HUMAN RESOURCE INFORMATION SYSTEM

HUMAN RESOURCE PLANNING

“HRP is the process of forecasting a firm’s future demand for, and supply of, the right type of people in the right number.”

By K Aswathappa

HUMAN RESOURCE

INFORMATION SYSTEM

DEFINITION AND CONCEPT

The composite of databases , computer applications, and hardware and software that are used to collect/record, store manage, deliver, present and manipulate data for human resource.

By- Broderick

and Boudreau

HRIS is the system to acquire , store , manipulate , analyze , interpret and disseminate relevant information on human resource.

BY-DIPAK KUMAR BHATTCHARYYA

OBJECTIVES OF HRISEFFECTIVE PLANNING AND

POLICY FORMULATION

MONITORING AND EVALUATION

PROVIDING INPUTS TO STRATEGIC DECISION

Other routine objectives of HRIS are to automate employee related information ,cost minimization, faster response to employee related services, faster related decision(like, promotion, transfer, payroll administration, compensation planning ,manpower planning ,etc.)

HRIS –STAGES OF DEVELOPMENT

ELECTRONIC DATA PROCESSING ( EDP )

MANAGEMENT INFORMATION SYSTEM ( MIS)

DECISION SUPPORT SYSTEM ( DSS )

ELECTRONIC DATA PRCESSING

At the primary level , an organization may be interested in automating processing of routine information. it is an exercise of automating routine paperwork at the operational level.

MANAGEMENT INFORMATION SYSTEM

In this phase focus is shifted from EDP level to MIS level with more enquiry and report generation flexibility. This is intended for middle level manager to control the operation, matching budget or projection.

DECISION SUPPORT SYSTEM

DECISION SUPPORT SYSTEM (DSS) facilitates decisions at the higher level in the organization. At this stage HRIS is more interactive and capable of developing decision models on many strategic issues.

It is important to mention that all these types of HRIS are equally important for an organization. Without EDP, i.e. , the basic data storage of employees information and payrolls, MIS can not be developed. Because at MIS stage , middle level managers , duly retrieving information, try to enforce control at the operational level. Similarly, without EDP and MIS, DSS can not develop decision models, examining decision alternatives, as at the corporate level, inputs from EDP and MIS reinforce DSS with enhanced interactivity.

HRIS PRODUCTS CONTENTS AND FEATURES

ProactCss horizon TM

Elaborur.comOraclePeoplesoftSAP@VIP manager

PRODUCTS ON RECRUITMENT MANAGEMENT Applicant/vacancy details Short listing Job/person specification Skills matching Standard reports Cost analysis Internal job posting Interview scheduling Internet job posting

PRODUCT ON TRAINING AND DEVELOPMENT Course specification Course scheduling Evaluation Cost analysis In-house faculty database External faculty database

PRODUCT ON ATTENDENCE Automatic exception reporting Accurate attendance roll Integration with payroll Reports on unplanned absence and

late arrivals Working hours regulation Overtime hours calculation

SUMMARY HRIS is now an important input to

the corporate decision making process. It not only helps in HRP function, but also provides decision support for formulating operational, business and corporate strategies.