Human Resource management presentation on HR Audit & Human resource information system

1. HR AUDIT & HR
INFORMATION SYSTEM
GROUP E

2. TEAMMATES
Atul Kumar Sharma
Ekta Sharma
Niketa Chaudhary
Priya Dixit
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3. HUMAN RESOURCE
 Human resources are people, and human
resource management (HRM) is the process
an organization undergoes to manage people in
order to achieve its goals.
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4. FEATURES OF
HUMAN RESOURCE MANAGEMENT
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5. HUMAN REOURCE INFORMATION SYSTEM
(HRIS)
 A HRIS, which is also known as a human resource
information system or human resource management
system (HRMS), is basically an intersection of human
resources and information technology through HR
software. This allows HR activities and processes to occur
electronically.
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6. People
Administration
Recruitment
Personal self
services
Payroll
Leave &
Absence
Training &
Development
FEATURES OF HRIS
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7. PROCESS OF HRIS
 Identifying the need of the firm
 Organising the needs of a firm
 Implementation of plans
 Evaluations exercises to find-out gaps &
Rectification
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8. USES OF HRIS
The various fields of organisation in which HRIS is widely used
 Personnel Administration:
These information describe the employee. These may include
name, address, date of birth, marital status, and the date of
joining the organisation.
 Salary Administration:
It provide a report containing information like present salary,
benefits, last pay increase and proposed increase in future.
 Skill Inventory:
Recording employee skills and monitoring a skill data base,
such data skill record identify employees with the
necessary skill for certain positions or jobs in an
organisation. 8

9. USES CONTD...
 Medical History: It also maintain occupational health data
required for industrial safety purposes, accident monitoring, and
so on.
 Manpower Planning: It keeps information of organisational
requirements in terms of positions. HRIS connects employees
to the required positions in the organisation.
 Career Planning:
By providing necessary information such as which employees
have been earmarked for which positions, HRIS facilitates
positional advancement of employees. In other words, HRIS
helps in planning for succession.
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11. HR AUDIT
 A Human Resources Audit is a process of
examining human resources policies,
procedures, documentation and systems to
identify needs for improvement and
enhancement of the HR functions.
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12.  The purpose of audit is to reveal the strength &
weaknesses in the organisation’s Human Resource
System, to find out any issue that needs resolution.
 The audit works well when the focus is on analysing
& improving the HR function in the organisation.
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13. FREQUENCY OF HR AUDITS
 It is best to have an HR audit once in a year.
 If so, it would make all functioning fair &
smooth.
 Ideally it is conducted at a gap of 18
months.
 But the management must ensure its
frequency so that to have a timely &
managed system.
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14. TYPES OF HR AUDITS
 Compliance :- focuses on how well the company with
current Governmental Laws, Rules & Regulations.
 Best Practice :- helps the organisations in maintain or
improve the competitive advantage by comparing its practices
with other companies' HR Practices.
 Strategic :- Focuses on the strengths & weaknesses of the
system, & processes to determine, companies HR Practices to
resolve it.
 Function-Specific :- Focuses on the specific area of HR
Function. (Payrolls, performance management, record
retention etc.) 14

15. HR AUDIT METHOD
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