Presentation HRIS.pptx..........................

...................

1. Presenter Salahuddin Ahmad Tutor Dr. Naveed Iqbal Course HRIS

2. Current System SUI Northern Gas Regional Office Atd use Oracle HR for managing their HR activities. Oracle HR is access through network computer and information enter and receive through electronic files and via spreadsheets Data can be collected through both paper and electronic files and then this fata used for practical decision making like making policies and procedures, improvements and enhancing policies.

3. Functions Organizational workforce Payroll Attendance and Time Tracking Benefits Administration Performance management

4. Strengths Real-time information access Data driver approach Free HR resources Reduced costs Benefits administration. Report generation and processing. Performance management.

5. Problems Not user friendly Need updated version. Need high training to use the system. When system used in different sections system get slow or laggy sometimes Lagging in Real-time information access Less Scalability Less employee engagement No access to more improved features Inability to track training.

6. Mind Mapping

7. Affinity Diagram

8. Relative Importance Index RII=∑ Wr ( Hn *N) No Critical success factors Total weight RII 1  Access of real time information 17 0.34 2  Reduce manual effort. 18 0.36 3 Increase efficiency 17 0.34 4  High employee satisfaction 18 0.36 5  Compliance with laws. 17 0.34 6  Access to improved features 16 0.32 7 Scalability 18 0.36 8  Data driver approach 17 0.34 9  Improve productivity 18 0.36 10  Free HR resources so that they can focus more on Strategies.   15 0.30 11  Reduce costs of HR 16 0.32 12  Employee engagement 17 0.34

9. 13 Ability to track training, licenses, certifications, and education. 17 0.34 14  Performance management. 22 0.44 15  Report generation and processing. 17 0.34 16  Tracking and managing employee information 17 0.34 17  Recruit and retain top talent 16 0.32 18  Creating and managing effective development programs for employees.   15 0.30 19  Maintaining a positive work culture and engaging employees.   18 0.36 20  Employee Database 20 0.40 21  Payroll System 19 0.38 22  Time and Attendance Tracking 20 0.40 23  Benefit Administration 21 0.42 24  Training. 17 0.34 25  Succession planning. 18 0.36

10. RII Critical success factors RII Performance Management 0.44 Benefits Administration 0.42 Time and Attendance Tracking 0.40 Employee database 0.40 Payroll 0.38

11. Updated System Benefits Administration It is a critical component that allows organizations to efficiently manage and administer employee benefits. It include several programs health insurance, retirement plans, life insurance, disability coverage, and flexible spending accounts, should be supported by the system. Administrators should be able to set up and customize benefit programs in accordance with the regulations and policies of the company. System should provide a user-friendly interface so that employee can take part in benefits programs. The system should allow members to see their benefits plans. To maintain data security and privacy, user authentication and access control procedures should be implemented.

12. Time and Attendance Tracking Time and Attendance Tracking module, is a critical component which helps organizations to accurately record and manage employee work hours, attendance, and related data. The system should enable employees to record their work hours accurately, including regular hours, overtime, breaks, and any other time-related information. It should allow a variety of time entry techniques, including manual entry, web-based timesheets, mobile apps, and interaction with biometric or time clock devices. Employee attendance, including absences, leaves of absence, and other sorts of time off, should be tracked by the system.

13. Payroll Automated payroll processing, which creates pay slips, tax documents, and other necessary paperwork. System should be integrated with time and attendance tracking for payroll integrated. Data protection and privacy rules must be followed, as well as the security and confidentiality of employee payroll information. System must be integrated with existing HR systems such as employee management, time and attendance, and accounting systems.

14. Employee Database System should be capable of managing additional information such as performance evaluations, disciplinary actions, and training records. System should have employee self-service which should allow employees to access their personal information like they can assess their performance, rewards, trainings, and many other. Ability to store and manage employee-related digital documents such as resumes, offer letters, contracts, certificates, and performance reports and reviews. The system should have a friendly user-interface for data entry and navigation.

15. Performance Management System should enable HR professionals to use the HRIS to develop and assign individual and team goals. System should be capable of defining and measuring critical performance metrics and indicators like productivity, quality, and customer satisfaction. System should produce real-time reports related to employee’s performance. System should allow manager to create individual training programs for employees to increase their performance.