Human resource information systems (1)

It present how to information technology to manage human resources in a organization

1. HUMAN RESOURCE INFORMATION SYSTEMS

2. HUMAN RESOURCE INFORMATION SYSTEMS (HRIS) Definition Human Resource Information System is an organized method of providing information about Human resource Their functions External factors relevant to managing human resource.

3. OBJECTIVE OF HR INFORMATION SYSTEM 1) To provide accurate information about human resource and their functioning and relevant environmental factors 2) To provide relevant information 3) To provide timely information 4) To supply the desired information at a reasonable cost 5) To use the most efficient method of processing data

4. COMPONENTS

5. MOST HRIS CONTAIN Personal history - N ame , date of birth, sex Work history - Salary , first day worked, employment status , positions in the organization, appraisal data and hopefully, pre-organizational information

6. Training and development completed, both internally and externally Career plans including mobility Skills inventory - Skills, education, competencies look for transferable skills

7. USERS OF HRIS

8. FUNCTIONS OF HRIS

9. INTEGRATING THE TECHNOLOGIES OF HR HR functions Ex: compensation staffing training HRIS process of change has created significant challenges for HR professionals resulting in the transformation of traditional processes into on-line processes

10. INCREASED EFFICIENCY Rapid computing technology has allowed more transactions to occur with fewer fixed resources. Though technologies of early mainframes provided significant efficiencies in these areas The difference is that the record processing efficiencies that were once only available to large firms are now readily available to any organization size

11. INCREASED EFFECTIVENESS Computer technology is designed to improve effectiveness either by in terms of the accuracy of information Using the technology to simplify the process However, onerous manual reconciliation processes may be executed faster, but also with near perfect accuracy using automated systems. Using computer technology in these processes ensures accurate results

12. DESIGNING OF HRIS Data Collection - Nature and form of data will vary from organization to organization depending upon its objectives. After collection of data , the irrelevant data should be filtered out and the relevant data should be properly classified and tabulated so that it can be used easily when needed

13. Planning of System It requires the identification of objectives of the system This further requires a clear formulation of objectives of the organization, spelling out of the activities required to be carried out, work relationships, work patterns

14. Organizing Flow of Information The system designer should study what is the prevailing flow of information and compare it with what should be flow of information

15. Data Management - Data Management-A good data management system involves editing the data. Processing Operations - classifying ,analyzing , summarizing and editing the data. Storage of data- indexing, coding and filing of information.

16. Implementation This phase deals with the fitting in HRIS into the organization structure . The old information flow may be allowed to continue as it new system may be installed to meet the requirement of the new operation.

17. Feedback The regular feedback regarding the actual functioning of the HRIS is a must for the designers to fill up the gap between its planning and implementation . Hence the system should be continuously reviewed in the light of changes in the environment both within the organization and outside the organization

18. APPLICATIONS OF HRIS 1. Job Description Produce printouts that describes jobs according to user specifications and information input into the system. As a minimum job description includes job title, Purpose , duties and responsibilities 2. HR Planning Forecast demands for key jobs as well as employees turnover and patterns of inter-organizational mobility .

19. 3. Staffing Address recruitment, selection and placement functions and can include the following modules:- Applicant tracking Job posting Job requirements analysis Job person matching

20. 4. Succession Planning Report information on the availability if competent candidates for key positions . It can help in identifying candidates for each key positions and the development needs of candidates where they fall short of the requirements for a target job. 5. Training and Development It includes the following:- - Career planning. - Development needs analysis. - Development advisor.

21. 6. Performance Appraisal Help managers direct employees to achieve organizational goals and develop their competencies. It includes the following:- -Performance assessments -Goals accomplishments -Reward management 7. Job Evaluation - Computer assisted job evaluation system helps managers determine job evaluation points or classification levels and job hierarchies.

22. GROUP MEMBERS H.M.L.M.H.Nawarathna UWU/EAG/13/0022 M.M.B.S.Silva UWU/EAG/13/0035

23. THANK YOU