Human Resource and Management: Information System

Human Resource and Management: Information System

1. Human Resource Information
Systems: A Definition
•HRIS --Systematic procedure for
collecting, storing, maintaining,
retrieving & validating date needed by
the organization about its human
resources.

2. HRIS Components
•Data collection:
–Payroll & benefits
–Performance appraisal
–Training & development
–Recruitment & selection
–Employment & job data
•Report generation

3. Acquiring & Implementing
HRIS
Needs Analysis
Design & Development
Implementation &
Maintenance

4. Needs Analysis
•Determine departmental needs for
data
•Determining needs for reports
•Analyze short and long term needs
•Determine system specifications
•Vendors bid or packages are
considered
•Make decision on system

5. Design and Develop
•Decide on project plan and user
groups
•Purchase system
•Modify and customize
•Develop procedures and guidelines
•Test system and user acceptance
•Convert data
•Train systems staff

6. Implement & Maintain
•Train HR users
•Make system available to HR
•Develop user documentation
•Conduct field analysis
•Test system and user acceptance
•Maintain & enhance
•Evaluate & modify

7. Using HRIS in HRM
•Strategic HRM
•Job analysis
•EEO reports
•Recruitment &
selection
•HR
development
•Performance
appraisal
•Compensation&
benefits
•Health & safety
•Labor relations
•The future

8. Ethical & Evaluation Issues
•Ethical issues
–Disclosure
–Privacy
•Evaluation issues
–Efficiency
–Equity

9. Backwards & Forwards
•Summing up. We review the components
of HRIS and its uses in HRM from strategic
HRM to reporting EEO data, linking
compensation and performance appraisal
and a look at expert systems. Finally,
ethical considerations were considered.
•Looking ahead: Next time we take up the
issue of job analysis, the foundation for
much of the work in human resource
management.