Scribd Logo
Upload

Welcome to Scribd!

  • 40 views

    HR Accounting & Audit: Ms. Anubha Rastogi

    Uploaded by

    aKSHAT sHARMA
    An HRIS is a system used to collect, store, and analyze HR data. It provides information to support HR decision-making. Key benefits include increased efficiency and availability of data for strategic planning. Common uses include automating payroll and benefits administration and tracking equal employment data. The document then discusses designing, implementing, and accessing an HRIS, as well as using HR data for accounting, auditing HR effectiveness, and benchmarking performance against other organizations.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    HR Accounting & Audit: Ms. Anubha Rastogi

    Uploaded by

    aKSHAT sHARMA
    40 views14 pages
    An HRIS is a system used to collect, store, and analyze HR data. It provides information to support HR decision-making. Key benefits include increased efficiency and availability of data for strategic planning. Common uses include automating payroll and benefits administration and tracking equal employment data. The document then discusses designing, implementing, and accessing an HRIS, as well as using HR data for accounting, auditing HR effectiveness, and benchmarking performance against other organizations.

    Original Title

    HRIS

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    An HRIS is a system used to collect, store, and analyze HR data. It provides information to support HR decision-making. Key benefits include increased efficiency and availability of data for strategic planning. Common uses include automating payroll and benefits administration and tracking equal employment data. The document then discusses designing, implementing, and accessing an HRIS, as well as using HR data for accounting, auditing HR effectiveness, and benchmarking performance against other organizations.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    40 views14 pages

    HR Accounting & Audit: Ms. Anubha Rastogi

    Uploaded by

    aKSHAT sHARMA
    An HRIS is a system used to collect, store, and analyze HR data. It provides information to support HR decision-making. Key benefits include increased efficiency and availability of data for strategic planning. Common uses include automating payroll and benefits administration and tracking equal employment data. The document then discusses designing, implementing, and accessing an HRIS, as well as using HR data for accounting, auditing HR effectiveness, and benchmarking performance against other organizations.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 14

    HRIS

    HR Accounting & Audit

    Ms. Anubha Rastogi


    Astt. Prof, Vidya School Of Business
    2015-16
    Human Resource Information Systems
    (HRIS)
    Virtually all HR management functions can be enhanced through the
    use of an HRIS – any organized approach for obtaining relevant and
    time information on which to base HR decisions

     Human resource information systems (HRIS)


     An integrated system of hardware, software, and databases designed to
    provide information used in HR decision making.
     Benefits of HRIS
     Administrative and operational efficiency in compiling HR data
     Availability of data for effective HR strategic planning

     Uses of HRIS
     Automation of payroll and benefit activities
     EEO/affirmative action tracking (Equal Employment Opportunities)

    2
    HUMAN RESOURCE INFORMATION SYSTEM
    Goal: Integrate Core Processes into Seamless System
    Input Data Types Output Data Uses* Contribute Toward Achievement of:
    Job Analysis Employee Tracking
    Recruitment Diversity Programs
    Organizational
    Selection/Job Posting/ Hiring Decisions
    Employee Referral Strategic
    Training Programs/E-
    T&D learning/Management Succession
    Plans
    Human
    Performance Appraisal Resource
    Compensation Information Compensation Programs
    System
    Benefits Benefit Programs (e.g.,
    prescription drug programs) Human
    Safety
    Resource
    Health Programs (e.g., Employee
    Health Management
    Assistance Programs)
    Labor Relations Bargaining Strategies Plans
    Employee Relations Employee Services

    *Certain data are available to employees at work or at home. Examples: supervisors might access just-
    in-time training for conducting performance appraisal reviews. Operative employees might enter time
    and labor data. All employees may be able to review 401(k) balances, transfer funds, make benefit
    elections, set annual performance goals, update personnel data.
    Typical Data Elements in a Human
    Resources Information System

    Employee personal data Salary administration


    Benefits information Skills
    Benefits plans Attendance
    Employee benefits information Performance/Discipline
    Dependents Health and Safety
    Training and development Payroll
    Employee work data
    Salary
    Performance review
    Job information
    Employment status information
    Hire/Termination information
    Work information
    Uses of an HR
    Information
    System (HRIS)
    Designing and Implementing
    an HRIS
     HRIS Design Issues
     What information available and what is information
    needed?
     To what uses will the information be put?
     What output format compatibility with other systems is
    required?
     Who will be allowed to access to the information?
     When and how often will the information be needed?
    Accessing the HRIS

     Intranet
     An organizational (internal) network that operates over
    the Internet.
     Extranet
     An Internet-linked network that allows employees access
    to information provided by external entities.
     Web-based HRIS Uses
     Bulletin boards
     Data access
     Employee self-service
     Extended linkage
    Calculating HR Cost

    HR Accounting
    ‘HRA is a process of identifying and measuring data about
    human resources and communicating this information to
    interested parties’.

    It involves measuring the costs incurred by organizations to


    recruit, select, hire, train, and develop human assets. It also
    involves measuring the economic value of people to the
    organization’.
    Top Five Principal Reasons for the
    Importance of Measuring Human
    Resources

     HR should be accountable (89.6%)

     People skills and knowledge most important source of sustained


    competitive advantage (84.7%)

     Understanding the value of people focuses us on future human resource


    needs. (76.7%)

     Measurement of human resources gives management needed information


    to support business strategies (74.3%)

     Enables management to make better informed decisions. (72.2%)


    Top Five Reasons Why Organizations Do
    Not Measure Human Resources

     Current HR measures lack precision (58.8%)

     Current HR measures are not widely accepted (50.56%)

     Current HR measures lack reliability (40.4%)

     Insufficient time to develop appropriate HR measures (40.1%)

     Current HR measures lack validity (38.5%)


    Objectives of HRA:
     Providing cost value information about acquiring, developing,
    allocating and maintaining human resources.
     Enabling management to monitor the use of human resources.

     Finding depreciation or appreciation among human resources.


     Assisting in developing effective management practices.
     Increasing managerial awareness of the value of human resources.

     For better human resource planning.


     For better decisions about people, based on improved information
    system.
     Assisting in effective utilization of manpower.
    Assessing HR Effectiveness
     HR Audit
     A formal research effort that evaluates the current state
    of HR management in an organization
     Audit areas:
     Legal compliance (e.g., EEO, OSHA, ERISA, and FMLA)
     Current job specifications and descriptions
     Valid recruiting and selection process
     Formal wage and salary system • Benefits
     Employee handbook
     Absenteeism and turnover control
     Grievance resolution process
     Orientation program
     Training and development
     Performance management system
    HRM Auditing Model
     Strategic-Level HRM — determines the effectiveness of HRM functions in the
    overall strategic plan of the organization
     Managerial-Level HRM — determines effectiveness of HRM functions within
    departments and units
     Operational-Level HRM — determines the effectiveness of HRM functions
    throughout the organization

    Reasons for Conducting HRM Audits


     When labour costs are large or the largest component of total product or
    service costs
     The personnel audit is used to justify the existence of budgets of staff and
    programs
     The personnel audit provides valuable feedback from employees and line
    managers
     The personnel audit may uncover problems such as unqualified HRM staff, lack
    of HRM policy compliance, or low employee satisfaction
    HR Performance and Benchmarking
     Benchmarking
     Comparing specific measures of performance against data on those measures
    in other “best practice” organizations
     Common Benchmarks
     Total compensation as a percentage of net income before taxes
     Percent of management positions filled internally
     Dollar sales per employee
     Benefits as a percentage of payroll cost

     Return on Investment (ROI)


     Calculation showing the value of expenditures for HR
    activities. C
    ROI 
    AB
    A = Operating costs for a new or enhance system for the time period
    B = One-time cost of acquisition and implementation
    C = Value of gains from productivity improvements for the time period

    You might also like