THIS IS FOR ALL MBA STUDENTS AND b tec

1. MUNDRIKA KUMAR SAH

2. Agenda
 History of HRIS
 Concept of HRIS
 Utility and Applications of HRIS
 HRIS Track
 Need of HRIS
 Development
 Benefits
 Limitations
 Conclusion

3. History of HRIS
 H 1950‟s - virtually non-existent
 ‟ 1960‟s - only a select few
 ‟ 1970‟s - greater need
 ‟ 1980‟s - HRIS a reality in many orgs
 ‟ 1990‟s - Numerous vendors, specialties
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4. INTRODUCTION
A Human Resource Information System (HRIS), is a
software solution for small to mid-sized
businesses to help automate and manage
their HR, payroll, management and
accounting activities.

5. Continue…
 Human Resource Information System (HRIS) is a
systematic way of storing data and information for
each individual employee to aid planning, decision
making, and submitting of returns and reports to
the external agencies.
 A HRIS generally should provide the capability to
more effectively plan, control and manage HR
costs; achieve improved efficiency and quality in
HR decision making; and improve employee and
managerial productivity and effectiveness.

6. Applications and Utilities
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7. HRIS Track
Personal Recruitment Employment Salary
Records & Selection Equity Administration
Medical Pension
Records People Administration
Health & Job Positions Employee
Safety Relations
HR Planning Trng. & Dev. Compensation Benefits

8. Why HRIS is needed?
 Storing information and data for each individual
employee.
 Providing a basis for planning, decision making,
controlling and other human resource functions.
 Building organizational capabilities
 Job design and organizational structure
 Increasing size of workforce
 Technological advances
 Computerized infor. system
 Changes in legal environment

9. HRIS - Development
CONCIEVE & PLAN
ANALYSE
DESIGN
TEST
IMPLIMENT
MAINTAIN

10. HRIS - Benefits
 Higher Speed of retrieval and processing of data.
 Reduction in duplication of efforts leading to reduced
cost.
 Ease in classifying and reclassifying data.
 Better analysis leading to more effective decision
making.
 Higher accuracy of information/report generated.
 Fast response to answer queries.
 Improved quality of reports.
 Better work culture.
 Establishing of streamlined and systematic procedure.
 More transparency in the system.
 Employee – Self Management.

11. HRIS – Limitations
 It can be expensive in terms of finance and
manpower.
 It can be threatening and inconvenient.
 Thorough understanding of what
constitutes quality information for the user.
 Computer cannot substitute human beings.
 Lack of communication
 Time of year and duration
 No or poorly done needs analysis

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13. Conclusion
 HRIS is a set of inter related components
working together to collect, process and
store information to support HR decision
making, coordination and control in an
organization.

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