SHIVALIK INSTITUTE OF MANAGEMENT

EDUCATION & RESEARCH

HUMAN RESOURCE
INFORMATION
SYSTEM

Presented by : Himanshu Bhatnagar

 What is HRIS ?
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 is an online solution for

the data entry and
tracking of a company's
human resources
department information,
payroll, management, and
 HRIS functions

Storing information and Providing a basis for

data for each individual planning, decision
employee. making, controlling and
other HR functions.

Meeting daily Supplying data and

transactional submitting returns to
requirement such as government and other
marking attendance statutory agencies.
and granting leave.
HRIS Process
Model of HRIS
INPUT OUTPUT
SUBSYSTEM SUBSYSTEM
Human HR
acquisitio
resource
n
s subsyste
research HR
m
developm
subsyste
ent
m
subsyste
Appraisal
m
Date & user
base compensa s
Human tion
Maintenan
resource ce
s subsyste
m
Industrial
intelligen
ce relation
subsyste subsyste
m
m
 Model of HRIS
Output subsystem of an HRIS consist of five subsystem:

HR acquisition subsystem (planning, requirement, selection

& placement)
HR development subsystem (operative training,
management development and organization development)
Appraisal and compensation subsystem (performance
appraisal, financial compensation, incentives)
Maintenance subsystem (mobility, safety, health and stress
management)
Industrial relations subsystem (discipline management,
grievance handling, management of industrial disputes)
Need of HRIS
Costly Personal records, when kept
exercise manually, do not offer up-to-date
information at short notice.

The manual transfer of data from one

Inaccurate
record to another may increase the
chances of errors.

Information is not easily accessible

Fragmentation place since records are kept at
different locations.

The manual analyzes of data is time

Difficult to
consuming and quite often not readily
analyse
available for decision making purposes.
Levels of HRIS
Application &
Utilities
 Application &
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 organizational level.

PERFORMANCE APPRAISAL
The system should record individual employee performance,
appraisal data, such as due date of appraisal, scores etc.
 Application &
Utilities
HUMAN RESOURCE PLANNING
HRIS should record details of the organizational 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.
 Generic
Advantages
Provides accurate Information
Processes information at high speed
Acts as a decision support tool
Strengthens the control of management
Less expensive
Advantages
PAYROLL
It automates the entire payroll process
by gathering and updating employee
payroll data on a regular basis
including employee attendance,
calculating various deductions and
taxes on salaries, generating
automatic periodic paychecks and
handling employee tax reports.
TIME &
LABOR
It lets HR personnel apply new
technologies to effectively gather and
appraise employee time and work
information. It helps in assessing
whether an employee is performing to
their full potential or not, and if there
are any improvements that can be
made to make an employee feel more
secure.
Advantages
EMPLOYEE
By BENEFITS
using a Human Resource
Information System (HRIS) in employee
benefits, the human resource
department is able to keep better track
of which benefits are being availed by
which employee and how each
employee is profiting from the benefits
provided.

HR MANAGEMENT
It curtails time and cost consuming
activities leading to a more efficient HR
department. This system reduces the
long HR paper trail that is often found in
most HR divisions of companies and
leads to more productive and conducive
department on the whole.
 References
HR Management by Mathis and Jackson
HR Management by Mirza S Saiyadain
THANK YOU