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HRIS – 3 Levels Comparison andCompetency Framework for HR
Professionals
Dr. G C Mohanta, BE(Mech), MSc(Engg), MBA,
PhD(Mgt)Professor
Al-!rmos"i Instit!te of #!siness
$ana%ement& Hydera'ad - ())))(
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Information System *IS+
Information system& an integrated set ofcomponents for collecting, storing, andprocessing data and for deliering information,!no"ledge # digital prod$cts.
B$siness %rms and other organi&ations rel' oninformation s'stems to carr' o$t and managetheir operations, interact "ith their c$stomersand s$ppliers, and compete in the mar!etplace.
Corporations $se information s'stems to reachtheir potential c$stomers "ith targetedmessages oer the e, to process %nancialacco$nts and to manage their h$man reso$rces.
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,ses of Information Systems
*IS+ ,ses of IS in t"e or%anisations
#!siness operations: Da' to da' actiities
of the organisation, s$ch as, prod$cing itsprod$cts or deliering its serices.
$ana%ement of or%anisation *heactiities for controlling and monitoring the
da'+to+da' actiities of the organisation in thecontet of its aims and goals.
Strate%ic o'.ectives *he long+termo-ecties and goals of the organisation.
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/ypes of InformationSystems and /"eir ,se
/ransaction Processin% Systems */PS+ *PS are $sed to$nderta!e da'+to+da' actiities, transactions and f$nctions atoperational leel.
*PS help to ma!e perational Decisions, s$ch as stoc! control
$ana%ement Information Systems *$IS+ M/S are $sed forpredicting the %nancial operations of the organi&ation as "ell asgraphical models that proide a is$al ill$stration of theinformation.
M/S help to ma!e Management Control Decisions, s$ch as,
comparisons of data or $dget data.Strate%ic Information Systems *SIS + S/S proide
information to senior eec$ties0managers on strategic areas ofan organisation1s actiities, to aid strategic decision+ma!ing.
S/S help to ma!e Strategic Decisions that inole decisions
ased on de%ned prolems.
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/"ree Levels of IS ,se
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H!man Reso!rces Information System *HRIS+
2$man 3eso$rce /nformation S'stem (23/S) isa soft"are or online sol$tion for the data
entr', data trac!ing, and data informationneeds of the 2$man 3eso$rces, pa'roll,management and acco$nting f$nctions "ithina $siness.
4ormall' pac!aged as a data ase, eer'23/S has di5erent capailities.
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HRIS F!nctions
Personnel 3ecords # 3eport GenerationDisciplinar' Control
2olida' Management
*ime and Attendance
Shift sched$le ManagementSelection
Compan' Car Management
Performance Assessment
3ecr$itment Management
Pa'roll
rganisational charting
*esting of s!ills and aptit$des
Personnel Deelopment 4eeds Assessment
6o Eal$ation
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HRIS F!nctions *Contd0+
Grieance Proced$re
4ationalities # Permit Processing
Asence Monitoring
7leile Bene%ts
B$ildings ManagementSelf Assessment
S$ccess Planning
*est Deelopment # Eal$ation
6o anal'sis
2ealth and Safet' 3ecords
*raining Management Epenses
3edeplo'ment.
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Competency Framework for HR Professionals in1overnment
23 competencies re8$ired for all 23professionals in Got.9
Client rientation
Change :eadership E5ectie /nteractie Comm$nication
:eadership competencies re8$ired for an'profession are as follo"s9
Decisieness
3elationship B$ilding
Self Con%dence 9 Co$rage of Coniction
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HR Competency Framework
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1eneral Competency $odel for HRProfessionals
(i) BusinessMission riented
Strategic Planner
S'stems /nnoator;nderstands *eam Behaior
(ii) HR Expert
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1eneral Competency $odel forHR Professionals *Contd0+
(iii) Change Agent Manages Change
Anal'&es
;ses Coalition S!ills/n=$ences thers
(iv) Leader
*a!es 3is!s
Ethical
Decisie
Deelops Sta5
Creates *r$st
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for HR Professionals
*Contd0+
(v) Advocate>al$es Diersit'
3esoles Con=ictComm$nicates ell
3espects thers
(vi) Support Proiding administratie0process s$pport acrossa n$mer of h$man reso$rce areas .
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1eneral Competency $odel forHR Professionals *Contd0+
(vii) DevelopmentalAssisting "ith deelopment, implementation and
delier' of 23 programs and serices.
(viii) Consultant 2ae so$nd $nderstanding of related h$man
reso$rces # client serice delier' principles #practices to proide professional adice andserices in areas of 23
(ix) Management Directing and adising on h$man reso$rce policies,
programs and practices and managing operations"ithin the 23 ' proiding leadership and
epertise.