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The importance of the human resource

function and the human

resources information system hasgrown over the last ten years

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HR department requires large amount of 

detailed information . The quality of 

personnelmanagement department·s contribution largely depends upon the quality of information held by it.

3

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Recruiting

Hiring Education

& Training

Terminat-

ion

Benefit

Administration

Potential

Employees Employees Retired

Employees

Data Management

The Firm

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Human resour ce manager  needs 

considerable information and data 

relating to all areas of HRM.

HR information system provides 

information necessary for  planning, 

controlling, decision-making and preparing reports.

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The task  of analyzing vast amounts of HRdata has been simplified by the use of 

computers. This task  is from pay-rollprocessing to record retention. The human resour ce information systems manager  must clear ly understand the 

record-keeping and reporting requirements before designing the system. Though the requirements of eachemployer  vary, some common reports can be prepared.

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Personal Profile: Name, gender,community, age, marital status,

address, phone numbers, e-mail id,service dates.

Career Profile: Performance appraisal, job title changes, job classification

changes, salary changes, promotions,transfers, career paths.

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Sk ill Profile: Education, training,

certificates, licenses, degrees, sk ills,

hobbies, requested training, interest.

Benefit Profiles: Insurance coverage,

disability, provisions, pension, profit

sharing, vacation, holidays, sick -leave.

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Flextronic·s catchy ´e-HRµmodel which

they have aptly named ´e-mpoweringµ, 

´e-nergizingµ, ´e-ngagingµ, ´e-nablingµ

is a true example of how a young 

organisation is preparing itself for  future 

through extensive use of IT in its HR

function.

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Employee and Labour Relations

Union Negotiation Costing

Auditing Records

Attitude Survey Results

Exit Interview Analysis Employee Work History

H R Planning and Analysis Organisation Charts

Staffing Projections

Skills Inventories

Turnover Analysis

Absenteeism Analysis

Restructuring Costing

Internal Job Matching

Job Description

Tracking

H ealth, Safety and Security  Safety Training

Accident Records

Material Data Records

C ompensation and Benefits Pay Structures

Wage/Salary Costing

Flexible Benefit Administration

Vacation Usage

Benefits Usage Analysis

H R Development  Employee Training Profiles

Training Needs Assessments

Succession Planning

Career Interests and

Experience

Staffing  Recruitment Sources

Applicant Tracking

Job Offer Refusal

Analysis

Equal Employment  Affirmative Action

Plan

Applicant Tracking Workforce Utilisation

Availability Analysis

HRIS

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Employment Recruitment

Tests, Interviews Selection

Labour Relations

Industrial Relations Job attitude surveys

Safety & health Monitoring

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Training & Development

Background record maintenance Needs assessment for Training &

Development

Training Evaluation

Course Scheduling

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Benefits Benefits Administration

Benefits Preference Surveys Benefits Counselling

Internal JobMatching Job Description

Job Analysis Work  Scheduling

Organizational Charting

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Cost Control/Productivity

Salary Planning

HR Planning Cost of selection per   employee

Absenteeism Analysis

Turnover Analysis Performance Analysis

Cost of salary & Benefit per  employe(CTC)

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Employee Management

Biographical Record

Maintenance

Work History Maintenance

Skill Inventory

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Inception of Idea

Feasibility Study

Selecting Project 

Team

Defining requirements

Vendor  analysis

Contract 

Negotiations

Training

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Tailoring the 

system

Collecting data

Testing the system

Starting up

Running in Parallel

Maintenance

Audit

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Finance

Training

Customisations

GIGO

21

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HRIS

has little

value

HRIS is

valued less

than other 

systems

HRIS is

valued on a

par with

other s stems

HRIS is

valued

higher than

other s stems

HRIS is

the most

highly valued

9

185

242

4

Top mgmt

is unaware

of HRIS

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