HUMAN RESOURCE INFORMATION SYSTEM
INTRODUCTION OF HRIS
WHAT IS HRIS?
WHAT ARE USES OF HRIS?
HOW IT IS HELPFUL FOR US?
• The Abbreviation Of HRIS Is Human Resource Information System And We Can
Define HRIS As It Is A Software Which Is Used In Small To Big Organizations And
This Software Helps The HR Managers To Manage The Payroll, Accounting And HR
Activates In The Company As Well As It Is A Systematic Way Of Storing
Information And Data To Help In Decision Making And Planning.
USES OF HRIS
BLEND OF HR WITH IT
POWERFUL ANALYSIS
COMMUNICATION PROCEDURE
HISTORY OF HRIS
• In the early development of human resource information systems, while
often accurate and comprehensive, were mainly used for administrative
and operational purposes. Forms were used to collect leave requests,
workers reward and accident data, and salary variation and superannuation
entitlements.
• Stage one (1900–1940s): Administration Stage
• Stage two (1940s–mid-1970s): welfare and administration stage
• Stage three (mid-1970s–late 1990s): human resource management and
strategic human resource management
• Stage-IV: Low Cost Era and Developing HRIS (1980-1990)
• Stage-I: Pre-world war-ii era and Developing Personnel Management
i. Appearance of the Term “Personnel”:-
ii. The Term Employee Welfare
iii. Record Keeping:-
Stage-II: Post world-war -ii era (1945-60):-
• During the 1945 and 1960 only manual work is done for manage all
HR activities in organization, they have human resources issues,
employees confidence and formal selection and development
method is earlier organization not so much focus on HR related
activities they was not taking interest in HR main function.
STAGE 2
• Employee Confidence:-
• Formal Selection and Development:-
• Use of computer Technology:-
Stage-III: Lawmaking era (1960-1980) and
Developing Human Resource Management (HRM):-
a) Human resource become Key in organization:-
b) Govt. and Regulatory Agencies Increased Reporting Requirement:-
c) Limited use Of HRIS :-
Stage-IV: Low Cost Era and Emerging HRIS (1980-
1990) :-
• To improve effectiveness and efficiency in-service delivery, through
cost reduction and value-added services, the HR departments came
under pressure to harness technology that was becoming cheaper
and more powerful and desired cost-effective HR software like HRIS.
The history of HRIS began from payroll systems in the late 1950s and
continued into the 1960s when the first automated employee data
used.
BUSINESS APPLICATION OF HRIS
1. More Convenient Access:-
2. Makes HR Simple:-
3. Analyze Data and Create Reports:-
4.Eliminates Fraud:-
5.Save Time and Money:-
PROS AND CONS OF HRIS
THE BASIC ADVANTAGE OF HRIS IS NOT ONLY TO COMPUTERIZE
EMPLOYEE RECORDS AND DATA BASE BUT TO MAINTAIN AN UP TO
DATE ACCOUNT OF THE DECEISIONS THAT HAVE BEEN OR THAT NEED
TO BE MADE AS PART OF A HUMAN RESOURCE MANGEMENT PLAN
• ADVANTAGES
1) PAYROLL
2) TIME AND LABOUR MANAGEMENT
3) EMPLOYEES BENEFIT
4) HR MANAGEMENT
PAYROLL:
1)AUTOMATE THE ENTIRE PAYROLL
PROCESS BY GATHERING AND
UPDATING EMPLOYEE PAYROLL
DATA ON REGULAR BASIS.
2)GATHERS INFORMATION.
TIME AND LABOUR MANEGMENT
1)APPLY NEW TECHNOLOGIES TO
EFFECTIVELY GATHER AND
APPRAISE EMPLOYEE TIME WORK
AND MANAGEMENT
EMPLOYEES BENEFITS:
TTHEY HELP TO MOTIVATE EMPLOYEE O WORK HARDER
•HR MANAGEMENT
• HIGHER SPEED OF RETRIEVAL AND RECURRING DATA.
• EASE IN CLASSIFYING AND RECLASSIFYING DATA.
DISADVANTAGES
• It can be expensive in terms of finance and man power.
• It can be threating and inconvenient.
• Computer cannot subtitles human beings.
CONCLUSION
• Human resources information systems (HRIS) can play an important
Part in a company’s HR function.
• USE OF COMPUTERIZED HRIS
• KEY COMPONENT OF ORGANIZATION
• HUMAN RESOURCE
