STARTED WITH THE NAME OF ALLAH ALMIGHTY WHO IS

THE MOST BENEFICIENT AND THE MOST MERCIFUL .

Human Resource

Information System

Targeted Audience:

Teachers & Class Fellows

Presented By: Muhammad Rehan Roll #

1070 Abdul Rehman Roll # 1127 Noor Alam Roll # 1032

Types of Resources

Information System: (IS) A System, whether automated or manual that consist of Peoples or Machines to: Collect Data Process Data Transmit Data Disseminate Data

Physical Resource Financial Resource Human Resource

Human Resource: (HR)

> THE KNOWLEDGE > SKILL > ABILITY

Human Resource Information System

It is an integrated system designed to provide information used in HR decision making.

System that helps HR managers to perform HR functions in a Systematic and more effective way By using Technology.

History Of HIRS

• 1950’s Virtually non-existent.

• 1960’s Only a few select.

• 1970’s Greater need.

• 1980’s HRIS a reality in many Organization.

• 1990’s Numerous vendors, specialist.

HRIS – Why it is needed? Reduce paperwork. Reduce Manpower . Perform speedy tasks. Avoid duplication. Achieve accuracy Job Design and organizational structure. Building organizational capabilities. Increasing size of workforce. Technological advancement. Computerized Information System. Changes in Legal Environment.

Steps of Setting up an HRIS

Planning

Design

Analysis

Implementation

Maintenance

Objectives of HRIS

To make the desired information available in the right form to the

right person and the right time.

To minimize the cost by providing desired information.

To use the most efficient method of processing data.

To offer data security & personal privacy.

To supply up to date information at a reasonable cost.

To keep the information up-to-date.

To provide relevant information.

To provide timely information.

Functions of HRIS

Functions can be classified into two categories:

1. Data Collection:

Who should collect data? What kind of data should be collected? How the data would be collected?

After the collection, data is segregated.

2. Data Management:

Editing the data Storage of data Retrieval of data Evaluation Dissemination

Users of HRIS

Executive and Directors.

HR Professionals (such as HR Manager)

Managers

Employees

HRIS: System Workflow

Recruitment &

Selection

Training & Developme

nt

Performance

Evaluation

Compensation &

Benefits

Health, Safety & Security

HRIS

HRIS: Software’s

Abra Suite HRSOFT Human Resource Microsystems ORACLE- HRMS PEOPLESOFT SAP HR ABS (Atlas Business Solutions)

Types of HRIS

Operational HRIS

Tactical HRIS

Strategic HRIS

Applications of HRISPersonnel administration Salary administration Leave/absence recording Skill inventory Medical History Accident monitoring Performance appraisal Training and development Human resource planning Recruitment

HRIS: Advantages

Higher speed of retrieval and processing of data. Ease in classifying and reclassifying data. Higher accuracy of information/report generated. Enhance employee communications. Fast response to answer queries. Improved quality of reports. Better work culture. More transparency in the system.

HRIS: DisadvantagesIt can be expensive in terms of finance.

It can be inconvenient.

Computer can not substitute human being.

Require thorough understanding.

Failure to keep project team intact.

Politics / hidden agendas

System Breakdown

Conclusion “HRIS refers to the system and processes at the intersection between

Human Resource Management (HRM) and information technology.

It merges HRM as a discipline and in particular its basic HR activities

and processes with the information technology field”

We are becoming the servants in thought, as in action, of the machines.

Evidently, we actually have created them to serve us.

Questions And Answers