WELCOMEP R E S E N TAT I O N

O NM A N A G E M E N T I N F O R M AT I O N S Y S T E M

HUMAN RESOURCE

INFORMATION SYSTEM

• Systems and processes at the intersection between HRM and IT.• Merged as an HRM discipline with IT field.• Electronic tools used to access HR-related information and perform HR-related

functions:– Training and development– Labor relations– Strategic HR– Global HR

HRIS:

• helps HR managers perform HR functions in a more effective and systematic

way using technology.

• acquiring, storing, manipulating, analysing, retrieving, and distributing

pertinent information regarding an organization's human resources.

HRIS:

HRIS DEFINED:

• “HRIS can be briefly defined as

integrated systems used to gather,

store and analyze information

regarding an organization’s human

resources.” (Hedrickson, 2003, p.381).

HRIS DEFINED:

• HRIS “One which is used to acquire,

store, manipulate, analyze, retrieve and

distribute information about an

organization’s human resources.”

(Tannenbaum 1990)

• HR Professionals (such as HR rep, HR Manager, etc.)• Support staff• Lower Level Employees• Middle Level Employees• Upper Level Employees• Executives & Directors

HRIS: USERS

• Recruitment

– Locate and attract applicants

• Selection

– Getting right people for right position

• Training and Development

– Training – for current jobs

– Development – for future jobs

HR: PROCESS

• Performance Evaluation and Management

– Evaluate employees work efficiency

• Promotions/Performance Appraisal

– Responsible for proper compensation of the deserving employees

• Employee Relations

– Build camaraderie among colleagues

HR: PROCESS

• Record keeping of all personal data.

– Keeper of all people related data such as family members, previous company that an employee worked with, etc.

• Compensation and Benefits

Responsible for giving appropriate benefits and salaries to the employees in order to maintain or increase their efficiency level

• Career development

– Help the employees to develop their respective career by implementing different training and development that the employee needed

HR: PROCESS

HRIS: SYSTEM WORKFLOW

HRIS: SYSTEM WORKFLOW

Abra Suite ABS (Atlas Business Solutions) CORT: HRMS HRSOFT Human Resource MicroSystems ORACLE- HRMS PEOPLESOFT SAP HR SPECTRUM HR VANTAGE: HRA

HRIS: SOFTWARES

BASIC SYSTEM REQUIREMENTS:1. Desktop PCs ; Standard browsers

2. Organization-wide server.

3. Server-side software such as HTML, Java, JavaScript, Perl.

4. Intranet communications protocol running on both PCs and the server.

5. Relational database/Information processing software for records, payroll, etc..

APPLICATION OF HRIS

• Faster information process,

• Greater information accuracy,

• Improved planning and program development, and

• Enhanced employee communications (Overman, 1992).

HRIS: BENEFITS

BENEFITS OF HRIS• Efficient and Effective use of Time

• Cost Efficiency / Cost Effectiveness

• Creates new opportunities for better analysis of the

workforce.

• Streamline the activities within the HR department;

Lack of management commitment.

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

HRIS: CHALLENGES

SUCCESS STORY OF TAJ HOTEL AFTER IMPLIMENTING

HRISTraining and Hiring Policies.

360-degree Feedback.

ESTS (Employees Satisfaction Tracking System)

STARS.

“Employees share a deep connection and sense of pride for being associated

with the legend that is Taj”

OUTCOMES OF HRIS POLICIES ERR (Employee retention rate) is the highest amongst all its competitors. 

 Drives employees beyond their duties which was totally unexpected of them as was in the case of 26/12 Tsunami and 26/11 attacks.

 In 2014, Taj Group was conferred HERMES Award for its innovative HR practices.

With the implementation of STARS, there was tremendous improvement in the service standards and also the customer satisfaction level.

THANK YOU