Human Resource Information SystemTelenor Perspective Case Study

Anam ArifMB-12-03

Omer ShahzadMB-12-08

Zeeshan Ahmad MB-12-09

Rahila Javed MB-12-20

M. SaleemMB-12-23

Iqra SaleemMB-12-25

Naeem ShahidMB-12-31

Khizer BhuttaMB-12-33

Ali Asghar MB-12-34

Babar HussainMB-12-54

Atiqa YazdaniMB-12-59

CONTENTS

Information System

Human Resource

Information System

Need of HRIS Components of HRIS

Functions of HRIS

Telenor Pakistan HRIS @ Telenor

Modules

Summary

Anam ArifMB-12-03

Information System

An organized combination of people, hardware, software, networks and data resources that collect, transforms, and disseminates information in the organization.

IS Perspectives Operational activities Management support Networking and e-activities

Executive Support Systems (ESS)

Decision Support Systems (DSS)

Management Information Systems (MIS)

Knowledge Work Systems (KWS) (KMS)

Office Automation Systems (OAS)

Transaction Processing Systems (TPS)

Information System Types

Management Information System

MIS stands for Management Information System

A management information system (MIS) provides information that organizations need to manage themselves efficiently and effectively.

MIS mainly consists:HardwareSoftwareData (information for decision making)Procedures (design, development and documentation)People (individuals, groups, or organizations)

IntroductionA Human Resource Information System (HRIS), is a software solution for small to mid-sized businesses to help automate and manage their Human resources, payroll, management and accounting activities.

Human Resource Information System (HRIS) is a database system that contains all relevant human resource information and provides facilities for maintaining and assessing the data.

A HRIS provides the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.

Introduction

HRIS In Organizations

An integration between human resource management (HRM) and Information Technology.

HRIS support planning, administration, decision-making, and control.

HRIS increases administrative efficiency.

M. SaleemMB-12-23

Why HRIS Is Needed?Storing information and data for each individual employee.

Providing a basis for planning, decision making, controlling and other human resource functions.

Building organizational capabilities

Job design and organizational structure

Increasing size of workforce

Technological advances

Computerized information system

INPUT DATA MAINTENENCE OUTPUT

Components of HRIS

The Input function enters personnel information into the HRIS

The maintenance function updates and adds new data to the database after data have been entered into the information system

It have to process the output, make the necessary calculations, and then format the presentation in a way that could be understood.

The bottom line of any comprehensive HRIS has to be the information validity, reliability and utility first and the automation of the process second.

Components of HRIS

HRIS

MANAGERS

HR PROFESSIONAL

S

EMPLOYEES

Users Of HRIS

HRIS Track

Personal Records

Recruitment & Selection

Employment Equity

Salary Administration

Trng. & Dev. Compensation

Employee Relations

BenefitsHR Planning

Pension Administration

Medical Records

Health & SafetyJob

People

Positions

Iqra SaleemMB-12-25

Functions Of HRIS Job analysis information Job descriptions Maintain records Saves time Ensure that women and minorities or not be adversely affected Track minority hiring, recruitment, and advancement Forecast supply and demand of labor from both the internal and external labor markets Useful for internal recruiting.

Functions Of HRIS

Can post job opening for employees to access. Can search for match between job specifications and applicant qualification. Applicant tracking system. Administering and scoring ability tests. Structured interviews...

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A model of a Human Resource Information System

Accounting

information

system

HRsresearc

hsubsyst

em

HRsintelligence

subsystem

Inputsubsystems

Data Information

HRISDatabase

Internal

sources

Environmental sources

Work force

planning

subsystem

Work force

management

subsystem

Benefits

subsystemEnviron

mentalreporti

ngsubsyst

em

Compensationsubsyst

em

Recruiting

subsystem

Output

subsystems

Users

Human Resource Information System

What Are The Uses Of An HRIS?

Naeem ShahidMB-12-31

Telenor   نار ٹیلی

Our Visit

Telenor Islamabad OfficeSector F-7Markaz

Introduction

Telenor Group is one of the world’s major mobile operators with 140 million mobile subscriptions.

Introduction

Telenor Pakistan is owned by the Telenor Group, which is a Norwegian Telecommunication Company.

As of January 2012, Telenor Pakistan had a reported subscriber base of 28.47 million, and a SIM market share of 24%. On October 2012, Telenor officially declared to have the customer base of 30 million which make Telenor the 2nd largest Mobile operator in Pakistan.

Telenor In PakistanTelenor acquired a license for providing GSM services in Pakistan in April 2004, and launched its services commercially in Karachi, Islamabad and Rawalpindi on 15 March 2005; it expanded its services to Lahore, Faisalabad and Hyderabad on 23 March 2005. Telenor Pakistan’s Corporate Headquarters are in Karachi, with regional offices in Peshawar, Lahore, Faisalabad, Multan, Hyderabad and Islamabad.

The official opening of Telenor Pakistan was held in Islamabad with ex-President of Pakistan General Pervez Musharraf as guest of honor and a Telenor delegation headed by President & CEO Telenor Group Jon Fredrik Baksaas along with then CEO Telenor Pakistan Tore Johnsen.

Vision

Our vision is simple: We're here to help

The key to achieving this vision is a mindset where every one of us works together: Making it easy to buy and use our services. Delivering on our promises. Being respectful of differences. Inspiring people to find new ways.

Our vision crystallizes our customer focus as the cornerstone of everything we do. Our values describe what behaviors are necessary to realize that vision. Our corporate responsibility mindset ensures that our vision and values nurture social concern and help us create shared value.

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Goals

Create Value

Expanding Market Share

Strong Commitment with society

Creation of Profitability &market growth

Introduction of an Advance technology

Freedom of Choice

ValuesMAKE IT EASY

• We're practical. We don't complicate things. Everything we produce should be easy to understand and use. Because we never forget we're trying to make customers' lives easier.

KEEP PROMISES

• Everything we set out to do should work, or if it doesn't, we're here to help. We're about delivery, not over promising, actions not words.

BE INSPIRING

• We are creative. We strive to bring energy to the things we do. Everything we produce should look good, modern and fresh. We are passionate about our business and customers.

BE RESPECTFUL

• We acknowledge and respect local cultures. We do not impose one formula worldwide. We want to be a part of local communities wherever we operate. We believe loyalty has to be earned.

Corporate ResponsibilityTelenor Pakistan's aims to create dignified opportunities for persons with disabilities. The purpose is to become the most disabled-friendly organization in Pakistan in terms of employment, service, and community support.

Telenor Pakistan has taken a number of environmental-friendly initiatives. These include mainstreaming energy efficiency and alternate energy solutions, and implementing occupational health & safety practices that comply with international standards.

With coverage reaching deep into many of the remotest areas of Pakistan, Telenor Pakistan is, in some places, the only operator connecting the previously unconnected.

Awards

Brands & Alliances

Organizational Structure

Rahila JavedMB-12-20

Human Resource Information System @ Telenor

HRIS @ Telenor

HRIS was introduced in Telenor in 2007

Own designed software Here 2 Help

In 2009, it upgraded its system to Workday Software which is globally used by Telenor group.

Need Of HRIS

Reduce paperwork

Reduce Manpower

Perform speedy tasks

Avoid duplication

Achieve accuracy

HRIS Contains Information About:

Jobs

Position

People

HRIS Model

HRIS Supports In:

The strategic, tactical & operational use of the human resource of an organization

Collect, store and process employee information

Provide reliable information for decision-making

Allow organization to assess effectiveness of HR policies, programs and decisions

Examples Of HRIS

HRIS Functions

Provide Data to Support Routine, Repetitive Human Resource Decisions

Information Is Detailed, Structured, Accurate, and Internal

Khizer FarooqMB-12-33

Subsystems Of HRIS

HRIS

Strategic Information

Job Analysis Information

Recruitment

Information

Selection Informatio

n

Training Informatio

n

Performance Information

Compensation Information

Strategic Human Resource Information Systems

Help Top Level Managers Set Goals and Directions for Organization

Gather and Manage Information From Within and Outside Organization

Ensure Organization Has Right Kind and Numbers of Employees at Right Place at Right Time to Achieve Its Objectives

Job Analysis And Design Information Systems

Help Develop and Maintain Job Descriptions

Help Develop and Maintain Job Specifications

Support Recruitment and Placement Systems

Support Performance Management Systems

Recruitment Information Systems

Provide Qualified Applicants for Positions Identified by Position Control System and Described by Job Analysis and Design Information Systems

Support Development of Recruiting Plan

Receive Data From Position Control Systems

Receive Data From Applicant Selection and Placement Information Systems

Receive Data From Performance Management Information Systems

Recruitment sources-line managers

Prefers internal recruitment over external

Atiqa YazdaniMB-12-59

Selection Information Systems

Help Managers Screen, Evaluate, Select, and Place Job Candidates

Provide Data to Government Reporting and Compliance Information Systems

Focus on 3-E model

Online testing-interviews

Chooses talent

Talent perspective selection

Employee Training And Development Systems

Receive Data From Position Control, Job Analysis and Design Information Systems, Employee Information Systems, and Performance Management Information Systems

Maintain Data About Instructors, Courses, Employees

Receive Data From Recruiting Systems

Help Managers Improve the Quality and Quantity of Employees

Help Managers Insure Quality Replacements

Position Control Systems

Track Positions

Identify Each Position and Its Job Title in an Organization

Identify the Employee in Each Position

Identify Unfilled Positions

Performance Management Information Systems

Collect and Monitor Performance Appraisal Data

Collect and Monitor Job Productivity Data

Support Management Decisions for Promotion, Transfer, Termination

Provide Data to Applicant Selection and Placement Information System

Omer ShahzadMB-12-08

Compensation And Benefits Information Systems

Help Managers Track and Control Wage and Salary Plans

Help Managers Track and Control Benefit Plans

Provide Input to Performance Management Systems

Compensation includes Bonuses, Commission, Gratuity and other incentives

Provides input to evaluate the performance appraisals

Government Reporting & Compliance Information Systems

Use Data From Position Control, Employee Relations, Performance Appraisal, Applicant Tracking, Payroll and other systems.

Produce Reports for Various Government Agencies

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The Human Resources Function facilitates the flow of the Personnel Resources

Recruiting

Potentialemployees

Hiring

Employees

Educationand

TrainingBenefit

Administration

Termination

Retiredemployees

Data Management

The Firm

Human Resource Information System

Evaluation

Zeeshan AhmadMB-12-09

Modules

Absence Management

An all-inclusive leave management & administration module allowing extensive possibilities for defining leave types, holiday schedules, leave entitlements and leave schedules. Furthermore, with the web-enabled and self-service concepts, this module significantly streamlines all leave related procedures, eliminates paperwork and saves costs.

Time & Attendance

A system for planning, capturing and monitoring employee attendance. This module is quite flexible and can manage all phases of attendance from roster or shift management through to scheduling and analyzing attendance. It allows data capturing from any electronic attendance tracking device across multiple locations.

Disciplinary Actions

Covers all disciplinary actions taken with regards to employees - information about charges, internal inquiries and warnings. This module also enables capturing court case information against employees.

Babar HussainMB-12-54

Report Navigator

Allows the preparation of management reports on a periodic basis as per user requirements. The reports can be generated in alphanumeric as well as graphical form. Apart from obtaining predefined reports from all purchased modules, you can use this module to view custom reports that can be created using crystal reports and store them as part of the system.

Risk Evaluation

Helps the organization to evaluate the risk probabilities and their impacts on the profits of the organization. It also assists in evaluating those risks and then the final decision is made by the authorities on the basis of findings.

HRIS IN BUSINESS DECISION MAKING

Budget control Applicant tracking and screening Skills matching performance appraisals Feedback Manpower planning Succession planning Skills monitoring Training needs analysis Global analysis

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Decision Making

Ability to slice and dice information available in the database to generate decision specific information and analyze information across multiple dimensions, which will facilitate efficient and effective decision making.

Career Portal

A portal that enables employees to access and manage their employment related information. This module also facilitates application/approval procedures. Lets employees carry out self appraisals and checking one's own competencies from any web - enabled PC with no need to visit the HR department.

Ali AsgharMB-12-34

Benefits Of HRIS

Large amount of data and information to be processed.

Project based work environment.

Employee empowerment.

Increase of knowledge workers & associated information.

Learning organization

Benefits Of HRIS

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

Benefits Of HRIS

Fast response to answer queries

Improved quality of reports

Better work culture

Establishing of streamlined and systematic procedures

More transparency in the system

Limitations Of HRIS

It may be expensive in terms of finance and manpower

It may be inconvenient for computer illiterates or people with mere knowledge of computer

Computers can not substitute human

Barriers To The Success Of HRIS

No or poorly done needs analysis

Failure to include key people

Failure to keep project team intact

Politics / hidden agendas

Failure to involve / consult significant groups

Lack of communication

Bad timing (time of year and duration )

Summary

Introduction

Components of HRIS

Applications

People who interact with HRIS

Certain positive aspect

Some drawbacks

Functions

Summary

Visit to Telenor Introduction History Need HRIS in Telenor Modules