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BY GROUP -4

ARABINDA BASU(06)

ASHOK KUMAR PANDA(07)

BINAYAK MOHAPATRA(11)

LOPAMUDRA BARMA(24)

POOJA SENAPATI(30)

PRANAB SARDAR(33)

COST BENEFIT VALUE ANALYSISOF HRIS

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INTRODUCTION:

HRIS-: HRIS IS USED TO ACQUIRE TO STOREMANIPULATE, ANALYZE,RETRIVE ANDDISTRIBUTE INFORMATION REGARDING ANORGANIZATIONS HUMAN RESOURCES.

IT IS NOT ONLY SIMPLY COMPUTERHARDWARE SYSTEM BUT ALSOASSOCIATED WITH HR RELATEDSOFTWARE.

HRIS ALSO INCLUDES PEOPLE, FORMS,POLICIES, PROCEDURES AND DATA INCOMPUTERISED SYSTEM DESIGNED TOMANAGE THE COMPANIES HR.

PRANAB2

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Human Resource management

system (HRMS)

  (Merging of HR and Information technology)

Principal areas of HR functionalitiesPrincipal areas of HR functionalities

4)payroll module

5)time and labour management module

6)benefit administration module

7)HR management module

3 PRANAB

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NEEDS OF HRIS• Increasing competitiveness by improving

HR operations and improving managementprocess

• Management of all employees information

• Reengineering HR processes and functions• Reporting and analysis of employee

information• Streamlining and enhancing the efficiency

and effectiveness of HR administrativefunctions

• Shifting the focus of HR from theprocessing of transactions to strategic HRM

•

Complete integration with payroll and othercom an financial software and accountin

4 PUJA

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CONTD..Helps to company related documents

such as employee hand books,emergency evacuation procedures

Producing a greater no of variety of 

accurate and real time HR relatedreports

Improving employee satisfaction bydelivering HR services more quickly and

accuratelyApplicant and resume managementCollecting appropriate data and

converting them to information andknowledge for improved timeliness and5 PUJA

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FUNCTION OF HRISPayrollWork timeBenefit AdministrationHR Management Information SystemRecruitment TrainingPerformance Record

Personal employee informationHigh potential employee identificationApplicant tracking, interviewing and

selection

6 LOPAMUDRA

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HRIS SOFTWARESABRA SUITEABS(ATLAS BUSINESS SOLUTIONS):- GENERAL,

WAGES, CUSTOMER, DOCUMENTS AND PHOTOSSEPARATION INFORMATION

ORACLE – HRMS:- ORACLE I RECRUITEMENT,

PAYROLL, HR INTELLIGENCEPEOPLE SOFT- ENTERPRISE E-RECRUIT, ENTERPRISERESUME PROCESSING, WORK FORCE PLANNING,ENTERPRISE SERVICE PROCUREMENT.

SAP HR- HUMAN CAPITAL MANAGEMENT FORBUSINESS, ALL IN ONE-RAPID HR.

SPECTRUM HR-I VANTAGE-HR VANTAGE.VANTAGE HRA- POINT AND CLICK REPORT WRITING. INTERNAL MESSAGING SYSTEM.

7 LOPAMUDRA

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COST BENEFIT VALUE ANALYSIS:

 THIS IS A FORMAL DISCIPLINE USED TOHELP APPRAISE OR ACCESSES, THE CASEFOR A PROJECT OR PROPOSAL, WHICHITSELF IS A PROCESS KNOWN AS PROJECT

APPRAISAL. THIS IS AN INFORMAL APPROACH FOR

MAKING DECISION OF ANY KIND.

ESTIMATES AND TOTALS OF THEEQUIVALENT MONEY VALUE OF THEBENEFITS AND COST TO THE COMMUNITYOF PROJECTS TO ESTABLISH WHETHER

 THEY ARE WORTHWHILE.8 BINAYAK 

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COMPONENTS OF COST BENEFITANALYSIS:

OPPORTUNITY COST-MARKET PENETRATION

HEALTH CARE SYSTEM

PRESENT VALUE

9 BINAYAK 

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ROLE OF ERP IN HRIS:Enterprise-wide system which integrates

the business functions and processes of anorganization

Links business processes

Maintains audit trail Utilizes a common information

system Implementation normally involves

BPR: Business ProcessReengineering

Difficult to Implement Correctly – RailroadTracks.

10 BINAYAK 

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ERP SYSTEM:

MODULES INVOLVED IN ERP:FINANCE:

GENERAL LEDGER. ACCOUNTS PAYABLE ACCOUNTS RECIEVABLE

FIXED ASSETS CASH MANAGEMENT

MATERIAL MANAGEMENT INVENTORY

PURCHASE ORDERS

ORDER MANAGEMENT BILLS OF MATERIAL WORK IN PROCESS

11 ARBIND

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CONTD..CUSTOMER RELATIONSHIP

MANAGEMENT(CRM): SALES

MARKETING

SERVICE CONTRACTSDEPOT

12 ARBIND

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IMPLICATIONS OF CBV ANALYSISON HRIS:

 THE ANALYSIS FOCUSES UPON A MORE THOROUGH UNDERSTANDING THEPROBLEMS, OPPORTUNITIES RELATED TOPERSONNEL’S.

DETERMINES THE VIABILITY OF AN IDEABEFORE PROCEEDINGS WITH THEDEVELOPMENT OF HUMAN RESOURCE.

 THE FEASIBILITY OF CBV ANALYSISDEPENDS ON HUMAN RESOURCE THATPROVIDES INFORMATION. REGARDINGTHEPERSONNEL’S.

13 ARBIND

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CONTD..VARIOUS ASPECTS OF CBV ANALYSIS ON

HRIS :-RECRUITMENT:-(INDUCTION TO LEAVEING THE

ORGANISATION)

PLACEMENT:-(POSTIONS HELD IN THEORGANISATION)

EVALUATION:-(CONTRIBUTIONS/PERFORMANCES)

PERFORMANCE APPRAISALS:-

(ADMINISTRATIVE AND DEVELOPMENTAL)COMPENSATION :-(REWARD,BONUS,TA,DA

ETC.)

14 ASHOK 

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DECISION MAKING LEVELOF HRIS

THREE LEVELS OF HRIS IS OPERATED CAN BEDISTINGUISHED FROM ONE ANOTHER:

CONTROL(TACTICAL):-CONTROL DECISIONSDEAL WITH BROAD POLICY ISSUES .

STRATEGIC DECISIONS:-THESE ARE TAKENHAVING IMPLICATIONS FOR CHANGING THESTRUCTURE OF THE ORGANIZATION AND

 THEREFORE THE HRIS MUST PROVIDEINFORMATION WHICH IS PRECISE AND

ACCURATE. OPERATIONAL DECISIONS:- CONCERN THE

GRASSROOT LEVEL MANAGEMENT OF THEORGANIZATION.

15 ASHOK 

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CONCLUSION IF A NEW ENHANCEMENT IS APPROACHED IN THE EMPLOYEE’SENVIRONMENT, WE CAN DETERMINE IN ADVANCE THE

ENHANCEMENT IN ORGANIZATIONAL INFRASTRUCTURE.

IT INFLUENCES THE EMPLOYEE TO DO WORK EFFECTIVELY  AND EFFICIENTLY .

IT IMPROVES THE WORKING CONDITION AND THEPERFORMANCE OF THE EMPLOYEE.

IT CAN INCREASE BOTH THE PRODUCTIVITY AND THEQUALITY OF THE PERSONNEL IN ORDER TO INCREASE THEREVENUE OF THE ORGANIZATION.

HRIS IS VERY USEFUL FOR ANY ORGANIZATION IN MORETHAN ONE SPHERES.

16 ASHOK 

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THANK YOU…