CHAPTER 4.hr information managemement systes

chapter 4

1. CHAPTER 4 HR INFORMATION MANAGEMENT SYSTEM S (HRIMS) March 30, 2025 ZORAYDA C. GRI ṄO Student ED 315 ELMER D. TENA Professor ED 315

2. Prayer Our Father in Heaven, once again we thank you for giving us another opportunity to come together as a class and to start another day to learn again. W e ask for your guidance and wisdom so that we could attend to our classes very well as well as absorb and understand our lessons easier and well. All this we ask in Jesus name, Amen.

3. CHAPTER 4 HR INFORMATION MANAGEMENT SYSTEM S (HRIMS) March 2, 2025 ZORAYDA C. GRI ṄO Student ED 315 ELMER D. TENA Professor ED 315

4. OBJECTIVES: IDENTIFY THE NEED OF HRIMS EXPLAIN THE NATURE AND BENEFITS OF HRIMS ENUMERATE TYPES OF HRMIS DATA DISCUSS HR PLANNING AND HRIMS DEFINE PRODUCTIVE HRIMS

5. HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM (HRMIS) is intersection of human resources and information technology through HR software. this allows HR Activities and processes to occurs electronically.

6. NEEDS OF HRMIS IDENTIFY MANPOWER REQUIREMENTS HR information system organizes information in every job in the organization. This information includes details such as who is currently in the position, what he is paid and what is job responsibilities, training needs and assigned benefits are. -HR can use reports about groups of positions or the entire workforce to determine manpower requirements HR must ensure there are enough employees to staff the expansion as per schedule. HR can also study the impact of expansion , such as how much it will cost to add the employees that will be needed

7. NEEDS OF HRMIS 2. IDENTIFYING RESOURCES When HR must make decisions such as how much manpower will be required, it will quickly determine what resources needed HR can make better decisions in recruitment and training of employees because it could pull immediately the report from the HRMIS and easily can identify employees who have skills and training required to be promoted to the new positions

8. NEEDS OF HRMIS 3. COMPLIANCE In most firms, there is a critical need to manage how employees are treated, especially to comply with the requirements of civil rights law and that which relates to disabilities ruling, it is easier when HR has all the ways that applicants and employees are handled and their data, from their application, to their termination , in one powerful information system.

9. NEEDS OF HRMIS 4. MEETING TRAINING NEEDS It can helps employers manage training needs, allowing them to complete mandated and optional training Example In the HRMIS, an employee might go into a description of available training courses for his personal learning. When that training becomes available, the HRMIS helps the organization to automatically manage the fulfillment of many training needs When employees are ready to apply for a promotion, they may already have much of training they need -

10. NATURE OF HRMIS HRMIS SYSTEMS are large databases. These includes the basic employee information (personal details, company role, salary, etc ) as well as information regarding benefits administration, payroll and an almost limitless range of other aspect of human resources

11. BENEFITS OF HRMIS It will offer any employee access to visual representations of attendance and leave figures , as well as performance history for each of the staff In more advanced HRMIS systems will allow to pinpoint employees with particularly high potential, or those who are exceeding their targets. This will help also to ensure that HR can make informed judgments regarding promotions.

12. BENEFITS OF HRMIS 2. When administering a benefit system, HRMIS systems can be hugeful . This is particularly the case for larger organizations, or those that choose to operate a voluntary employee benefits scheme. It provide solutions whereby an employee can view information regarding their attendance, sick leave and so on.

13. BENEFITS OF HRMIS 3. It allows employees to view their performance and review their progress. 4. Utilizing HRMIS for the firm’s benefits and administration can be useful from an employer’s point of view as it will enable to keep track of which benefits are most frequently used

14. TYPES OF HRMIS 1. STRATEGIC HRMIS a . Information Systems Supporting Workforce Planning - organization involved in long-term strategic planning will need information about the quantity and quality of the available workforce to achieve their goals. Information Systems that support workforce planning serve this purpose b. Information Systems Supporting Labor Negotiations -Negotiating with craft, maintenance, office, and factory unions requires information gathered from many of the human resource information system. The human resource team able to obtain numerous reports that analyze the organization’s and union’s positions within the framework and both the industry and the current economic situation. It will be able to receive reports on a very timely basis

15. 1. STRATEGIC HRMIS c. Specialized Human Resource Information System Software - it is available for all types and sizes of computers. Software specifically divided into comprehensive human resource information systems software and limited- function packages that support one or a few human resource activities TYPES OF HRMIS

16. TYPES OF HRMIS 2. TACTICAL HRIS Provide managers with support for decisions that emphasize the allocation of resources. Within the human resource management area, the includes: A. Job Analysis and Design Information System - these includes data from interviews with supervisors and workers and affirmative action guidelines. It also includes information from sources external to the firm, such as labor unions, competitors and government agencies. b. Recruiting Information Systems -the organization needs to develop a recruiting plan which specifies the position to be filled and the skills required of the employees for these positions. Other inputs to the recruiting plan include data about turnover rates and about the success of past placements.

17. 2. TACTICAL HRIS c. Compensation and Benefits Information System It may support as variety of tactical human resource decisions. Compensation and benefit plans play an important part in improving an organization’s productivity. Tying employee productivity to pay or encouraging increased productivity with incentive pay plans can often improve an organization’s productivity substantially. d. Employee Training and Development Systems -the training must meet the needs of jobs available in the organization as identified through the position control system and the job analysis and design system. It should be directed at those persons interested and capable of benefiting form it, as identified by the skills inventory and human resource files. TYPES OF HRMIS

18. TYPES OF HRMIS 3. OPERATIONAL HRIS -provide the manager with data to support routine and repetitive human resource decisions. -collect and report human resource data a. Employee Information Systems -must maintain information on each of the organization’s employees for a variety of decision and reporting purposes. Employee profile contains personal and organization-related information, such as name, address, sex, minority status, marital status, citizenship, years pf service or seniority data, education and training, previous experience, employment history within the organization, salary rate, salary or wage grade and retirement and health plan choices.

19. 3. OPERATIONAL HRIS Employee Inventory contains data about employee preferences for geographical locations, work shifts and employee skills. Employee skills inventory contains information about every employee such as work experience, work preferences, test scores, interests and special skills or proficiencies. TYPES OF HRMIS

20. 3. OPERATIONAL HRIS b. Position Control System Job - defined as group of identical positions Positions – consists tasks performed by one worker Purpose: to identify each position in the organization, the job title within which the position is classified and the employee currently assigned to the position. TYPES OF HRMIS

21. 3. OPERATIONAL HRIS c. Applicant Selection and Placement Information Systems Purpose: to assist human resource staff in screening, evaluation, selection and placement in the position that are open. d. Performance Management Information Systems Include performance appraisal data and productivity information data. Frequently used as evidence in employee grievance matters. Can lead to a number of decisions beyond merely supporting the operational decision to retain, transfer, or terminate a single employee TYPES OF HRMIS

22. 3. OPERATIONAL HRIS e. Government Reporting and Compliance Information Systems -provides information needed both to maintain compliance with government regulations and to improve productivity and reduce costs associated with employees TYPES OF HRMIS

23. STRATEGIC HR PLANNING AND HRIMS TOTAL REWARDS -refers to all components of the overall compensation models, including salary and benefits 2. WORKFORCE PLANNING - keep track of critical employee data such as demographic information and job titles. -It makes easier to analyze more easily when working on recruitment strategies, progression planning and affirmative action programs. -can quickly run reports to determine items such as how many employees were last year, average length of tenure and a breakdown of the employee population by criteria such as gender and race

24. STRATEGIC HR PLANNING AND HRIMS 3. TRAINING AND DEVELOPMENT Use to facilitate the annual performance review process, to allow employees to sign up for company-sponsored training classes or to build a talent inventory of what education, experience and training each employee has 4. RISK MANAGEMENT Minimize risks and potential liabilities. Accomplished by keeping electronic records of items such as employee discipline notices, safety training employees have received, accident logs and worker’s compensation claims To identify ways to improve workplace conditions, safety training classes and disciplinary processes to ensure compliance with all federal state labor laws.

25. PRODUCTIVITY AND HRIMS Increasing employee productivity levels can dramatically increase the company’s profitability Can eliminate time wasting processes, increase efficiency and automate a variety of tasks so any business remains effective

26. HRMIS impact to the company are: 1. Increased productivity 2. Standardized process 3. Better compliance 4. Direct cost savings -organizes all important employee, payroll, benefits, attendance, training and recruiting information in a single integrated solution -standardizes HR processes, allowing to spend less time on data entry, routine administration and reporting -improves accuracy and helps company to maintain compliance and avoid lawsuits and reduces routine HR administration

27. EMPLOYEE PERFORMANCE AND HRIMS OPTIMAL GOAL SETTING -using SMART acronym is still helpful when setting goals -making goals Specific, Measurable, Attainable, Relevant and Timely 2. PERFORMANCE TRACKING -with employee data being saved and available in one place , the journey becomes clearer and it is easier to spot patterns and see improvements or opportunities.

28. EMPLOYEE PERFORMANCE AND HRIMS 3. FASTER FEEDBACK Gives feedback on a regular basis, whether it’s on a day to day or goal-by-goal basis. By showing employees exactly what was done right and what could be improved as projects are completed, managers can f=dramatically improve productivity and the quality of work 4. TIES ACTIONS TO CONSEQUENCES -real time reporting allows managers to have access to allows managers to respond to employee performance immediately, rewarding great performance before the bottom line is affected

29. EMPLOYEE PERFORMANCE AND HRIMS 5. COLLECT FEEDBACK FROM PEERS -open up opportunities to include feedback about employees from other employees, managers in other departments, customers and the employees themselves when tracking performance -give managers a better-rounded view of an employee’s performance and allow managers to personalize employee development methods more effectively 6. PERFORAMCE REVIEWS -managers can review the employee’s performance and give a review based on the whole picture of the employee’s life within the company rather than pieces gleaned from past reviews and impressions.

30. THANK YOU!