

Pension
Administratio
n

People

Job

Trng. & Dev.

Salary
Administrati
on

Positions

Compensatio
n

Employee
Relations

Benefits

HRIS Appl. & Utilities

Personnel administration - It will encompass

information about each employee, such as
name address, personal details etc.
Salary administration - Salary review
procedure are important function of HRM, a
good HRIS system must be able to perform
what if analysis and present the reports Of
changes.
Leave and absence recording Essentially be
able to provide comprehensive method of
controlling leave/absences.
Skill inventory - It is also used to store record of
acquired skills and monitor the skill database
both employee and organisational level.
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HRIS Appl. & Utilities

Performance appraisal The system should record

individual employee performance, appraisal data, such
as due date of appraisal, scores etc.
Human resource planning HRIS should record details
of the organisational requirements in terms of positions
Recruitment Record details of recruitment activities
such as cost and method of recruitment and time to fill
the position etc.
Career planning - System must be able to provide with
succession plans reports to identify which employee
have been earmarked for which position.
Collective bargaining A computer terminal can be
positioned in the conference room linked to database.
This will expedite negotiations by readily providing up to
date data based on facts and figures and not feelings
and fictions.
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Company Report:
SunGard
SunGard is a global leader in

Software and processing solutions for financial services

Higher education and the public sector.
Business continuity services.

Established 1978.
Annual revenue exceeding $4 billion (2006-07).
More than 25,000 customers in more than 50
countries, including the world's 50 largest financial
services companies.
Employs strength 16,000 in more than 400 offices in
30 countries.
Headquarter - Wayne, Pennsylvania.
India offices Bangalore, Pune.
Pune Office Meridian Plaza, Senapati Bapat Road.
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HRIS Q&A with SunGard

Which system do you use in your

organisation for HRM?

Oracle/PeopleSoft Employee Suit

HRMS Package.

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HRIS Q&A with SunGard

What benefits do you get from

the information system?

HRIS system is able to provide us various

benefits like speedy retrieval and
processing of data, its easy classification.
It helps in better analysis and more
effective decisions making .
Provides us with accurate information,
quality reports and overall better work
culture.
Eliminates personal biasness, brings
transparency.
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HRIS Q&A with SunGard

What are the problems faced by

HR people while using the
system?

Although the system is efficient, but

sometimes we face the problems like
system slowdown or higher downtimes
and if there is some particular limitation
in module than work suffers, some HR
people are not comfortable in using
system efficiently so time is to be given in
training for the system.
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HRIS Q&A with SunGard

How does implementation of such

system in organization, affect its
culture and employees?

With the introduction of HRIS system the work

culture in the organization gets changed and
we as HR managers are able to serve to other
employees in efficient manner which is again
raising the satisfaction level among ourselves.
But some time some senior employees are
resistant to the change also.
The transfer and application system seem to
have provided the management with an
excuse for leaving difficult problems to their
successor.
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HRIS Q&A with SunGard

What are the uses of HRIS in

different functions of HR?

HRIS system is helping out in all the

functions and activities related to
HR like payroll processing, training
and development , job evaluation
process and appraisals,
recruitments etc. by providing
accurate and timely information
and helping in better analysis of
information.
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HRIS Q&A with SunGard

What are the limitation in the

existing HRIS in your
organisation?

Although the system is highly supportive,

but there is also a requirement of Query
Based Ticketing System (QBTS) with SLA.
On query resolution queries raised on
window will go to the concerned HR
officer, at the same the HR officer will get
a work list pertaining to the query, raised
by an employee in his department.
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HRIS Q&A with SunGard

How much secure is the system

actually from HR point of view?

System is absolutely secure. We

have three level security system in
our application. Authorization,
Authentication and Auditing.

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HRIS - Vendors

More than 25, world-wide.

Automatic Data Processing Inc.
SAP AG
Restrac Web Hire
Oracle/PeopleSoft
Human Resource Microsystems
Business Computer Systems
Lawson Software

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HRIS - Development
CONCIEVE & PLAN
ANALYSE
DESIGN
TEST
IMPLIMENT
MAINTAIN
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HRIS - Implementation
Complete Business Solutions
(CBS)
Build Your Own Integrated
System Approach (BYOSIS)
Multiple Systems and Data Hub
Approach (MS&DH)

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HRIS Example

Oracle/PeopleSoft HRMS (ver. 12)

Automates the entire recruit-toretire process.
A single integrated application
includes the following HR activities:

Recruitment
Performance management
Learning
Compensation and benefits
Payroll
Workforce scheduling
Time management and real time analytics.

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Oracle/PeopleSoft HRMS

Example: Payroll System

Based on a global HRMS engine
with country-specific localization
extensions
Integrated with Human Resources
(core), Advanced Benefits, SelfService HR, Incentive
Compensation, and Oracle
Financials.

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Oracle Payroll: Scope &

Utilities

Defines comprehensive eligibility rules that link userdefined criteria.

Defines standard rules for automatically assigning
and changing employee compensation and benefits.
Minimizes workforce inquiries by providing near real
time remuneration data and history.
Utilizes simple, configurable formulae.
Controls each employees unique processing rules
and calculations using FastFormula.
Uses conditional logic for more complex cases.
Streamlines administrative processes.
Reduces set-up costs and processing time & errors.
Manages global compensation with one application.
Organization-wide control of workforce payroll and
compensation data.
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Oracle Payroll: Scope &

Utilities

Implements Oracle Payroll's core payroll engine, by

adding local extensions to attain the legislative
functionality and country reporting requirements.
Configures and manages personalized compensation
policies and programs with one global payroll engine.
Monitors payroll processes end-to-end.
Reconciles errors while maintaining current calculations.
Simultaneous processing of multiple groups of
employees.
Reduces administrative costs with online paperless payslips.
Standard and personalized reports are utilized to view
and analyze your payroll data.
Configurable security for unique access.
Maintains audit logs of changes.
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HRIS - Benefits

Employee SatisfactionUp to 50%

Worker Productivity40-60%
Learning EffectivenessUp to 40%
Service Levels20-30%
Employee Turnover20-70%
Time to Ramp New Hires50%

Sources: Giga 2003, Cedar 2002

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HRIS - Benefits

Higher Speed 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.
Fast response to answer queries.
Improved quality of reports.
Better work culture.
Establishing of streamlined and systematic
procedure.
More transparency in the system.
Employee Self Management.
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HRIS - Disadvantages

It can be expensive in terms of

finance and manpower.
It can be threatening and
inconvenient.
Thorough understanding of what
constitutes quality information for the
user.
Computer cannot substitute human
beings.
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Conclusion
We are becoming the
servants in thought, as
in action, of the
machines. Evidently,
we actually have
created them to serve
us.
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References

Fundamentals of HRM S. P. Robbins

Human Resource Management - Biswajeet
Patnayak
Management Information Systems: New
Approaches to Organisation and Technology
Upper Saddle River
Integrated HR Systems Linda Stroh
PeopleSoft 8.8 Application Fundamentals for
HRMS PeopleBook
Web References:

www.sungard.com
http://www.oracle.com/applications/human_resources/intro.html
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