Introduction

to
Human
Resource
Information
System

Purpose

Wh
y
Wha
t
How
2

What is HRIS?
integrated systems
to gather
Store
analyze information
regarding an
organizations human

Core Functions
HRIS
:
Acquire
Store
Manipulate
Analyze
Retrieve
Distribute
Information about an
organizations human resources

2 parts of
HRIS:
Technolog
y

Hardware
Software
application
s

People
People
Policies
Procedure
s
Data

History of HRIS
Early (pre-WW II)
Personnel
Old term for human
resources
Record keeping
Name, address, phone,

Between 1945 and 1960

Human capital issues
Formal selection and
development
No real changes from
earlier days

Early (1960s to 1980s)

Personnel became HR
Government and
regulatory agencies
increased reporting
requirements
Still, HRIS was used
mostly for keeping
administrative records

 Contemporary HRIS
Large and small businesses
are utilizing HRIS
Usage of Personal
computers
From simple recordkeeping to complex
analytical tools to assist
management decision

Who uses HRIS?

HR Professionals Generic
Functional Managers
Specific
Individual Employees

HR Professionals Generic

Reporting and compliance

Payroll and compensation analysis
Benefits administration
Applicant tracking, skills inventory

Functional Managers Specific

Performance management and
appraisal
Recruitment and resume processing
Team and project management
Training and skills testing
Management development

Individual Employees
Self-service benefit options
Career planning
Training and development

Basic system
requirements:

1. Desktop PCs;
2. Standard browsers
3. Organization-wide
server.

Basic system
requirements:
4. Intranet
communicationsprotocol
running onboth PCs and
the server.
5. Relational
database/Informationproc
essing softwarefor
records, payroll,etc..

Basic HRIS
Features:
Payroll
Time and Labor
Management
Benefits
Administration
HR Management

Benefits of HRIS
Efficient and Effective
use of Time
Cost Efficiency / Cost
Effectiveness
Increases Accuracy

Benefits of HRIS
Creates new
opportunities for
better analysis of the
workforce.
Streamline the
activities within the
HR department;

Uses of an HR
Information
System (HRIS)

Human Resource
Information Systems (HRIS)
Virtually all HR management
functions can be enhanced
through the use of an HRIS any
organized approach for obtaining
relevant and time information on
which to base HR decisions

HUMAN RESOURCE INFORMATION SYSTEM

Goal: Integrate Core Processes into Seamless System
Contribute Toward Achievement of:

Input Data Types

Job Analysis

Output Data Uses*

Recruitment

Employee Tracking

Selection/Job Posting/
Employee Referral

Diversity Programs

T&D
Performance Appraisal
Compensation
Benefits
Safety
Health
Labor Relations
Employee Relations

Hiring Decisions

Human
Resource
Information
System

Organizational
Strategic Plans

Training Programs/Elearning/Management Succession

Compensation Programs
Benefit Programs (e.g.,
prescription drug programs)
Health Programs (e.g., Employee
Assistance Programs)
Bargaining Strategies
Employee Services

Human
Resource
Management
Plans

Class Activity
Provide specific examples of
HRIS systems and provide the
details (costs, system
requirements and web site
resources etc.).
What are the strengths of the
systems?

..contd
What are the weaknesses of the
systems?
Respond to other students
examples.
As a group, decide which HRIS is
best for a large organization and
which one is best for a small
organization.