Human Resource Information Systems

Human Resource Information Systems
An HRIS, the abbreviation for Human Resources Information System, is a system that le
employees and information about them. It is usually done in a database or, more often,
databases.
HRIS systems include the employee name and contact information and all or some of th
1. department,
2. job title,
3. grade,
4. salary,
5. salary history,
6. position history,
7. supervisor,
8. training completed,
9. special qualifications,
10. ethnicity,
11. date of birth,
12. disabilities,
13. veterans status,
14. visa status,
15. benefits selected,
16. and more
Improvements in Technology relating to microcomputers and software have also had a m

information for managing human resources. Traditionally computers had been used in hu
compensation and benefits-for example, administering payroll.
However, new advances in microchips have made it possible to store large quantities of
and to perform statistical analyses that were once only possible with large mainframe co
Information System (HRIS) is a system used to acquire, store, manipulate, analyze, retr
related to the company’s human resources. From the manager’s perspective, an HRIS ca
decision making, to avoid litigation, to evaluate programs or policies, or to support daily
A human resource Information system can be as large or as small as is necessary and m

or upto twenty or so. Hundreds of HRIS software packages are being marketed for both
microcomputers. A great many decisions need to be made in the course of adopting and
specific needs of the organization should dictate the type of human resource Information
potentially expensive, complex, and time consuming as the addition or upgrading of an H
and planning.
In adopting a HRIS following issues need to be addressed:
 Careful need assessment

 What type and size of HRIS should be adopted
 Whether to develop software or buy and use off the shelf software
 Should the HRIS be implemented in total or in stages.
A computerized HRIS is an information system that makes use of computer and mon
movement of human being from the time they indicate their intention to join an organ
after joining . It consists of the following sub-system.
 Recruitment Information: It includes the placement data bank advertisement m

and training requirement data.
 Personnel Information: It includes employee information such as transfer monit
promotion details.
 Manpower Planning Information: It seeks to provide information that could as
mobilization, career planning, succession planning and input for skill development.
 Training Information: It provides information for designing course material, arra
cost analysis of training etc.
 Health Information System: This subsystem provides information for maintenan
of the employees.
 Appraisal Information: It deals with the performance appraisal and merit rating
input for promotion, increment and secession and career planning etc.
 Payroll System: It consists of information concerning wages, salaries incentives,
for provident fund etc. Data on compensation pattern of competitor is also include
 Personnel Statistics System: It is a bank of historic and current data used for v
Uses of HRIS
Human resource information system refers to the system of gathering, classifyin

dismantling the information required for efficient and effective management of huma
Need for such a system arises due to several factor.
1. Organizations that employ a very large number of people, it becomes necessary to

for taking personnel issues.
2. In a geographically dispersed company every office requires timely and accurate in
management. If information is stored in a multiple location cost and inaccuracy wi
3. Modern day compensation package is complex consisting of many allowance and d
available data can become useful for taking timely decisions.
4. Organizations have to comply with several laws of the land. A computerized inform
retrieve data quickly and correctly enabling the organization to comply with statut
5. With the help of computerization personnel information system, employer record a
retrieved for cross-referencing and forecasting. The system should be oriented tow
than towards record keeping.
6. Necessary flexibility for adaptation to changes taking place in the environment can
information system.
In the field of human resource management, information system has been limited to pay
work history report of new hires, termination and insurance payment. Gradually howev
started computerized information system in the area of collective bargaining, employee
appraisal etc. With sophisticated software, computer based information system can be
of human resource management. A sound HRIS can offer the following advantages:
 Clear definitions of goal.

 Reduction in the amount and cost of stored human resource data.
 Availability of timely and accurate information about human assets.
 Development of performance standard for the human resource division
 More meaningful career planning and counselling at all levels.
 Individual development through linkage between performance reward and job train
 High capability to quickly and effectively solve problems.
 Implementation of training programmes based on knowledge of organizational nee
 Ability to respond to ever changing statutory and other environment
 Status for the human resource functions due to its capability for strategic planning
HRIS software:
 Abra Suite: for human resources and payroll management

 ABS (Atlas Business Solutions): General Information, Wages information, emer
Evaluators, Notes customer information, Documents and photos, Separation inform
 CORT: HRMS: applicant tracking, Attendance tracking and calendars, Wage inform
to information, Status tracking, Job history tracking, Cost center tracking, Reviews
change tools etc.
 HRSOFT: Identify and track senior managers, Assess management skills and talen
reports, resumes, employee profiles, replacement tables and succession analysis r
promotion, skills shortages, unexpected vacancy, Discover talent deep, Competenc
development, align succession plans etc.
 Human Resource MicroSystems: sophisticated data collection and reporting, flexib
compensation, employment history, time off, EEO, qualifications, Applicant/Requis
Control/Succession Planning, Training Administration, Organization Charts, HRIS-P
self-service), HR Automation (eNotification and eScheduler), and Performance Pro
 ORACLE- HRMS: Oracle iRecruitment, Oracle Self-Service Human Resources, Pay
Learning Management, Oracle Time and Labor
 PEOPLESOFT: Enterprise eRecruit, Enterprise Resume Processing, Enterprise Servi
Planning, Warehouse
 SAP HR: Human Capital Management (HCM) for Business, All-in-One: Rapid HR,
 SPECTRUM HR: iVantage® and HRVantage®. iVantage is a Web-based HRIS pro
with up to 10,000 employees.
 VANTAGE: HRA: 'Point-and-Click' report writing, internal Messaging System for le
someone else or to everyone using HRA - very useful for Benefit Applications, Disc
Employee Summary Screen for Basic, Leave (Absenteeism) and Salary/Position Hi
Leave Tracking Module.
Why Implement a Human Resource Information Software (HRIS) System?
Running a business will generate a lot of information, both related to the business and re
need to be able to harness and secure this information in a system for a couple of differe
want confidential information about your organization or employees getting into the wro
human resource information software (HRIS) system is a wise choice because it will redu
generated, organize your data, streamline processes, and help your company's bottom l
So, why is HR information important? Your employees are your biggest asset-having a s
private personnel information, safely and securely is critical. You have worked hard to be
don't ruin that credibility by mishandling confidential information.
Making a Business Case for the HRIS System

The HRIS system is an investment to an organization. An HRIS system is more than just
tool to contain confidential information about your organization's employees. The HRIS s
a financial perspective. For instance, an HR manager or department usually has to justif
functions are not tracked properly, you could be losing money. These include:
 Providing benefits for ineligible employees or their dependents.

 Cost of training new employees.
 Documenting why people leave the organization because the cost of terminations i
why people leave, then changes can ensue.
 Not properly recording vacation or sick leave taken. Time and attendance creates
a way to track it to ensure there is not abuse of the system or employees taking ti
reduce the risk of losing productivity and, ultimately, revenue.
 Reduce potential legal expenses in an employee dispute. Accurate and complete re
or diffuse a situation before it even gets in the courts.
Other justifications for a HRIS system can include savings in paper and supply costs and
human resource tasks. By implementing an effective HRIS system, the organization is w
confidentiality of their employees' information.
Critical Analysis
Although almost all HR managers understand the importance of HRIS, the general perce
can do without its implantation. Hence only large companies have started using HRIS to
But HRIS would be very critical for organizations in the near future. This is because of a
 Large amount of data and information to be processed.

 Project based work environment.
 Employee empowerment.
 Increase of knowledge workers & associated information.
 Learning organization
The primary reason for delay in HRIS implementation in organizations is because of the
"technology" and "IT" in the minds of senior management. They may not be very tech sa
But trends are changing for the better as more and more organizations realize the impor
Major HRIS providers are concentrating on the small and middle range organizations as
their products. They are also coming up with very specific software modules, which woul
needs. SAP and Peoplesoft provide HR modules within their business intelligence softwar
an integral part of HR activities in all organization.

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Human Resource Information Systems

Improvements in Technology relating to microcomputers and software have also had a m

A human resource Information system can be as large or as small as is necessary and m

 Careful need assessment

 Recruitment Information: It includes the placement data bank advertisement m

Human resource information system refers to the system of gathering, classifyin

1. Organizations that employ a very large number of people, it becomes necessary to

 Clear definitions of goal.

 Abra Suite: for human resources and payroll management

Why Implement a Human Resource Information Software (HRIS) System?

Making a Business Case for the HRIS System

 Providing benefits for ineligible employees or their dependents.

 Large amount of data and information to be processed.

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