Uploaded bymarwaansaad77
PPTX, PDF65 views

HRIS INTRO.pptx Human resource information system

Human resource management system

Embed presentation

Download to read offline
1 / 142
2 / 142
3 / 142
4 / 142
5 / 142
6 / 142
7 / 142
8 / 142
9 / 142
10 / 142
11 / 142
12 / 142
13 / 142
14 / 142
15 / 142
16 / 142
17 / 142
18 / 142
19 / 142
20 / 142
21 / 142
22 / 142
23 / 142
24 / 142
25 / 142
26 / 142
27 / 142
28 / 142
29 / 142
30 / 142
31 / 142
32 / 142
33 / 142
34 / 142
35 / 142
36 / 142
37 / 142
38 / 142
39 / 142
40 / 142
41 / 142
42 / 142
43 / 142
44 / 142
45 / 142
46 / 142
47 / 142
48 / 142
49 / 142
50 / 142
51 / 142
52 / 142
53 / 142
54 / 142
55 / 142
56 / 142
57 / 142
58 / 142
59 / 142
60 / 142
61 / 142
62 / 142
63 / 142
64 / 142
65 / 142
66 / 142
67 / 142
68 / 142
69 / 142
70 / 142
71 / 142
72 / 142
73 / 142
74 / 142
75 / 142
76 / 142
77 / 142
78 / 142
79 / 142
80 / 142
81 / 142
82 / 142
83 / 142
84 / 142
85 / 142
86 / 142
87 / 142
88 / 142
89 / 142
90 / 142
91 / 142
92 / 142
93 / 142
94 / 142
95 / 142
96 / 142
97 / 142
98 / 142
99 / 142
100 / 142
101 / 142
102 / 142
103 / 142
104 / 142
105 / 142
106 / 142
107 / 142
108 / 142
109 / 142
110 / 142
111 / 142
112 / 142
113 / 142
114 / 142
115 / 142
116 / 142
117 / 142
118 / 142
119 / 142
120 / 142
121 / 142
122 / 142
123 / 142
124 / 142
125 / 142
126 / 142
127 / 142
128 / 142
129 / 142
130 / 142
131 / 142
132 / 142
133 / 142
134 / 142
135 / 142
136 / 142
137 / 142
138 / 142
139 / 142
140 / 142
141 / 142
142 / 142
HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM/ HUMAN RESOURCE INFORMATION SYSTEM
WHY COMPUTERISE PERSONNEL RECORDS AND INFORMATION SYSTEMS? To provide essential to human resource planning Aid the evaluation of current personnel policies and practices. Enable to produce an inventory of manpower. Preparation of several reports and returns submission to various government/non government agencies.
INTRODUCTION TO HRMIS/HRIS. Human Resource Information System (HRIS) manages employee data. HRIS focuses on employee-related data. To understand the concept of Human Resource Information Systems To familiarize the applications of HRIS in Organizations
LEARNING OBJECTIVES The meaning and definition of HRIS The importance of HRIS Data and information needs for HR manager Sources of data Concept structure and mechanics of data Survey of software packages for HRIS Basic knowledge of ERP software such as SAP, Oracles Financials and Ramco’s Marshal
DIFFERENCE BETWEEN HRIS AND MIS. HRIS a) Maintains employee records, prepares salaries and wages, and supports core HR processes. HRIS can help with recruitment, performance appraisal, and training. MIS A. Collects, processes, stores, and shares data to help with decision-making. MIS helps managers plan, set goals, and formulate action plans.
HOW THEY WORK TOGETHER HRIS provides MIS with employee information, such as qualifications, skills, experiences, and past performances. HRIS can help automate and streamline processes, which can improve efficiency and employee experience. MIS can analyze data from HRIS to help with strategic planning and decision-making.
ADVANTAGES OF HRIS Efficiency: HRMIS can streamline processes, reduce manual work, and automate repetitive tasks. Data accuracy: HRMIS centralizes employee data, which can reduce errors and inconsistencies. Compliance: HRMIS can help organizations comply with labor laws and regulations. Employee engagement: HRMIS can provide self-service portals for employees to update their information, request time off, and more. Strategic planning: HRMIS can provide data analytics and reporting to help identify trends and patterns. Onboarding: HRMIS can help with the onboarding process for new hires. Performance management: HRMIS can help evaluate employee work through performance assessments, goal setting, and feedback delivery. Payroll: HRMIS can automate the payroll process, including entering contractual data and new hire information. Time and attendance tracking: HRMIS can help manage employee schedules and attendance. Training and development: HRMIS can help create and manage employee training programs, including identifying training needs, monitoring progress, and evaluating effectiveness. Recruitment: HRMIS can capture details about recruitment activities, such as costs, time required to fill positions, and type of recruitment.
DISADVANTAGES OF HRIS Data security: HRIS stores sensitive employee information, making it a target for cyber-attacks and data breaches. Cost: HRIS software can be expensive to purchase, install, and maintain. Technical difficulties: Software can malfunction, making it difficult to access employee data. Training: New HRIS software requires upfront training for employees. Inconsistent updates: Keeping HRIS policies, tools, and practices up to date requires ongoing effort. Compliance errors: Even with HRIS software, businesses are still responsible for compliance with laws. Overestimating statistics: Some metrics can only be observed through direct communication. Need for specialists: HRIS still requires in-house HR specialists. Unauthorized access: There is a risk that unauthorized people may access employee information.
INTRODUCTION TO CHAPTERS CHAPTER 1: THE BACKBONE OF MODERN HR a. Brief History and Overview of Technology in HR. b. Database Concepts and Applications in HRIS. c. Systems Considerations in the Design of an HRIS: Planning for Implementations.
THE EVOLUTION OF THE TECHNOLOGY OF HRIS Human Resource Information Systems (HRIS) have evolved from basic payroll systems to complex analytical tools that support management decision-making. Early stages Payroll systems: In the 1950s and 1960s, HRIS started as payroll systems that were used to centralize personnel data Applicant Tracking Systems (ATS): In the 1970s, ATS was introduced to help manage job applications 1980s Functional features: HRIS systems began to include features to attract, retain, and reward employees Resume parsing: ATS systems began to include resume parsing to help recruiters analyze large numbers of applications
1990s and 2000s Enterprise Resource Management (ERP) systems: ERPs shifted HR from record keeping to a core function of the organization Internet: The internet allowed for real-time data sharing, which improved communication and collaboration Modern HRIS Cloud and Software as a Service (SaaS): HRIS has moved to the cloud and SaaS platforms AI and automation: HRIS uses AI and automation to process and manage employee data Immersive technologies: Virtual reality (VR) and augmented reality (AR) are used to improve HR training and development
FIVE TYPES OF HRIS Operational Collects and reports on employee records, performance, and position details Tactical Helps managers make decisions about resource allocation, job analysis, and employee development Strategic Helps businesses plan for growth by filling roles, preparing for new projects, and entering new markets Comprehensive An integrated database of employee files that can be used to create reports Limited-function A standalone solution with advanced features for specific needs
NATURE AND PURPOSE OF HRIS A Human Resource Information System (HRIS) helps organizations manage employee information and processes. The purpose of an HRIS is to improve the employee experience, streamline processes, and ensure compliance.
DESCRIBE THE DIFFERENCES BETWEEN E-HRM AND HRIS The main difference between HRIS (Human Resource Information System) and e-HRM (Electronic Human Resource Management) is who can access the data. HRIS is primarily used by HR staff, while e-HRM provides access to HR data for employees, managers, and potential employees.
HRIS a) A system that stores and tracks employee information in databases b) Used by HR staff to improve HR department processes c) Collects, analyzes, and reports information about people and jobs d) Designed to provide up-to-date information at a reasonable cost e-HRM a) Uses web-based technologies to support HR activities b) Provides access to HR data for employees, managers, and potential employees c) Includes e-recruitment, e-selection, e-performance management, and e-learning d) Aims to improve HR services, reduce administrative costs, and improve decision making
HOW THE INFORMATION FROM AN HRIS CAN ASSIST ORGANIZATIONAL DECISION MAKING? HRIS data can inform strategic workforce planning by providing insights into workforce demographics, skills inventory, succession planning, and talent gaps. This enables HR leaders to align HR strategies with overall business objectives and anticipate future staffing needs.
HOW HRM AND HRIS FIT WITHIN A COMPREHENSIVE MODEL OF ORGANIZATIONAL FUNCTIONING IN GLOBAL BUSINESS ENVIRONMENTS Human resource management (HRM) and human resource information systems (HRIS) are both important parts of a comprehensive model of organizational functioning in global business environments. HRM systems use HRIS software to automate administrative tasks and provide data-driven insights for strategic decision-making.
HOW HRM AND HRIS FIT TOGETHER HRM HRM systems help organizations manage their human resources, including planning, procurement, development, maintenance, and utilization. HRIS HRIS software centralizes and automates HR processes, such as employee data management, benefits administration, and time and attendance tracking.
HOW HRM AND HRIS CAN HELP ORGANIZATIONS? Improve decision-making: HRIS systems provide accurate and comprehensive information about employees, which helps organizations make better decisions. Improve employee experience: HRIS systems can help organizations improve employee experiences by automating administrative tasks. Improve efficiency: HRIS systems can help organizations improve efficiency by automating administrative tasks. Improve compliance: HRIS systems can help organizations improve compliance by automating administrative tasks. Improve productivity: HRIS systems can help organizations improve productivity by providing data-driven insights for strategic decision-making.
DATA AND INFORMATION NEEDS FOR HR MANAGER The “Data” is considered as “Raw Facts” and “Information- processed data output” Human resources metrics, or tracking employee and employer data, is the key to effective HR management Many forms of data are required by law to be maintained by employers, while other data is helpful to delivering efficient services to employees and determining HR staffers’ abilities to meet the needs of the workforce.
THE USAGE OF DATA AND ITS INFORMATION ARE DISCUSSED BELOW: Employee Count The employee base, or the number of workers employed, is critical data for HR to track. Everything from the ratio of HR staffers to employees to the organization’s ability to negotiate group health insurance rates depends on the number of employees. For example, HR best practices suggest a ratio of one full-time HR staffer for every 100 employees. 5 Companies in their growth stages should track employee base numbers to determine how many HR staffers they should hire.
Voluntary EEO (Equal Employment Opportunity) Government contractors are required to track applicant and employee data such as race, age, sex, disability and veteran status to use when analyzing their companies’ diversity representation. Wages HR should track current and historical compensation data. Current salaries and wages are obviously tracked for accurate payroll processing; however, tracking historical data on the company’s wages is equally important. Training Expense Tracking data concerning employee training can assist in illustrating the return on investment in employees’ professional development.
WHAT ARE DATABASE CONCEPTS? A database is an organized collection of structured information, or data, typically stored electronically in a computer system. A database is usually controlled by a database management system (DBMS).
WHAT ARE APPLICATIONS OF HRIS? A human resource information system comes with three major applications – talent acquisition, talent management, and talent optimization – all this with the effective backing of data.
THE END
INTRODUCTION TO CHAPTER 2 DATA MANAGEMENT A. Data management for Human Resource Information System B. Data formats C. Entry procedure & process D. Data storage & retrieval E. Transaction processing F. Office automation G. Information processing and control functions
DATA MANAGEMENT FOR HUMAN RESOURCE INFORMATION SYSTEM Data management for a Human Resource Information System (HRIS) is the process of collecting, storing, and organizing employee data. It's a key feature of HRIS systems, and helps ensure that data is accurate, secure, and accessible.
WHY IS DATA MANAGEMENT IMPORTANT FOR HRIS? Informed decision-making: Accurate data helps HR professionals make better decisions about recruiting, performance management, and employee retention Operational efficiency: HRIS data management can reduce paperwork and save time Compliance: HRIS data management helps organizations comply with labor regulations Security: HRIS data management protects sensitive employee information, such as medical and financial records
HOW TO IMPROVE HRIS DATA MANAGEMENT? Conduct regular audits: Use a checklist to evaluate the data against a benchmark Implement data validation protocols: Ensure that data is accurate and up to date Automate routine tasks: Use automation tools for data entry Integrate with other systems: Connect HRIS with payroll and other systems Provide training and support: Ensure that HR staff are well-trained and have access to user support
DATA FORMAT Only some of the organizations had sufficient policies and procedures in place to collect the majority of the necessary HR data. For those not having sufficient policies and procedures in place, this deficiency may limit their ability to extract report or analyze performance in areas where information cannot be collected and maintained in a structured and easy to access format.
COMMON DATA FORMAT Common Data Format (CDF) is a data format that stores and manages multidimensional data. It's a platform-independent format that allows developers to manage data arrays. Features of Common Data Format (CDF). Self-describing: CDF files include information about the data they contain Device-independent: CDF files can be accessed on any platform that has CDF ported to it Read/write interfaces: CDF has interfaces for C, FORTRAN, Java, Perl, C#/Visual Basic, IDL, MATLAB, and more Free: NASA provides CDF software, documentation, and user support services for free
ENTRY PROCEDURE AND PROCESS All organizations should have appropriate guides and instructions, which outline the processes for entering data and preparing reports from their HRIS systems. However, in most cases, considerable efforts and resources are required to collect and arrange the data for presentation to users. Lack of awareness of the capabilities of the HRIS, and lack of staff training, also indicates that the capabilities of HRIS are not being maximized in the most efficient and effective manner.
INFORMATION USED FOR DECISIONS All organizations should use information from the HRIS to monitor progress in some important HR areas and to make decisions regarding key operational issues. Although shadow systems were sometimes used to generate additional HR data, particularly for some of the more strategic HR issues, this represented something of a missed opportunity. However, many managers consider that there is scope to improve the information that is provided to them on a regular basis.
CONTINUOUS IMPROVEMENT Although the organizations review aspects of their HR information needs, processes and data quality from time to time, it is not usually done as part of a systematic management plan and business plan. There may be lack of basic financial and operational information on costs, which made it impossible for the organizations to measure the cost-effectiveness of their HRIS, including core and shadow systems, and the return on their investment.
Human Resource Process : The Human Resource Process includes maintenance of personnel records, annual review and revision of employee handbook, audit of HR strategies, policies and procedures, 33 implementation of employment/termination procedures, employee development program, performance management process, on-site support, employee retention programs, employee morale building, and compensation plan review. Recruiting and Employment Process: Different activities of recruiting service process are employment verification, job description development strategy, applicant screening, reference and background check, conduct of interviews etc. This process involves back office support for recruitment processes, skill testing and new employee orientation program.
Benefits Administration Processes: Various activities of this process are brokerage services, custom benefit plan strategies and design, benefit analysis, cost control and reduction, recommendations, development of employee communications, eligibility and enrollment services, employee claims resolution, monthly invoice audit and reconciliation, on-line employee access to benefits information, health and welfare, defined benefit, defined contribution, employee call center, Ecommerce etc. Other Processes: Other processes are payroll process, HR outsourcing processes, talent solutions consulting processes, contact center processes, health care processes, talent and organizational change processes, personnel policies & procedures, human resource administration processes, training & development processes, wage and salary administration processes, employee relations processes, knowledge management processes etc.
DATA STORAGE Data storage in a human resource information system (HRIS) is the process of keeping employee data in a secure place. HRIS data includes names, addresses, Social Security numbers, and performance reviews. Data storage in HRIS Security: HRIS data is sensitive and needs to be protected from unauthorized access. Encryption: Data encryption converts sensitive information into an unreadable format that can only be accessed with a key. Access controls: Role-based access controls (RBAC) limit what employees can see. Audit trails: Audit trails record all data access and modification activity. Multi-factor authentication (MFA): MFA requires multiple verification factors to access the HRIS. Software updates: Regular software updates help protect against vulnerabilities.
INDIVIDUAL ASSIGMENT 1. Steps for implementing an HRIS? 2. Benefits of HRIS? MINIMUM 10 BENEFITS 3. HRIS functions?
TRANSACTION PROCESSING Transaction processing in a Human Resource Information System (HRIS) involves recording and processing employee-related transactions. How does transaction processing work in HRIS? a) Data entry: Employees enter data into the HRIS b) Data storage: The HRIS stores the data c) Data processing: The HRIS processes the data to create information d) Document generation: The HRIS generates documents and reports based on the processed data e) Inquiry processing: The HRIS allows users to retrieve specific data
WHAT ARE THE BENEFITS OF TRANSACTION PROCESSING IN HRIS? Efficiency: Automated workflows and real-time data can improve efficiency Productivity: Improved efficiency can increase productivity across the organization Data integrity: TPS ensure that data is accurate and reliable Timely reports: TPS can produce reports quickly
OFFICE AUTOMATION Office automation is the use of software and systems to manage data and perform tasks. HRIS stands for Human Resources Information System, and it uses office automation to automate HR processes. Office automation is a general term that describes the different types of computer systems and software that are used to collect digitally, store, transfer, alter and utilize office information to execute tasks. In essence, office automation helps to manage data. Examples of office automation systems Video conferencing solutions like Zoom or Microsoft Teams, Collaboration platforms like Slack, and Business process management (BPM) software.
BENEFITS OF OFFICE AUTOMATION IN HRIS Payroll: Automates payroll calculations, which reduces errors and saves time Cost analysis: Provides data on employee compensation, benefits, and expenses Compliance and reporting: Generates payroll reports, tax forms, and other financial documents Time tracking: Automates time tracking for employees Benefits administration: Automates the administration of employee benefits Employee onboarding: Automates the administration of employee onboarding Frees up HR employees: Frees up HR employees to focus on more strategic tasks
DESIGN OF HUMAN RESOURCE INFORMATION SYSTEM Designing a human resource information system (HRIS) involves identifying information needs, designing the system, and implementing it. Steps for designing an HRIS 1. Determine information needs Consider the information needs of managers at different levels. This may involve studying the organization's activities. 2. Design the system Structure the flow of information to meet the needs of managers. This may involve developing processing techniques for specific data sets. 3. Implement the system Set up the HRIS and train employees on how to use it. This may also involve streamlining procedures and integrating the HRIS with other organizational components.
FACTORS TO CONSIDER WHEN DESIGNING AN HRIS Privacy: Protect employee privacy and ensure that data is accurate. Access: Require usernames and passwords for access and keep logs of access requests. Security: Ensure that the system is secure.
RELEVANCE OF DECISION MAKING CONCEPTS FOR INFORMATION SYSTEM DESIGN Decision-making concepts are relevant to information system design because they help ensure that information systems provide the right information to support decision-making. Decision-making The process of identifying a decision, gathering information, and assessing options. Information systems Systems that store, manipulate, and distribute information to help decision makers.
INFORMATION SYSTEMS HELP DECISION MAKERS BY: Providing accurate information: Helping decision makers make informed decisions based on facts and data Supporting problem solving: Helping decision makers identify problems and evaluate solutions Assessing risk: Helping decision makers make decisions that minimize harm and maximize benefits Forecasting: Helping decision makers anticipate future events and trends Some examples of information systems include: Management Information Systems (MIS) Provide information to help managers make decisions about organizational issues Decision Support Systems (DSS) Provide analytical modeling and information to support semi-structured and unstructured decisions
STANDARD SOFTWARE AND CUSTOMIZED SOFTWARE Standard software is pre-made and designed for general use, while custom software is designed for a specific business. Standard software is cost-effective and easy to implement, but it may not meet all of a business's needs. Custom software is more expensive and time-consuming to develop, but it can be tailored to a business's specific needs.
1. Standard software Cost: Cost-effective Implementation: Easy to implement Updates: Regularly updated Customization: Limited customization options Examples: Microsoft Office, Adobe Photoshop, Salesforce 2. Custom software Cost: More expensive Implementation: More time-consuming to develop Maintenance: Requires comprehensive maintenance Customization: Tailored to a business's specific needs Scalability: Can grow and change with a business
a) Advantages of custom software Flexibility: Can be adapted to changing needs User-friendly: Can be more intuitive and user-friendly than standard software Data privacy: Can be tailored to meet legal requirements b) Advantages of standard software Time: Can be deployed quickly Cost: Can be cost-effective
THE END
INTRODUCTION TO CHAPTER 3 MAN POWER PLANNING A. To know the Modules on HR Planning, Recruitment, Selection, Placement. B. To know the Module on Performance Appraisal System. C. Understand the Training & Development Module D. Understand Information System’s support for planning & control.
OVERVIEW Human resource information systems (HRIS) typically have modules for core HR, organizational management, and employee and manager self-services. These modules can help with HR planning by automating tasks and storing employee data.
HRIS MODULES FOR HR PLANNING Core HR: Manages core HR processes, such as payroll, time and attendance, and benefits administration Organizational management: Manages organizational structure, such as positions and departments Employee and manager self-services: Provides tools for employees and managers to perform tasks Performance management: Tracks employee performance, provides feedback, and rewards top performers Recruiting and applicant tracking: Helps with recruiting and tracking applicants Training tracking: Tracks training, but not learning Reporting and analytics: Provides reporting and basic analytics
HR PLANNING PROCESS Assess current workforce: Analyze the current state of the workforce Forecast future needs: Predict future labor demand Gap analysis: Compare projected labor demand and supply Recruitment and talent acquisition: Find new employees Training and development: Provide training and development to employees Succession planning: Identify key positions and develop plans for filling them Monitor and adjust: Monitor the results and make adjustments as needed
RECRUITMENT Recruitment in a human resources information system (HRIS) is the process of managing the hiring of new employees using a software platform. HRIS recruitment modules allow users to track applicants, schedule interviews, and manage the entire hiring process.
HOW DOES HRIS RECRUITMENT WORK? Track applicants: HRIS recruitment modules allow users to track applicants through all stages of the hiring process. Schedule interviews: Users can schedule interviews and set up interview panels. Email applicants: Users can email applicants and send them interview invitations. Score applicants: Users can score applicants based on their qualifications. Configure for different positions: Users can configure the recruitment module to reflect the hiring process for different types of positions. Analyze data: Users can analyze data to identify the best sources of candidates and the cost of filling open positions.
WHAT ARE THE BENEFITS OF HRIS RECRUITMENT? HRIS recruitment can help HR departments save time by automating routine tasks. HRIS recruitment can help HR departments make more informed decisions by providing access to data-driven insights.
SELECTION Selection in an HRIS (Human Resources Information System) refers to the process of choosing employees for specific jobs. It's part of the talent acquisition and recruitment processes that are integrated into HRIS.
EXPLANATION HRIS: An HRIS is a system that helps companies manage and automate HR processes. Selection: The selection process involves reviewing applications, interviewing candidates, and making a final decision. Talent acquisition: HRIS incorporates processes for acquiring talent, including recruitment and selection.
WHAT IS PLACEMENT IN HUMAN RESOURCE? Placement refers to the process of connecting the selected person and the employer in order to establish an ongoing employment relationship. In this step the employee is given the activities he/she needs to perform and is told about his/her duties. Placement is usually followed by the orientation process.
PERFORMANCE APPRAISAL IN HRIS A performance appraisal in human resources information systems (HRIS) is a review of an employee's job performance that uses technology to automate the process. The goal of a performance appraisal is to help employees improve their performance and align their work with the organization's goals.
WHAT PERFORMANCE APPRAISALS CAN HELP WITH Identify strengths and weaknesses Performance appraisals can help employees identify their strengths and areas for improvement. Set goals Performance appraisals can help employees and managers set goals for the next review period. Identify training needs Performance appraisals can help identify training and development needs for employees. Make decisions Performance appraisals can help HR professionals make decisions about compensation, bonuses, promotions, and terminations.
HOW HRIS CAN HELP WITH PERFORMANCE APPRAISALS Automate the process: HRIS can automate the process of performance appraisals, allowing managers to provide feedback and set goals more regularly. Track progress: HRIS can help managers track employee progress towards their goals. Improve communication: HRIS can help improve communication between managers and employees about performance expectations.
TRAINING AND DEVELOPMENT IN HRIS Training and development in HRIS (Human Resources Information System) is the process of using an HRIS to coordinate and track employee learning and development programs. HRIS can help improve training and development by providing a centralized database for employee records, and by measuring the impact of training programs.
HOW HRIS CAN HELP WITH TRAINING AND DEVELOPMENT Centralized database HRIS provides a secure place to store and organize employee records, including training records. Training program tracking HRIS can track employee learning and development programs, including HRIS training itself. Training program measurement HRIS can measure the effectiveness of training programs using indicators like completion rates, satisfaction levels, and knowledge retention. Training program alignment HRIS can align training programs with the company's strategic goals. Training program integration HRIS can integrate with learning management systems or e-learning solutions.
INFORMATION SYSTEM’S SUPPORT FOR PLANNING & CONTROL. Information systems (IS) support planning and control by providing data to help organizations make decisions and run their operations. IS can include hardware, software, infrastructure, and trained people.
HOW INFORMATION SYSTEMS SUPPORT PLANNING AND CONTROL Decision support systems (DSS) Help managers solve problems and make decisions by providing analytical tools. DSS can integrate data from multiple sources and use artificial intelligence and machine learning. Executive information systems (EIS) Help senior managers analyze the business environment to identify trends and plan courses of action. EIS provide summarized reports from all levels of the company. Management information systems (MIS) Help managers make decisions that support daily operations. MIS generate reports that provide insights and key performance indicators. Strategic information systems planning (SISP) Aligns IT capabilities with business goals. SISP involves envisioning the future, creating proposals, and developing design concepts.
THE END
CHAPTER 4 ORGANISATION PROCESS A. The different types of Organization Structure & Related Management Processes B. The Authority & Responsibility Flows C. Communication Process D. Organization Culture and Power E. Data Capturing for Monitoring & Review F. Information Processing for Decision Making
ORGANIZATION STRUCTURE. An organization's structure in a Human Resource Information System (HRIS) defines the roles, functions, and reporting hierarchies of the organization. This structure helps ensure accountability, consistency, and operational functionality.
HOW DOES HRIS USE ORGANIZATIONAL STRUCTURE? Helps build a workforce HRIS can help identify the right people with the right skills to meet an organization's goals. Manages core HR processes HRIS can automate core HR processes like payroll, time tracking, and benefits administration. Improves decision making HRIS can help organizations make better decisions by ensuring that the right people are in the right roles.
WHAT ARE SOME TYPES OF ORGANIZATIONAL STRUCTURES? Functional structure Groups people by roles, responsibilities, or specialties. For example, an organization might have marketing, finance, and sales departments. Divisional structure Segments HR teams by division or location. This structure is good for organizations that operate across multiple product lines or geographic regions. Matrix structure Sets up reporting relationships in a grid, or matrix, instead of a traditional hierarchy. In this structure, people with similar skills are pooled for work assignments.
WHAT IS THE HRIS MANAGEMENT PROCESS? It is the process of integrating and deploying a digital system that facilitates the management of various HR functions within an organization. HRIS software streamlines processes like employee data management, payroll, recruitment, performance evaluations, and more.
THE AUTHORITY & RESPONSIBILITY FLOWS •Authority is the power delegated by senior executives to assign duties to all employees for better functioning. •Responsibility is the commitment to fulfill a task given by an executive. Accountability makes a person answerable for his or her work based on their position, strength, and skills.
COMMUNICATION PROCESS The communication process in HRIS involves the exchange of information between employees and management, and among team members. HRIS systems can include tools like employee directories, internal messaging systems, and company-wide announcements.
COMMUNICATION PROCESS Idea formation: The sender forms an idea or message Encoding: The sender encodes the idea into a message Channel selection: The sender chooses a medium to transmit the message Decoding: The receiver decodes the message Feedback: The receiver provides feedback about the message
HRIS COMMUNICATION Employee directories: Allow employees to find each other Internal messaging systems: Allow employees to communicate with each other and management Company-wide announcements: Allow management to communicate with employees
ORGANIZATION CULTURE AND POWER Organizational culture is the set of values, beliefs, and rules that influence how employees behave in an organization. Power structure affects organizational culture, including how employees communicate, collaborate, and behave.
HOW ORGANIZATIONAL CULTURE IS IMPORTANT Organizational culture and employee behavior: Organizational culture can influence employee work behavior and attitudes. Organizational culture and employee experience: Organizational culture reflects how employees experience the organization and its brand.
HOW POWER STRUCTURE AFFECTS ORGANIZATIONAL CULTURE Power structure and employee behavior: Power structure can affect how employees behave, communicate, and collaborate. Power structure and organizational adaptability: Power structure can impact how adaptable an organization is to change.
HOW HR CAN INFLUENCE ORGANIZATIONAL CULTURE? Establish policies HR can create employee-centric policies that promote engagement and commitment. Manage performance HR can create a fair performance management system that encourages employees to work together to achieve organizational goals. Promote a positive environment HR can promote employees who go beyond their job description and create a safe environment where employees can raise concerns.
DATA CAPTURING FOR MONITORING & REVIEW Data capturing for monitoring and review in a Human Resource Information System (HRIS) involves collecting and analyzing employee data to make informed decisions.
HOW WILL YOU CAPTURE THE DATA FOR MONITORING AND REVIEW? When performing a monitoring and evaluation, it is important to use reliable and secure data collection tools, such as survey software or data management solutions. These tools can help ensure the accuracy of your data collection and provide a secure platform for sensitive information.
DATA CAPTURE Data sources: HR data can come from a variety of sources, including employee surveys, exit interviews, and payroll records. Data collection tools: Data can be collected manually or automatically using tools like OCR and digital signatures. Data storage: Data can be stored in cloud storage or other systems.
DATA REVIEW Data quality Data quality can be monitored by identifying issues and trends. Data security Data security can be ensured by limiting access to the data and backing it up. Data compliance Data compliance can be ensured by adhering to industry standards and employment laws. Data audits Data audits can be conducted to identify areas for improvement and ensure the system is meeting expectations.
THE END
CHAPTER 5 System Design and Acquisition A. Understand the difference between the data and process views of a system B. Understand the purpose and components of the data flow diagram (DFD) C. Understand the hierarchy of DFDs and the concept of DFD balancing D. Understand the three choices or options that organizations have when moving into physical design E. Understand the purpose of a request for proposal (RFP) and what information should be included in it F. Understand the various criteria used to evaluate vendor proposals Describe the various types of feasibility and their purpose in evaluating potential solutions
OVERVIEW A "data view" of a system focuses on the structure and relationships of the data within the system, essentially looking at the "what" information is stored, while a "process view" looks at the sequence of actions and activities that manipulate that data, focusing on the "how" the system operates to achieve a result; in simpler terms, data view is about the information itself, while process view is about the steps taken to process that information.
WHAT IS THE DIFFERENCE BETWEEN DATA & SYSTEM? Data are only the raw facts, the material for obtaining information. Information systems use data stored in computer databases to provide needed information. A database is an organized collection of interrelated data reflecting a major aspect of a firm's activities.
Data View: Emphasizes the data entities, attributes, and relationships between them. Focuses on data storage, organization, and access. Example: A database schema showing customer details like name, address, and purchase history. Process View: Describes the flow of activities, including inputs, outputs, and decision points. Focuses on the steps involved in performing a task or achieving a goal. Example: A flowchart illustrating the order of steps in processing a customer order, from placing the order to delivery.
DATA FLOW DIAGRAM (DFD) A data flow diagram (DFD) in HRIS is a visual representation of how employee data moves through the HR system, illustrating the processes that transform the data, where it is stored, and who interacts with it, essentially providing a clear picture of how information flows within the HR department from its initial input to the final output, allowing for analysis and potential improvement of processes.
KEY COMPONENTS OF A HRIS DFD: External Entities: Represents the sources and destinations of data outside the HR system, such as new hires, current employees, government agencies, payroll providers, or benefits administrators. Processes: Represents the actions or operations performed on the data within the HR system, like calculating payroll, generating performance reviews, or processing leave requests. Data Flows: Arrows indicating the movement of data between external entities, processes, and data stores. Data Stores: Represents where data is stored within the HR system, such as employee databases, time and attendance records, or benefits information.
PURPOSE OF USING A DFD IN HRIS: Understanding Data Flow: To visually map out how employee data is collected, processed, stored, and distributed throughout the HR system, identifying potential bottlenecks or redundancies. System Design and Development: Helps in designing new HR systems or improving existing ones by identifying necessary data inputs and outputs, process interactions, and data storage requirements. Requirement Analysis: Facilitates communication between HR stakeholders and system developers by clearly outlining the data needs and system functionalities. Process Improvement: By analyzing the DFD, potential areas for optimization within HR processes can be identified, like streamlining data entry or automating repetitive tasks. Compliance and Audit: Can be used to demonstrate how sensitive employee data is handled within the system, ensuring compliance with relevant regulations.
THE HIERARCHY OF DATA FLOW DIAGRAM IN HRIS a data flow diagram (DFD) hierarchy typically starts with a high- level "context diagram" (Level 0), which shows the overall system interacting with external entities, then progresses to increasingly detailed levels (Level 1, Level 2, etc.)
KEY POINTS ABOUT THE HRIS DFD HIERARCHY: Level 0 (Context Diagram): Presents a simplified overview of the entire HRIS system, showing its primary external entities (like employees, managers, government agencies) and the main data flows between them. Level 1: Breaks down the Level 0 processes into major HR functions (e.g., recruitment, onboarding, time and attendance, payroll, performance management) and details the data flow between them. Level 2 and beyond: Further decomposes Level 1 processes into even more specific sub-processes, providing a detailed view of individual tasks within each HR function, including data validation, calculations, and data storage.
EXAMPLE OF A DFD HIERARCHY IN HRIS: Level 0: External entities: Job applicants, current employees, managers, government agencies System process: "Manage HR operations" Level 1: Processes:  Recruitment process  Onboarding process  Performance management process  Payroll processing Level 2 (within Recruitment process): Processes:  Job posting creation  Applicant screening  Interview scheduling  Job offer generation
IMPORTANT CONSIDERATIONS: Level of detail: The number of levels needed depends on the complexity of the HRIS and the desired level of analysis. Data flow representation: Clearly define data flows between processes, including data types and their direction. Data stores: Identify where data is stored within the system, including employee master data, payroll information, and performance reviews.
THE CONCEPT OF DFD BALANCING Balancing in Data Flow Diagrams (DFD) is essentially about maintaining consistency and coherence across different levels of diagrams. The purpose of balancing is to ensure that the information and data flows remain accurate, complete, and well-organized throughout the system representation.
KEY POINTS ABOUT DFD BALANCING IN HRIS Maintaining consistency: The core idea is to preserve the exact data flows between different levels of a DFD, ensuring that the information depicted at each level accurately reflects the overall HR process. Top-down decomposition: When you break down a high-level HR process (like recruitment) into sub-processes (like application screening, interviews, and offer letters) on a DFD, balancing ensures that all data elements from the initial process are accounted for in the detailed sub- processes. Identifying errors: By checking for data flow imbalances, you can identify potential issues in your HR system design, such as missing data points or redundant information. Improving understanding: A well-balanced DFD helps stakeholders understand how data flows through the HR system, making it easier to analyze and improve processes.
EXAMPLE OF DFD BALANCING IN HRIS Level 1 (High-level): A process "Hire new employee" might receive "Job application" as input and produce "Employee record" as output. Level 2 (Detailed): When breaking down "Hire new employee" into sub-processes, the "Job application" data would be split into individual fields like "Name", "Contact details", "Experience", etc., and each sub-process (like "Screening", "Interview") would receive and process only the relevant data, ensuring the "Employee record" output at the end still contains all the necessary information.
BENEFITS OF DATA FLOW DIAGRAM BALANCING IN HRIS Improved system design: By ensuring data consistency, it helps to design an HR system that accurately captures and manages employee information. Better communication: A well-balanced DFD provides a clear visual representation of how data flows within the HR system, facilitating better communication between stakeholders. Efficient troubleshooting: If data discrepancies are identified, the DFD can be used to pinpoint where the issue might be occurring within the system.
THE THREE OPTIONS WHEN MOVING TO A PHYSICAL DESIGN. When moving into the physical design phase of an HRIS implementation, organizations typically have three main options: build a custom system from scratch, purchase a pre-built off-the-shelf HRIS solution, or modify an existing system through customization to fit their specific needs; essentially choosing between developing a completely new system, buying a ready- made one, or adapting an existing system to their requirements.
Build Custom: This option involves designing and developing an HRIS system entirely from the ground up, allowing for complete control over features and functionality to perfectly match the organization's unique needs. Purchase Off-the-Shelf: Organizations can choose to buy a pre-existing HRIS solution from a vendor, which often comes with standard features and functionalities, potentially requiring less development time but may not fully align with all specific needs. Customize Existing System: This choice involves taking an existing HRIS system and modifying it to better suit the organization's requirements by adding or adjusting features through customization options.
KEY POINTS TO CONSIDER Cost: Building a custom system can be more expensive due to development time and resources, while off-the-shelf options may be more cost-effective upfront. Flexibility: A custom system offers the most flexibility to tailor features, whereas an off- the-shelf system may have limitations. Implementation Time: Implementing a pre-built system is usually faster than developing a custom one.
THE REQUEST FOR PROPOSAL (RFP) A Request for Proposal (RFP) is a document used by an organization to solicit bids from potential vendors by outlining a project's details, requirements, and desired outcomes, essentially asking them to propose how they would fulfill those needs to be considered for the contract; key information to include in an RFP is a project overview, detailed scope of work, specific requirements, timeline, budget, evaluation criteria, and desired deliverables.
PURPOSE: To gather proposals from qualified vendors to compare and select the best fit for a project.
WHAT INCLUDES IN REQUEST FOR PROPOSAL Project background: A summary of the organization, the project's goals, and its importance. Scope of work: A detailed description of the project's deliverables, tasks, and expected outcomes. Requirements: Specific technical specifications, features, and functionalities needed. Timeline: Key milestones and project deadlines Budget: Estimated budget range for the project Evaluation criteria: How proposals will be assessed, including factors like price, experience, qualifications, and methodology Contract terms: Details about payment terms, warranty, and potential legal considerations
BENEFITS OF USING AN RFP Fair comparison: Allows for objective evaluation of multiple vendor proposals based on defined criteria. Clear expectations: Sets clear parameters for what is needed from vendors, reducing misunderstandings. Cost efficiency: Helps identify the most cost-effective solution by comparing bids.
THE VARIOUS CRITERIA USED TO EVALUATE VENDOR PROPOSALS When evaluating vendor proposals for a Human Resource Information System (HRIS), key criteria include: vendor experience and reputation, system functionality and compatibility, integration capabilities with existing systems, data security and compliance features, user interface and ease of use, scalability, reporting and analytics tools, pricing and cost structure, customer support, and implementation process; all while considering the specific needs and goals of your organization.
BREAKDOWN OF EVALUATION CRITERIA Vendor capabilities: Track record and experience in HRIS solutions Client base and case studies Reputation in the market Customer reviews and testimonials System functionality: Core HR features (employee data management, payroll, benefits, time and attendance) Recruitment and onboarding tools Performance management system Training and development modules Succession planning capabilities
Technical aspects: Integration with existing systems (ERP, payroll, etc.) Data security and privacy compliance Scalability to accommodate future growth System architecture and reliability User experience: Intuitive interface and navigation User-friendly reporting and dashboard features Customization options Implementation and support: Implementation plan and timeline Training and support services Customer service responsiveness Cost and pricing: Total cost of ownership (licensing, maintenance, upgrades) Pricing structure (per user, module-based)
IMPORTANT CONSIDERATIONS WHEN EVALUATING HRIS VENDOR PROPOSALS Align with business needs: Ensure the proposed system aligns with your organization's specific HR goals and challenges. Prioritize key features: Identify the most critical HR functions and prioritize features that address those needs. Conduct thorough demos: Get hands-on experience with the system to assess usability and functionality. Seek user feedback: Involve key stakeholders (HR managers, employees) in the evaluation process. Compare proposals carefully: Analyze the strengths and weaknesses of each vendor to make an informed decision.
THE END
CHAPTER 6 SECURITY AND HRIS A. Understand the importance of Security in HRIS. B. Understand the common problem during IT adoption process. C. Opportunities in HRM & ITES. D. Understand the importance of HRIS & Employee Legislation.
SECURITY AND PRIVACY OF HRIS "HRIS security and privacy" refers to the measures taken to protect sensitive employee data stored within a Human Resource Information System (HRIS) from unauthorized access, breaches, and misuse, ensuring confidentiality and compliance with data privacy regulations by implementing robust security features like access controls, data encryption, and regular security audits.
COMMON HRIS THREATS Phishing attacks: A significant threat where employees are tricked into clicking malicious links or providing sensitive information, leading to unauthorized access to HR data. Insider threats: Malicious actions by current or former employees who have access to sensitive HR data, potentially due to poor access controls. Malware/Ransomware: Malicious software that can encrypt or steal employee data, often delivered through phishing emails. Weak access controls: Lack of strong passwords, inadequate user authentication methods, and not enforcing the principle of least privilege, allowing unauthorized access to HR data. Compliance issues: Failure to comply with local data privacy regulations, leading to legal repercussions. Outdated systems: Using old HRIS software with outdated security protocols, making it vulnerable to attacks. Third-party vendor risks: Security vulnerabilities within third-party applications that may access HR data.
HOW TO MITIGATE HRIS THREATS Employee cyber security training: Regularly educate employees on phishing scams and best practices for protecting sensitive data. Strong access controls: Implement robust password policies, multi-factor authentication, and role-based access controls. Data encryption: Encrypt sensitive employee data both at rest and in transit. Regular security audits: Conduct periodic assessments of your HRIS system to identify vulnerabilities and address them promptly. Incident response plan: Develop a plan to effectively respond to data breaches and security incidents. Stay updated on regulations: Monitor changes in data privacy laws and ensure your HRIS practices comply.
THE COMMON PROBLEM DURING IT ADOPTION PROCESS IN HRIS A common problem during the IT adoption process of an HRIS system is low user adoption, where employees resist using the new system due to factors like inadequate training, lack of awareness about its benefits, a complex user interface, or simply resistance to change in general.
OTHER COMMON ISSUES DURING HRIS ADOPTION INCLUDE Data quality issues: Existing data may be inaccurate or incomplete, requiring significant cleaning before migrating to the new system. Integration challenges: Difficulty connecting the HRIS with other existing systems within the organization, leading to data inconsistencies. Change management concerns: Not effectively managing the transition process, causing confusion and employee resistance. Lack of management support: Insufficient backing from leadership can hinder user adoption and impede successful implementation. Security and privacy concerns: Worry about data breaches and unauthorized access to sensitive employee information. Poor system design: A user interface that is not intuitive or user-friendly can lead to frustration and low adoption rates. Inadequate training: Not providing sufficient training on how to use the system effectively can result in user errors and frustration.
To mitigate these challenges, organizations can: Engage employees early: Involve employees in the selection and design process to address their needs and concerns. Provide comprehensive training: Offer thorough training sessions and ongoing support to help employees navigate the new system. Communicate effectively: Clearly communicate the benefits of the new HRIS and address any concerns employees may have. Implement change management strategies: Use a structured approach to manage the transition, including stakeholder analysis and feedback loops. Prioritize data quality: Ensure accurate data migration by cleaning and validating existing data before implementation.
OPPORTUNITIES IN HRM & ITES. In the field of Human Resource Management (HRM) and Information Technology Enabled Services (ITES), opportunities exist in areas like recruitment, talent management, training and development, employee engagement, performance management, compensation analysis, employee relations, HR analytics, and various ITES roles including customer service, technical support, data entry, and back-office operations, all often leveraging technology to streamline processes and enhance efficiency.
KEY OPPORTUNITIES IN HRM Talent Acquisition and Recruitment: Identifying and attracting top talent through innovative sourcing strategies, utilizing Applicant Tracking Systems (ATS), and managing the recruitment process. Talent Management: Developing and implementing strategies to retain high-performing employees, including career planning, succession planning, and performance management systems. Training and Development: Designing and delivering training programs to upskill employees, addressing skill gaps, and fostering continuous learning initiatives. Employee Engagement: Creating strategies to boost employee morale, satisfaction, and productivity through initiatives like recognition programs, feedback mechanisms, and wellbeing programs.
Performance Management: Establishing frameworks to evaluate employee performance, provide regular feedback, and align individual goals with organizational objectives. Compensation and Benefits: Analyzing market trends to develop competitive compensation packages, including salary structures, benefits plans, and incentive programs. Employee Relations: Managing employee grievances, conflict resolution, and ensuring compliance with labor laws. HR Analytics: Utilizing data to identify trends, make informed decisions, and measure the impact of HR initiatives. Diversity and Inclusion: Promoting a diverse workforce and creating an inclusive work environment.
KEY OPPORTUNITIES IN ITES Customer Service Representative: Providing customer support through phone, email, or chat, resolving queries, and managing customer relationships. Technical Support Specialist: Troubleshooting technical issues, providing product guidance, and assisting users with software applications. Data Entry Operator: Accurately entering data into computer systems from various sources. Back-Office Operations: Managing administrative tasks such as order processing, invoice generation, and data management. Content Writing and Editing: Creating and editing content for websites, marketing materials, or knowledge bases. Web Development: Designing and developing web applications and websites. Digital Marketing Specialist: Managing online marketing campaigns, social media presence, and SEO strategies.
EMERGING TRENDS IN HRM AND ITES Artificial Intelligence (AI) and Machine Learning (ML): Automating HR tasks, candidate screening, and personalized learning experiences. Cloud Computing: Utilizing cloud-based HR platforms for improved data accessibility and scalability. Remote Work: Managing a distributed workforce and adapting HR practices to remote work environments. Employee Experience (EX): Focusing on creating a positive employee experience through engagement initiatives and workplace culture development.
THE IMPORTANCE OF HRIS & EMPLOYEE LEGISLATION. An HRIS (Human Resource Information System) is crucial for ensuring compliance with employee legislation by providing a centralized platform to manage employee data, track key metrics related to employment laws, automate record-keeping, and facilitate training on compliance policies, ultimately minimizing the risk of legal violations and ensuring fair treatment of employees within the organization.
KEY POINTS ABOUT THE IMPORTANCE OF HRIS IN RELATION TO EMPLOYEE LEGISLATION Accurate Record-keeping: HRIS systems allow for efficient storage and retrieval of employee information like personal details, work hours, leave records, and performance evaluations, which is critical for adhering to laws regarding data privacy and employment documentation. Compliance Monitoring: By integrating relevant employment laws into the system, HR professionals can easily monitor compliance with aspects like minimum wage, overtime regulations, and mandatory breaks. Automated Reporting: HRIS can generate reports on key employment metrics, such as workforce demographics, employee turnover, and diversity statistics, which can be used to identify potential compliance issues and inform proactive decision-making. Benefits Administration: HRIS facilitates smooth management of employee benefits, ensuring proper enrollment, tracking eligibility, and compliance with related regulations. Training and Awareness: The system can be used to deliver training modules on relevant employment laws, ensuring employees are informed about their rights and responsibilities. Streamlined Investigations: In case of complaints or potential violations, an HRIS can help streamline the investigation process by providing access to relevant employee data and documentation.
EXAMPLES OF HOW HRIS SUPPORTS SPECIFIC EMPLOYMENT LAWS: Family and Medical Leave Act (FMLA): Tracking employee leave usage for medical reasons and family emergencies. Fair Labor Standards Act (FLSA): Calculating overtime pay accurately based on employee hours worked. Americans with Disabilities Act (ADA): Managing employee accommodations related to disabilities. Equal Employment Opportunity Commission (EEOC): Maintaining data on employee demographics to monitor for potential discrimination.
Overall, a well-designed HRIS system is a valuable tool for HR professionals to ensure compliance with employee legislation, mitigate legal risks, and promote fair and ethical employment practices within an organization.
THE END GOOD LUCK.

More Related Content

PPT
HRIS- HUMAN RESOURCE INFORMATION SYSTEM
byPreeti Bhaskar
 
PPTX
An Overview on the topic - Human Resource Information System (HRIS) by Mehrreen
byMehr Reen
 
PPTX
Human Resources Information System (HRIS).pptx
byMarkImelEdrosoManriq
 
PPTX
innovations in human resource management
bymangalore university
 
PDF
HRIS notes for MBA Students
byShantanu Sahu
 
PPTX
Chp 1 introduction to hris
byFaiza Omar
 
PPTX
Chapter 1 Introduction Human resources.pptx
bydatafgt
 
DOCX
Specialisation hr
byakshay khapare
 
HRIS- HUMAN RESOURCE INFORMATION SYSTEM
byPreeti Bhaskar
 
An Overview on the topic - Human Resource Information System (HRIS) by Mehrreen
byMehr Reen
 
Human Resources Information System (HRIS).pptx
byMarkImelEdrosoManriq
 
innovations in human resource management
bymangalore university
 
HRIS notes for MBA Students
byShantanu Sahu
 
Chp 1 introduction to hris
byFaiza Omar
 
Chapter 1 Introduction Human resources.pptx
bydatafgt
 
Specialisation hr
byakshay khapare
 

Similar to HRIS INTRO.pptx Human resource information system

PPT
Human resource information systems
byPrafulla Tekriwal
 
PPTX
HRIS
byVijay Tippai
 
PDF
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
bympgqdcsrw183
 
PPT
Human resource information system
byHR Spot
 
PPTX
HRIS (Human Resource Information System).pptx
byVivekSingh199351
 
PPTX
Hris
bybhawna pathak
 
PPTX
Brief overview and history of technology in IT.pptx
byshazia-ijaz
 
PPTX
HRIS for mba students
byShantanu Sahu
 
DOCX
HUMAN RESOURCE INFORMATION SYSTEM
byHEMA SANKAR
 
PPTX
S-25 HRIS.pptx
byDr. Jignesh Trivedi
 
PPTX
Human Resource Information System
byJaikumar Pandit
 
PDF
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
bygalhoosmar
 
PDF
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
byragenjasso1s
 
PDF
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
bygluhakatsame
 
PDF
Full Download (eBook PDF) Human Resource Information Systems: Basics, Applica...
byamiahabiemo
 
PDF
Download full (eBook PDF) Human Resource Information Systems: Basics, Applica...
byertainaps
 
PDF
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
bycarenfunnyye
 
PDF
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
bysubiacergo
 
PPTX
GROUP WORK - HRIS.pptx Bishop Stuart University
bymwesigye jimmy
 
PPTX
HRIS.pptx
bySalehinKhan2
 
Human resource information systems
byPrafulla Tekriwal
 
HRIS
byVijay Tippai
 
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
bympgqdcsrw183
 
Human resource information system
byHR Spot
 
HRIS (Human Resource Information System).pptx
byVivekSingh199351
 
Hris
bybhawna pathak
 
Brief overview and history of technology in IT.pptx
byshazia-ijaz
 
HRIS for mba students
byShantanu Sahu
 
HUMAN RESOURCE INFORMATION SYSTEM
byHEMA SANKAR
 
S-25 HRIS.pptx
byDr. Jignesh Trivedi
 
Human Resource Information System
byJaikumar Pandit
 
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
bygalhoosmar
 
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
byragenjasso1s
 
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
bygluhakatsame
 
Full Download (eBook PDF) Human Resource Information Systems: Basics, Applica...
byamiahabiemo
 
Download full (eBook PDF) Human Resource Information Systems: Basics, Applica...
byertainaps
 
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
bycarenfunnyye
 
(eBook PDF) Human Resource Information Systems: Basics, Applications, and Fut...
bysubiacergo
 
GROUP WORK - HRIS.pptx Bishop Stuart University
bymwesigye jimmy
 
HRIS.pptx
bySalehinKhan2
 

Recently uploaded

PPTX
The Advanced LinkedIn Strategies Nov. 2025
byBruce Bennett
 
PPTX
Best industrial training in Mohali and Chandigarh
byzoro52710
 
PDF
reStartEvents 11:20 DC metro & Beyond Employer Directory.pdf
byKen Fuller
 
PDF
DualAccess Plans Provider Training Information about MVP’s Dual Special Nee...
bygemmabvalentine
 
PDF
Leadership & Management: Inspiring and Guiding Daily - DI - Pro 12
byBrian Greenvalley
 
PDF
Data Science with Gen AI & Agentic AI_ The Future-Ready Course in Pune – Lear...
byTechnogeeks
 
PPTX
Occupational SH MANAGEMENT SHORT COURSE.pptx
byMwambaChikonde1
 
PDF
Research Proposal Help-Transforming-Ideas-into-Success
byResearch Proposal Help
 
PDF
Telegram @strtplug Buy THC Vape,Weed in Dubai
byemredicks
 
PPTX
APPLIED ECONOMICS.pptxhaaaaaaaaaaaaaaaaaaaaa
bydavejohncruz022
 
PDF
Pharmaceutical Chemistry Most important Ques..pdf
bykhans166410
 
PPTX
Hazards in LNG Storage.pptxxxxxxxxxxxxxxxx
byJaszsingh
 
PPTX
Cybersecurity-Threats-and-Prevention.pptx
byKevalKotadia
 
PDF
Professional Profile – Wolfgang Ballinger | Hospitality Operations & Event Co...
byNYC Hospitality
 
PDF
Final List of Candidates - Election 2025 Nominations.pdf
bydrzohaib52
 
PPT
UNIT 1 - NETWORK FUNDAMENTALS in network terminologies
byssuserb7ee15
 
PDF
L011 Lower Limb Anatomical regions / Lower Limb Anatomical regions.pdf
byProf. Dr. Ahmed Ashour
 
PPTX
musculoskeletal disorder of human being causing deformilty
bydrajayhalder1
 
PPT
First Aid Fire Fighting Appliances for Security personnel.ppt
byakanugrah2006
 
PPTX
PBB GEN 11 inspired theme ppt template.pptx
byadscfi100
 
The Advanced LinkedIn Strategies Nov. 2025
byBruce Bennett
 
Best industrial training in Mohali and Chandigarh
byzoro52710
 
reStartEvents 11:20 DC metro & Beyond Employer Directory.pdf
byKen Fuller
 
DualAccess Plans Provider Training Information about MVP’s Dual Special Nee...
bygemmabvalentine
 
Leadership & Management: Inspiring and Guiding Daily - DI - Pro 12
byBrian Greenvalley
 
Data Science with Gen AI & Agentic AI_ The Future-Ready Course in Pune – Lear...
byTechnogeeks
 
Occupational SH MANAGEMENT SHORT COURSE.pptx
byMwambaChikonde1
 
Research Proposal Help-Transforming-Ideas-into-Success
byResearch Proposal Help
 
Telegram @strtplug Buy THC Vape,Weed in Dubai
byemredicks
 
APPLIED ECONOMICS.pptxhaaaaaaaaaaaaaaaaaaaaa
bydavejohncruz022
 
Pharmaceutical Chemistry Most important Ques..pdf
bykhans166410
 
Hazards in LNG Storage.pptxxxxxxxxxxxxxxxx
byJaszsingh
 
Cybersecurity-Threats-and-Prevention.pptx
byKevalKotadia
 
Professional Profile – Wolfgang Ballinger | Hospitality Operations & Event Co...
byNYC Hospitality
 
Final List of Candidates - Election 2025 Nominations.pdf
bydrzohaib52
 
UNIT 1 - NETWORK FUNDAMENTALS in network terminologies
byssuserb7ee15
 
L011 Lower Limb Anatomical regions / Lower Limb Anatomical regions.pdf
byProf. Dr. Ahmed Ashour
 
musculoskeletal disorder of human being causing deformilty
bydrajayhalder1
 
First Aid Fire Fighting Appliances for Security personnel.ppt
byakanugrah2006
 
PBB GEN 11 inspired theme ppt template.pptx
byadscfi100
 

HRIS INTRO.pptx Human resource information system

  • 1.
    HUMAN RESOURCE MANAGEMENT INFORMATIONSYSTEM/ HUMAN RESOURCE INFORMATION SYSTEM
  • 2.
    WHY COMPUTERISE PERSONNELRECORDS AND INFORMATION SYSTEMS? To provide essential to human resource planning Aid the evaluation of current personnel policies and practices. Enable to produce an inventory of manpower. Preparation of several reports and returns submission to various government/non government agencies.
  • 3.
    INTRODUCTION TO HRMIS/HRIS. HumanResource Information System (HRIS) manages employee data. HRIS focuses on employee-related data. To understand the concept of Human Resource Information Systems To familiarize the applications of HRIS in Organizations
  • 4.
    LEARNING OBJECTIVES The meaningand definition of HRIS The importance of HRIS Data and information needs for HR manager Sources of data Concept structure and mechanics of data Survey of software packages for HRIS Basic knowledge of ERP software such as SAP, Oracles Financials and Ramco’s Marshal
  • 5.
    DIFFERENCE BETWEEN HRISAND MIS. HRIS a) Maintains employee records, prepares salaries and wages, and supports core HR processes. HRIS can help with recruitment, performance appraisal, and training. MIS A. Collects, processes, stores, and shares data to help with decision-making. MIS helps managers plan, set goals, and formulate action plans.
  • 6.
    HOW THEY WORKTOGETHER HRIS provides MIS with employee information, such as qualifications, skills, experiences, and past performances. HRIS can help automate and streamline processes, which can improve efficiency and employee experience. MIS can analyze data from HRIS to help with strategic planning and decision-making.
  • 7.
    ADVANTAGES OF HRIS Efficiency:HRMIS can streamline processes, reduce manual work, and automate repetitive tasks. Data accuracy: HRMIS centralizes employee data, which can reduce errors and inconsistencies. Compliance: HRMIS can help organizations comply with labor laws and regulations. Employee engagement: HRMIS can provide self-service portals for employees to update their information, request time off, and more. Strategic planning: HRMIS can provide data analytics and reporting to help identify trends and patterns. Onboarding: HRMIS can help with the onboarding process for new hires. Performance management: HRMIS can help evaluate employee work through performance assessments, goal setting, and feedback delivery. Payroll: HRMIS can automate the payroll process, including entering contractual data and new hire information. Time and attendance tracking: HRMIS can help manage employee schedules and attendance. Training and development: HRMIS can help create and manage employee training programs, including identifying training needs, monitoring progress, and evaluating effectiveness. Recruitment: HRMIS can capture details about recruitment activities, such as costs, time required to fill positions, and type of recruitment.
  • 8.
    DISADVANTAGES OF HRIS Datasecurity: HRIS stores sensitive employee information, making it a target for cyber-attacks and data breaches. Cost: HRIS software can be expensive to purchase, install, and maintain. Technical difficulties: Software can malfunction, making it difficult to access employee data. Training: New HRIS software requires upfront training for employees. Inconsistent updates: Keeping HRIS policies, tools, and practices up to date requires ongoing effort. Compliance errors: Even with HRIS software, businesses are still responsible for compliance with laws. Overestimating statistics: Some metrics can only be observed through direct communication. Need for specialists: HRIS still requires in-house HR specialists. Unauthorized access: There is a risk that unauthorized people may access employee information.
  • 9.
    INTRODUCTION TO CHAPTERS CHAPTER1: THE BACKBONE OF MODERN HR a. Brief History and Overview of Technology in HR. b. Database Concepts and Applications in HRIS. c. Systems Considerations in the Design of an HRIS: Planning for Implementations.
  • 10.
    THE EVOLUTION OFTHE TECHNOLOGY OF HRIS Human Resource Information Systems (HRIS) have evolved from basic payroll systems to complex analytical tools that support management decision-making. Early stages Payroll systems: In the 1950s and 1960s, HRIS started as payroll systems that were used to centralize personnel data Applicant Tracking Systems (ATS): In the 1970s, ATS was introduced to help manage job applications 1980s Functional features: HRIS systems began to include features to attract, retain, and reward employees Resume parsing: ATS systems began to include resume parsing to help recruiters analyze large numbers of applications
  • 11.
    1990s and 2000s EnterpriseResource Management (ERP) systems: ERPs shifted HR from record keeping to a core function of the organization Internet: The internet allowed for real-time data sharing, which improved communication and collaboration Modern HRIS Cloud and Software as a Service (SaaS): HRIS has moved to the cloud and SaaS platforms AI and automation: HRIS uses AI and automation to process and manage employee data Immersive technologies: Virtual reality (VR) and augmented reality (AR) are used to improve HR training and development
  • 12.
    FIVE TYPES OFHRIS Operational Collects and reports on employee records, performance, and position details Tactical Helps managers make decisions about resource allocation, job analysis, and employee development Strategic Helps businesses plan for growth by filling roles, preparing for new projects, and entering new markets Comprehensive An integrated database of employee files that can be used to create reports Limited-function A standalone solution with advanced features for specific needs
  • 13.
    NATURE AND PURPOSEOF HRIS A Human Resource Information System (HRIS) helps organizations manage employee information and processes. The purpose of an HRIS is to improve the employee experience, streamline processes, and ensure compliance.
  • 14.
    DESCRIBE THE DIFFERENCESBETWEEN E-HRM AND HRIS The main difference between HRIS (Human Resource Information System) and e-HRM (Electronic Human Resource Management) is who can access the data. HRIS is primarily used by HR staff, while e-HRM provides access to HR data for employees, managers, and potential employees.
  • 15.
    HRIS a) A systemthat stores and tracks employee information in databases b) Used by HR staff to improve HR department processes c) Collects, analyzes, and reports information about people and jobs d) Designed to provide up-to-date information at a reasonable cost e-HRM a) Uses web-based technologies to support HR activities b) Provides access to HR data for employees, managers, and potential employees c) Includes e-recruitment, e-selection, e-performance management, and e-learning d) Aims to improve HR services, reduce administrative costs, and improve decision making
  • 16.
    HOW THE INFORMATIONFROM AN HRIS CAN ASSIST ORGANIZATIONAL DECISION MAKING? HRIS data can inform strategic workforce planning by providing insights into workforce demographics, skills inventory, succession planning, and talent gaps. This enables HR leaders to align HR strategies with overall business objectives and anticipate future staffing needs.
  • 17.
    HOW HRM ANDHRIS FIT WITHIN A COMPREHENSIVE MODEL OF ORGANIZATIONAL FUNCTIONING IN GLOBAL BUSINESS ENVIRONMENTS Human resource management (HRM) and human resource information systems (HRIS) are both important parts of a comprehensive model of organizational functioning in global business environments. HRM systems use HRIS software to automate administrative tasks and provide data-driven insights for strategic decision-making.
  • 18.
    HOW HRM ANDHRIS FIT TOGETHER HRM HRM systems help organizations manage their human resources, including planning, procurement, development, maintenance, and utilization. HRIS HRIS software centralizes and automates HR processes, such as employee data management, benefits administration, and time and attendance tracking.
  • 19.
    HOW HRM ANDHRIS CAN HELP ORGANIZATIONS? Improve decision-making: HRIS systems provide accurate and comprehensive information about employees, which helps organizations make better decisions. Improve employee experience: HRIS systems can help organizations improve employee experiences by automating administrative tasks. Improve efficiency: HRIS systems can help organizations improve efficiency by automating administrative tasks. Improve compliance: HRIS systems can help organizations improve compliance by automating administrative tasks. Improve productivity: HRIS systems can help organizations improve productivity by providing data-driven insights for strategic decision-making.
  • 20.
    DATA AND INFORMATIONNEEDS FOR HR MANAGER The “Data” is considered as “Raw Facts” and “Information- processed data output” Human resources metrics, or tracking employee and employer data, is the key to effective HR management Many forms of data are required by law to be maintained by employers, while other data is helpful to delivering efficient services to employees and determining HR staffers’ abilities to meet the needs of the workforce.
  • 21.
    THE USAGE OFDATA AND ITS INFORMATION ARE DISCUSSED BELOW: Employee Count The employee base, or the number of workers employed, is critical data for HR to track. Everything from the ratio of HR staffers to employees to the organization’s ability to negotiate group health insurance rates depends on the number of employees. For example, HR best practices suggest a ratio of one full-time HR staffer for every 100 employees. 5 Companies in their growth stages should track employee base numbers to determine how many HR staffers they should hire.
  • 22.
    Voluntary EEO (EqualEmployment Opportunity) Government contractors are required to track applicant and employee data such as race, age, sex, disability and veteran status to use when analyzing their companies’ diversity representation. Wages HR should track current and historical compensation data. Current salaries and wages are obviously tracked for accurate payroll processing; however, tracking historical data on the company’s wages is equally important. Training Expense Tracking data concerning employee training can assist in illustrating the return on investment in employees’ professional development.
  • 23.
    WHAT ARE DATABASECONCEPTS? A database is an organized collection of structured information, or data, typically stored electronically in a computer system. A database is usually controlled by a database management system (DBMS).
  • 25.
    WHAT ARE APPLICATIONSOF HRIS? A human resource information system comes with three major applications – talent acquisition, talent management, and talent optimization – all this with the effective backing of data.
  • 26.
  • 27.
    INTRODUCTION TO CHAPTER2 DATA MANAGEMENT A. Data management for Human Resource Information System B. Data formats C. Entry procedure & process D. Data storage & retrieval E. Transaction processing F. Office automation G. Information processing and control functions
  • 28.
    DATA MANAGEMENT FORHUMAN RESOURCE INFORMATION SYSTEM Data management for a Human Resource Information System (HRIS) is the process of collecting, storing, and organizing employee data. It's a key feature of HRIS systems, and helps ensure that data is accurate, secure, and accessible.
  • 29.
    WHY IS DATAMANAGEMENT IMPORTANT FOR HRIS? Informed decision-making: Accurate data helps HR professionals make better decisions about recruiting, performance management, and employee retention Operational efficiency: HRIS data management can reduce paperwork and save time Compliance: HRIS data management helps organizations comply with labor regulations Security: HRIS data management protects sensitive employee information, such as medical and financial records
  • 30.
    HOW TO IMPROVEHRIS DATA MANAGEMENT? Conduct regular audits: Use a checklist to evaluate the data against a benchmark Implement data validation protocols: Ensure that data is accurate and up to date Automate routine tasks: Use automation tools for data entry Integrate with other systems: Connect HRIS with payroll and other systems Provide training and support: Ensure that HR staff are well-trained and have access to user support
  • 31.
    DATA FORMAT Only someof the organizations had sufficient policies and procedures in place to collect the majority of the necessary HR data. For those not having sufficient policies and procedures in place, this deficiency may limit their ability to extract report or analyze performance in areas where information cannot be collected and maintained in a structured and easy to access format.
  • 32.
    COMMON DATA FORMAT CommonData Format (CDF) is a data format that stores and manages multidimensional data. It's a platform-independent format that allows developers to manage data arrays. Features of Common Data Format (CDF). Self-describing: CDF files include information about the data they contain Device-independent: CDF files can be accessed on any platform that has CDF ported to it Read/write interfaces: CDF has interfaces for C, FORTRAN, Java, Perl, C#/Visual Basic, IDL, MATLAB, and more Free: NASA provides CDF software, documentation, and user support services for free
  • 33.
    ENTRY PROCEDURE ANDPROCESS All organizations should have appropriate guides and instructions, which outline the processes for entering data and preparing reports from their HRIS systems. However, in most cases, considerable efforts and resources are required to collect and arrange the data for presentation to users. Lack of awareness of the capabilities of the HRIS, and lack of staff training, also indicates that the capabilities of HRIS are not being maximized in the most efficient and effective manner.
  • 34.
    INFORMATION USED FORDECISIONS All organizations should use information from the HRIS to monitor progress in some important HR areas and to make decisions regarding key operational issues. Although shadow systems were sometimes used to generate additional HR data, particularly for some of the more strategic HR issues, this represented something of a missed opportunity. However, many managers consider that there is scope to improve the information that is provided to them on a regular basis.
  • 35.
    CONTINUOUS IMPROVEMENT Although theorganizations review aspects of their HR information needs, processes and data quality from time to time, it is not usually done as part of a systematic management plan and business plan. There may be lack of basic financial and operational information on costs, which made it impossible for the organizations to measure the cost-effectiveness of their HRIS, including core and shadow systems, and the return on their investment.
  • 36.
    Human Resource Process: The Human Resource Process includes maintenance of personnel records, annual review and revision of employee handbook, audit of HR strategies, policies and procedures, 33 implementation of employment/termination procedures, employee development program, performance management process, on-site support, employee retention programs, employee morale building, and compensation plan review. Recruiting and Employment Process: Different activities of recruiting service process are employment verification, job description development strategy, applicant screening, reference and background check, conduct of interviews etc. This process involves back office support for recruitment processes, skill testing and new employee orientation program.
  • 37.
    Benefits Administration Processes:Various activities of this process are brokerage services, custom benefit plan strategies and design, benefit analysis, cost control and reduction, recommendations, development of employee communications, eligibility and enrollment services, employee claims resolution, monthly invoice audit and reconciliation, on-line employee access to benefits information, health and welfare, defined benefit, defined contribution, employee call center, Ecommerce etc. Other Processes: Other processes are payroll process, HR outsourcing processes, talent solutions consulting processes, contact center processes, health care processes, talent and organizational change processes, personnel policies & procedures, human resource administration processes, training & development processes, wage and salary administration processes, employee relations processes, knowledge management processes etc.
  • 38.
    DATA STORAGE Data storagein a human resource information system (HRIS) is the process of keeping employee data in a secure place. HRIS data includes names, addresses, Social Security numbers, and performance reviews. Data storage in HRIS Security: HRIS data is sensitive and needs to be protected from unauthorized access. Encryption: Data encryption converts sensitive information into an unreadable format that can only be accessed with a key. Access controls: Role-based access controls (RBAC) limit what employees can see. Audit trails: Audit trails record all data access and modification activity. Multi-factor authentication (MFA): MFA requires multiple verification factors to access the HRIS. Software updates: Regular software updates help protect against vulnerabilities.
  • 39.
    INDIVIDUAL ASSIGMENT 1. Stepsfor implementing an HRIS? 2. Benefits of HRIS? MINIMUM 10 BENEFITS 3. HRIS functions?
  • 40.
    TRANSACTION PROCESSING Transaction processingin a Human Resource Information System (HRIS) involves recording and processing employee-related transactions. How does transaction processing work in HRIS? a) Data entry: Employees enter data into the HRIS b) Data storage: The HRIS stores the data c) Data processing: The HRIS processes the data to create information d) Document generation: The HRIS generates documents and reports based on the processed data e) Inquiry processing: The HRIS allows users to retrieve specific data
  • 41.
    WHAT ARE THEBENEFITS OF TRANSACTION PROCESSING IN HRIS? Efficiency: Automated workflows and real-time data can improve efficiency Productivity: Improved efficiency can increase productivity across the organization Data integrity: TPS ensure that data is accurate and reliable Timely reports: TPS can produce reports quickly
  • 42.
    OFFICE AUTOMATION Office automationis the use of software and systems to manage data and perform tasks. HRIS stands for Human Resources Information System, and it uses office automation to automate HR processes. Office automation is a general term that describes the different types of computer systems and software that are used to collect digitally, store, transfer, alter and utilize office information to execute tasks. In essence, office automation helps to manage data. Examples of office automation systems Video conferencing solutions like Zoom or Microsoft Teams, Collaboration platforms like Slack, and Business process management (BPM) software.
  • 44.
    BENEFITS OF OFFICEAUTOMATION IN HRIS Payroll: Automates payroll calculations, which reduces errors and saves time Cost analysis: Provides data on employee compensation, benefits, and expenses Compliance and reporting: Generates payroll reports, tax forms, and other financial documents Time tracking: Automates time tracking for employees Benefits administration: Automates the administration of employee benefits Employee onboarding: Automates the administration of employee onboarding Frees up HR employees: Frees up HR employees to focus on more strategic tasks
  • 45.
    DESIGN OF HUMANRESOURCE INFORMATION SYSTEM Designing a human resource information system (HRIS) involves identifying information needs, designing the system, and implementing it. Steps for designing an HRIS 1. Determine information needs Consider the information needs of managers at different levels. This may involve studying the organization's activities. 2. Design the system Structure the flow of information to meet the needs of managers. This may involve developing processing techniques for specific data sets. 3. Implement the system Set up the HRIS and train employees on how to use it. This may also involve streamlining procedures and integrating the HRIS with other organizational components.
  • 46.
    FACTORS TO CONSIDERWHEN DESIGNING AN HRIS Privacy: Protect employee privacy and ensure that data is accurate. Access: Require usernames and passwords for access and keep logs of access requests. Security: Ensure that the system is secure.
  • 47.
    RELEVANCE OF DECISIONMAKING CONCEPTS FOR INFORMATION SYSTEM DESIGN Decision-making concepts are relevant to information system design because they help ensure that information systems provide the right information to support decision-making. Decision-making The process of identifying a decision, gathering information, and assessing options. Information systems Systems that store, manipulate, and distribute information to help decision makers.
  • 48.
    INFORMATION SYSTEMS HELPDECISION MAKERS BY: Providing accurate information: Helping decision makers make informed decisions based on facts and data Supporting problem solving: Helping decision makers identify problems and evaluate solutions Assessing risk: Helping decision makers make decisions that minimize harm and maximize benefits Forecasting: Helping decision makers anticipate future events and trends Some examples of information systems include: Management Information Systems (MIS) Provide information to help managers make decisions about organizational issues Decision Support Systems (DSS) Provide analytical modeling and information to support semi-structured and unstructured decisions
  • 50.
    STANDARD SOFTWARE ANDCUSTOMIZED SOFTWARE Standard software is pre-made and designed for general use, while custom software is designed for a specific business. Standard software is cost-effective and easy to implement, but it may not meet all of a business's needs. Custom software is more expensive and time-consuming to develop, but it can be tailored to a business's specific needs.
  • 51.
    1. Standard software Cost:Cost-effective Implementation: Easy to implement Updates: Regularly updated Customization: Limited customization options Examples: Microsoft Office, Adobe Photoshop, Salesforce 2. Custom software Cost: More expensive Implementation: More time-consuming to develop Maintenance: Requires comprehensive maintenance Customization: Tailored to a business's specific needs Scalability: Can grow and change with a business
  • 52.
    a) Advantages ofcustom software Flexibility: Can be adapted to changing needs User-friendly: Can be more intuitive and user-friendly than standard software Data privacy: Can be tailored to meet legal requirements b) Advantages of standard software Time: Can be deployed quickly Cost: Can be cost-effective
  • 53.
  • 54.
    INTRODUCTION TO CHAPTER3 MAN POWER PLANNING A. To know the Modules on HR Planning, Recruitment, Selection, Placement. B. To know the Module on Performance Appraisal System. C. Understand the Training & Development Module D. Understand Information System’s support for planning & control.
  • 55.
    OVERVIEW Human resource informationsystems (HRIS) typically have modules for core HR, organizational management, and employee and manager self-services. These modules can help with HR planning by automating tasks and storing employee data.
  • 56.
    HRIS MODULES FORHR PLANNING Core HR: Manages core HR processes, such as payroll, time and attendance, and benefits administration Organizational management: Manages organizational structure, such as positions and departments Employee and manager self-services: Provides tools for employees and managers to perform tasks Performance management: Tracks employee performance, provides feedback, and rewards top performers Recruiting and applicant tracking: Helps with recruiting and tracking applicants Training tracking: Tracks training, but not learning Reporting and analytics: Provides reporting and basic analytics
  • 57.
    HR PLANNING PROCESS Assesscurrent workforce: Analyze the current state of the workforce Forecast future needs: Predict future labor demand Gap analysis: Compare projected labor demand and supply Recruitment and talent acquisition: Find new employees Training and development: Provide training and development to employees Succession planning: Identify key positions and develop plans for filling them Monitor and adjust: Monitor the results and make adjustments as needed
  • 58.
    RECRUITMENT Recruitment in ahuman resources information system (HRIS) is the process of managing the hiring of new employees using a software platform. HRIS recruitment modules allow users to track applicants, schedule interviews, and manage the entire hiring process.
  • 59.
    HOW DOES HRISRECRUITMENT WORK? Track applicants: HRIS recruitment modules allow users to track applicants through all stages of the hiring process. Schedule interviews: Users can schedule interviews and set up interview panels. Email applicants: Users can email applicants and send them interview invitations. Score applicants: Users can score applicants based on their qualifications. Configure for different positions: Users can configure the recruitment module to reflect the hiring process for different types of positions. Analyze data: Users can analyze data to identify the best sources of candidates and the cost of filling open positions.
  • 60.
    WHAT ARE THEBENEFITS OF HRIS RECRUITMENT? HRIS recruitment can help HR departments save time by automating routine tasks. HRIS recruitment can help HR departments make more informed decisions by providing access to data-driven insights.
  • 61.
    SELECTION Selection in anHRIS (Human Resources Information System) refers to the process of choosing employees for specific jobs. It's part of the talent acquisition and recruitment processes that are integrated into HRIS.
  • 62.
    EXPLANATION HRIS: An HRISis a system that helps companies manage and automate HR processes. Selection: The selection process involves reviewing applications, interviewing candidates, and making a final decision. Talent acquisition: HRIS incorporates processes for acquiring talent, including recruitment and selection.
  • 63.
    WHAT IS PLACEMENTIN HUMAN RESOURCE? Placement refers to the process of connecting the selected person and the employer in order to establish an ongoing employment relationship. In this step the employee is given the activities he/she needs to perform and is told about his/her duties. Placement is usually followed by the orientation process.
  • 65.
    PERFORMANCE APPRAISAL INHRIS A performance appraisal in human resources information systems (HRIS) is a review of an employee's job performance that uses technology to automate the process. The goal of a performance appraisal is to help employees improve their performance and align their work with the organization's goals.
  • 66.
    WHAT PERFORMANCE APPRAISALSCAN HELP WITH Identify strengths and weaknesses Performance appraisals can help employees identify their strengths and areas for improvement. Set goals Performance appraisals can help employees and managers set goals for the next review period. Identify training needs Performance appraisals can help identify training and development needs for employees. Make decisions Performance appraisals can help HR professionals make decisions about compensation, bonuses, promotions, and terminations.
  • 67.
    HOW HRIS CANHELP WITH PERFORMANCE APPRAISALS Automate the process: HRIS can automate the process of performance appraisals, allowing managers to provide feedback and set goals more regularly. Track progress: HRIS can help managers track employee progress towards their goals. Improve communication: HRIS can help improve communication between managers and employees about performance expectations.
  • 68.
    TRAINING AND DEVELOPMENTIN HRIS Training and development in HRIS (Human Resources Information System) is the process of using an HRIS to coordinate and track employee learning and development programs. HRIS can help improve training and development by providing a centralized database for employee records, and by measuring the impact of training programs.
  • 70.
    HOW HRIS CANHELP WITH TRAINING AND DEVELOPMENT Centralized database HRIS provides a secure place to store and organize employee records, including training records. Training program tracking HRIS can track employee learning and development programs, including HRIS training itself. Training program measurement HRIS can measure the effectiveness of training programs using indicators like completion rates, satisfaction levels, and knowledge retention. Training program alignment HRIS can align training programs with the company's strategic goals. Training program integration HRIS can integrate with learning management systems or e-learning solutions.
  • 71.
    INFORMATION SYSTEM’S SUPPORTFOR PLANNING & CONTROL. Information systems (IS) support planning and control by providing data to help organizations make decisions and run their operations. IS can include hardware, software, infrastructure, and trained people.
  • 72.
    HOW INFORMATION SYSTEMSSUPPORT PLANNING AND CONTROL Decision support systems (DSS) Help managers solve problems and make decisions by providing analytical tools. DSS can integrate data from multiple sources and use artificial intelligence and machine learning. Executive information systems (EIS) Help senior managers analyze the business environment to identify trends and plan courses of action. EIS provide summarized reports from all levels of the company. Management information systems (MIS) Help managers make decisions that support daily operations. MIS generate reports that provide insights and key performance indicators. Strategic information systems planning (SISP) Aligns IT capabilities with business goals. SISP involves envisioning the future, creating proposals, and developing design concepts.
  • 73.
  • 74.
    CHAPTER 4 ORGANISATION PROCESS A.The different types of Organization Structure & Related Management Processes B. The Authority & Responsibility Flows C. Communication Process D. Organization Culture and Power E. Data Capturing for Monitoring & Review F. Information Processing for Decision Making
  • 75.
    ORGANIZATION STRUCTURE. An organization'sstructure in a Human Resource Information System (HRIS) defines the roles, functions, and reporting hierarchies of the organization. This structure helps ensure accountability, consistency, and operational functionality.
  • 76.
    HOW DOES HRISUSE ORGANIZATIONAL STRUCTURE? Helps build a workforce HRIS can help identify the right people with the right skills to meet an organization's goals. Manages core HR processes HRIS can automate core HR processes like payroll, time tracking, and benefits administration. Improves decision making HRIS can help organizations make better decisions by ensuring that the right people are in the right roles.
  • 77.
    WHAT ARE SOMETYPES OF ORGANIZATIONAL STRUCTURES? Functional structure Groups people by roles, responsibilities, or specialties. For example, an organization might have marketing, finance, and sales departments. Divisional structure Segments HR teams by division or location. This structure is good for organizations that operate across multiple product lines or geographic regions. Matrix structure Sets up reporting relationships in a grid, or matrix, instead of a traditional hierarchy. In this structure, people with similar skills are pooled for work assignments.
  • 81.
    WHAT IS THEHRIS MANAGEMENT PROCESS? It is the process of integrating and deploying a digital system that facilitates the management of various HR functions within an organization. HRIS software streamlines processes like employee data management, payroll, recruitment, performance evaluations, and more.
  • 83.
    THE AUTHORITY &RESPONSIBILITY FLOWS •Authority is the power delegated by senior executives to assign duties to all employees for better functioning. •Responsibility is the commitment to fulfill a task given by an executive. Accountability makes a person answerable for his or her work based on their position, strength, and skills.
  • 84.
    COMMUNICATION PROCESS The communicationprocess in HRIS involves the exchange of information between employees and management, and among team members. HRIS systems can include tools like employee directories, internal messaging systems, and company-wide announcements.
  • 85.
    COMMUNICATION PROCESS Idea formation:The sender forms an idea or message Encoding: The sender encodes the idea into a message Channel selection: The sender chooses a medium to transmit the message Decoding: The receiver decodes the message Feedback: The receiver provides feedback about the message
  • 86.
    HRIS COMMUNICATION Employee directories:Allow employees to find each other Internal messaging systems: Allow employees to communicate with each other and management Company-wide announcements: Allow management to communicate with employees
  • 88.
    ORGANIZATION CULTURE ANDPOWER Organizational culture is the set of values, beliefs, and rules that influence how employees behave in an organization. Power structure affects organizational culture, including how employees communicate, collaborate, and behave.
  • 89.
    HOW ORGANIZATIONAL CULTUREIS IMPORTANT Organizational culture and employee behavior: Organizational culture can influence employee work behavior and attitudes. Organizational culture and employee experience: Organizational culture reflects how employees experience the organization and its brand.
  • 90.
    HOW POWER STRUCTUREAFFECTS ORGANIZATIONAL CULTURE Power structure and employee behavior: Power structure can affect how employees behave, communicate, and collaborate. Power structure and organizational adaptability: Power structure can impact how adaptable an organization is to change.
  • 91.
    HOW HR CANINFLUENCE ORGANIZATIONAL CULTURE? Establish policies HR can create employee-centric policies that promote engagement and commitment. Manage performance HR can create a fair performance management system that encourages employees to work together to achieve organizational goals. Promote a positive environment HR can promote employees who go beyond their job description and create a safe environment where employees can raise concerns.
  • 92.
    DATA CAPTURING FORMONITORING & REVIEW Data capturing for monitoring and review in a Human Resource Information System (HRIS) involves collecting and analyzing employee data to make informed decisions.
  • 93.
    HOW WILL YOUCAPTURE THE DATA FOR MONITORING AND REVIEW? When performing a monitoring and evaluation, it is important to use reliable and secure data collection tools, such as survey software or data management solutions. These tools can help ensure the accuracy of your data collection and provide a secure platform for sensitive information.
  • 94.
    DATA CAPTURE Data sources:HR data can come from a variety of sources, including employee surveys, exit interviews, and payroll records. Data collection tools: Data can be collected manually or automatically using tools like OCR and digital signatures. Data storage: Data can be stored in cloud storage or other systems.
  • 95.
    DATA REVIEW Data quality Dataquality can be monitored by identifying issues and trends. Data security Data security can be ensured by limiting access to the data and backing it up. Data compliance Data compliance can be ensured by adhering to industry standards and employment laws. Data audits Data audits can be conducted to identify areas for improvement and ensure the system is meeting expectations.
  • 96.
  • 97.
    CHAPTER 5 System Designand Acquisition A. Understand the difference between the data and process views of a system B. Understand the purpose and components of the data flow diagram (DFD) C. Understand the hierarchy of DFDs and the concept of DFD balancing D. Understand the three choices or options that organizations have when moving into physical design E. Understand the purpose of a request for proposal (RFP) and what information should be included in it F. Understand the various criteria used to evaluate vendor proposals Describe the various types of feasibility and their purpose in evaluating potential solutions
  • 98.
    OVERVIEW A "data view"of a system focuses on the structure and relationships of the data within the system, essentially looking at the "what" information is stored, while a "process view" looks at the sequence of actions and activities that manipulate that data, focusing on the "how" the system operates to achieve a result; in simpler terms, data view is about the information itself, while process view is about the steps taken to process that information.
  • 99.
    WHAT IS THEDIFFERENCE BETWEEN DATA & SYSTEM? Data are only the raw facts, the material for obtaining information. Information systems use data stored in computer databases to provide needed information. A database is an organized collection of interrelated data reflecting a major aspect of a firm's activities.
  • 100.
    Data View: Emphasizes thedata entities, attributes, and relationships between them. Focuses on data storage, organization, and access. Example: A database schema showing customer details like name, address, and purchase history. Process View: Describes the flow of activities, including inputs, outputs, and decision points. Focuses on the steps involved in performing a task or achieving a goal. Example: A flowchart illustrating the order of steps in processing a customer order, from placing the order to delivery.
  • 101.
    DATA FLOW DIAGRAM(DFD) A data flow diagram (DFD) in HRIS is a visual representation of how employee data moves through the HR system, illustrating the processes that transform the data, where it is stored, and who interacts with it, essentially providing a clear picture of how information flows within the HR department from its initial input to the final output, allowing for analysis and potential improvement of processes.
  • 102.
    KEY COMPONENTS OFA HRIS DFD: External Entities: Represents the sources and destinations of data outside the HR system, such as new hires, current employees, government agencies, payroll providers, or benefits administrators. Processes: Represents the actions or operations performed on the data within the HR system, like calculating payroll, generating performance reviews, or processing leave requests. Data Flows: Arrows indicating the movement of data between external entities, processes, and data stores. Data Stores: Represents where data is stored within the HR system, such as employee databases, time and attendance records, or benefits information.
  • 103.
    PURPOSE OF USINGA DFD IN HRIS: Understanding Data Flow: To visually map out how employee data is collected, processed, stored, and distributed throughout the HR system, identifying potential bottlenecks or redundancies. System Design and Development: Helps in designing new HR systems or improving existing ones by identifying necessary data inputs and outputs, process interactions, and data storage requirements. Requirement Analysis: Facilitates communication between HR stakeholders and system developers by clearly outlining the data needs and system functionalities. Process Improvement: By analyzing the DFD, potential areas for optimization within HR processes can be identified, like streamlining data entry or automating repetitive tasks. Compliance and Audit: Can be used to demonstrate how sensitive employee data is handled within the system, ensuring compliance with relevant regulations.
  • 104.
    THE HIERARCHY OFDATA FLOW DIAGRAM IN HRIS a data flow diagram (DFD) hierarchy typically starts with a high- level "context diagram" (Level 0), which shows the overall system interacting with external entities, then progresses to increasingly detailed levels (Level 1, Level 2, etc.)
  • 105.
    KEY POINTS ABOUTTHE HRIS DFD HIERARCHY: Level 0 (Context Diagram): Presents a simplified overview of the entire HRIS system, showing its primary external entities (like employees, managers, government agencies) and the main data flows between them. Level 1: Breaks down the Level 0 processes into major HR functions (e.g., recruitment, onboarding, time and attendance, payroll, performance management) and details the data flow between them. Level 2 and beyond: Further decomposes Level 1 processes into even more specific sub-processes, providing a detailed view of individual tasks within each HR function, including data validation, calculations, and data storage.
  • 106.
    EXAMPLE OF ADFD HIERARCHY IN HRIS: Level 0: External entities: Job applicants, current employees, managers, government agencies System process: "Manage HR operations" Level 1: Processes:  Recruitment process  Onboarding process  Performance management process  Payroll processing Level 2 (within Recruitment process): Processes:  Job posting creation  Applicant screening  Interview scheduling  Job offer generation
  • 107.
    IMPORTANT CONSIDERATIONS: Level ofdetail: The number of levels needed depends on the complexity of the HRIS and the desired level of analysis. Data flow representation: Clearly define data flows between processes, including data types and their direction. Data stores: Identify where data is stored within the system, including employee master data, payroll information, and performance reviews.
  • 109.
    THE CONCEPT OFDFD BALANCING Balancing in Data Flow Diagrams (DFD) is essentially about maintaining consistency and coherence across different levels of diagrams. The purpose of balancing is to ensure that the information and data flows remain accurate, complete, and well-organized throughout the system representation.
  • 110.
    KEY POINTS ABOUTDFD BALANCING IN HRIS Maintaining consistency: The core idea is to preserve the exact data flows between different levels of a DFD, ensuring that the information depicted at each level accurately reflects the overall HR process. Top-down decomposition: When you break down a high-level HR process (like recruitment) into sub-processes (like application screening, interviews, and offer letters) on a DFD, balancing ensures that all data elements from the initial process are accounted for in the detailed sub- processes. Identifying errors: By checking for data flow imbalances, you can identify potential issues in your HR system design, such as missing data points or redundant information. Improving understanding: A well-balanced DFD helps stakeholders understand how data flows through the HR system, making it easier to analyze and improve processes.
  • 111.
    EXAMPLE OF DFDBALANCING IN HRIS Level 1 (High-level): A process "Hire new employee" might receive "Job application" as input and produce "Employee record" as output. Level 2 (Detailed): When breaking down "Hire new employee" into sub-processes, the "Job application" data would be split into individual fields like "Name", "Contact details", "Experience", etc., and each sub-process (like "Screening", "Interview") would receive and process only the relevant data, ensuring the "Employee record" output at the end still contains all the necessary information.
  • 112.
    BENEFITS OF DATAFLOW DIAGRAM BALANCING IN HRIS Improved system design: By ensuring data consistency, it helps to design an HR system that accurately captures and manages employee information. Better communication: A well-balanced DFD provides a clear visual representation of how data flows within the HR system, facilitating better communication between stakeholders. Efficient troubleshooting: If data discrepancies are identified, the DFD can be used to pinpoint where the issue might be occurring within the system.
  • 113.
    THE THREE OPTIONSWHEN MOVING TO A PHYSICAL DESIGN. When moving into the physical design phase of an HRIS implementation, organizations typically have three main options: build a custom system from scratch, purchase a pre-built off-the-shelf HRIS solution, or modify an existing system through customization to fit their specific needs; essentially choosing between developing a completely new system, buying a ready- made one, or adapting an existing system to their requirements.
  • 114.
    Build Custom: This optioninvolves designing and developing an HRIS system entirely from the ground up, allowing for complete control over features and functionality to perfectly match the organization's unique needs. Purchase Off-the-Shelf: Organizations can choose to buy a pre-existing HRIS solution from a vendor, which often comes with standard features and functionalities, potentially requiring less development time but may not fully align with all specific needs. Customize Existing System: This choice involves taking an existing HRIS system and modifying it to better suit the organization's requirements by adding or adjusting features through customization options.
  • 115.
    KEY POINTS TOCONSIDER Cost: Building a custom system can be more expensive due to development time and resources, while off-the-shelf options may be more cost-effective upfront. Flexibility: A custom system offers the most flexibility to tailor features, whereas an off- the-shelf system may have limitations. Implementation Time: Implementing a pre-built system is usually faster than developing a custom one.
  • 116.
    THE REQUEST FORPROPOSAL (RFP) A Request for Proposal (RFP) is a document used by an organization to solicit bids from potential vendors by outlining a project's details, requirements, and desired outcomes, essentially asking them to propose how they would fulfill those needs to be considered for the contract; key information to include in an RFP is a project overview, detailed scope of work, specific requirements, timeline, budget, evaluation criteria, and desired deliverables.
  • 117.
    PURPOSE: To gather proposalsfrom qualified vendors to compare and select the best fit for a project.
  • 118.
    WHAT INCLUDES INREQUEST FOR PROPOSAL Project background: A summary of the organization, the project's goals, and its importance. Scope of work: A detailed description of the project's deliverables, tasks, and expected outcomes. Requirements: Specific technical specifications, features, and functionalities needed. Timeline: Key milestones and project deadlines Budget: Estimated budget range for the project Evaluation criteria: How proposals will be assessed, including factors like price, experience, qualifications, and methodology Contract terms: Details about payment terms, warranty, and potential legal considerations
  • 119.
    BENEFITS OF USINGAN RFP Fair comparison: Allows for objective evaluation of multiple vendor proposals based on defined criteria. Clear expectations: Sets clear parameters for what is needed from vendors, reducing misunderstandings. Cost efficiency: Helps identify the most cost-effective solution by comparing bids.
  • 120.
    THE VARIOUS CRITERIAUSED TO EVALUATE VENDOR PROPOSALS When evaluating vendor proposals for a Human Resource Information System (HRIS), key criteria include: vendor experience and reputation, system functionality and compatibility, integration capabilities with existing systems, data security and compliance features, user interface and ease of use, scalability, reporting and analytics tools, pricing and cost structure, customer support, and implementation process; all while considering the specific needs and goals of your organization.
  • 121.
    BREAKDOWN OF EVALUATIONCRITERIA Vendor capabilities: Track record and experience in HRIS solutions Client base and case studies Reputation in the market Customer reviews and testimonials System functionality: Core HR features (employee data management, payroll, benefits, time and attendance) Recruitment and onboarding tools Performance management system Training and development modules Succession planning capabilities
  • 122.
    Technical aspects: Integration withexisting systems (ERP, payroll, etc.) Data security and privacy compliance Scalability to accommodate future growth System architecture and reliability User experience: Intuitive interface and navigation User-friendly reporting and dashboard features Customization options Implementation and support: Implementation plan and timeline Training and support services Customer service responsiveness Cost and pricing: Total cost of ownership (licensing, maintenance, upgrades) Pricing structure (per user, module-based)
  • 123.
    IMPORTANT CONSIDERATIONS WHENEVALUATING HRIS VENDOR PROPOSALS Align with business needs: Ensure the proposed system aligns with your organization's specific HR goals and challenges. Prioritize key features: Identify the most critical HR functions and prioritize features that address those needs. Conduct thorough demos: Get hands-on experience with the system to assess usability and functionality. Seek user feedback: Involve key stakeholders (HR managers, employees) in the evaluation process. Compare proposals carefully: Analyze the strengths and weaknesses of each vendor to make an informed decision.
  • 125.
  • 126.
    CHAPTER 6 SECURITY ANDHRIS A. Understand the importance of Security in HRIS. B. Understand the common problem during IT adoption process. C. Opportunities in HRM & ITES. D. Understand the importance of HRIS & Employee Legislation.
  • 127.
    SECURITY AND PRIVACYOF HRIS "HRIS security and privacy" refers to the measures taken to protect sensitive employee data stored within a Human Resource Information System (HRIS) from unauthorized access, breaches, and misuse, ensuring confidentiality and compliance with data privacy regulations by implementing robust security features like access controls, data encryption, and regular security audits.
  • 128.
    COMMON HRIS THREATS Phishingattacks: A significant threat where employees are tricked into clicking malicious links or providing sensitive information, leading to unauthorized access to HR data. Insider threats: Malicious actions by current or former employees who have access to sensitive HR data, potentially due to poor access controls. Malware/Ransomware: Malicious software that can encrypt or steal employee data, often delivered through phishing emails. Weak access controls: Lack of strong passwords, inadequate user authentication methods, and not enforcing the principle of least privilege, allowing unauthorized access to HR data. Compliance issues: Failure to comply with local data privacy regulations, leading to legal repercussions. Outdated systems: Using old HRIS software with outdated security protocols, making it vulnerable to attacks. Third-party vendor risks: Security vulnerabilities within third-party applications that may access HR data.
  • 129.
    HOW TO MITIGATEHRIS THREATS Employee cyber security training: Regularly educate employees on phishing scams and best practices for protecting sensitive data. Strong access controls: Implement robust password policies, multi-factor authentication, and role-based access controls. Data encryption: Encrypt sensitive employee data both at rest and in transit. Regular security audits: Conduct periodic assessments of your HRIS system to identify vulnerabilities and address them promptly. Incident response plan: Develop a plan to effectively respond to data breaches and security incidents. Stay updated on regulations: Monitor changes in data privacy laws and ensure your HRIS practices comply.
  • 130.
    THE COMMON PROBLEMDURING IT ADOPTION PROCESS IN HRIS A common problem during the IT adoption process of an HRIS system is low user adoption, where employees resist using the new system due to factors like inadequate training, lack of awareness about its benefits, a complex user interface, or simply resistance to change in general.
  • 131.
    OTHER COMMON ISSUESDURING HRIS ADOPTION INCLUDE Data quality issues: Existing data may be inaccurate or incomplete, requiring significant cleaning before migrating to the new system. Integration challenges: Difficulty connecting the HRIS with other existing systems within the organization, leading to data inconsistencies. Change management concerns: Not effectively managing the transition process, causing confusion and employee resistance. Lack of management support: Insufficient backing from leadership can hinder user adoption and impede successful implementation. Security and privacy concerns: Worry about data breaches and unauthorized access to sensitive employee information. Poor system design: A user interface that is not intuitive or user-friendly can lead to frustration and low adoption rates. Inadequate training: Not providing sufficient training on how to use the system effectively can result in user errors and frustration.
  • 132.
    To mitigate thesechallenges, organizations can: Engage employees early: Involve employees in the selection and design process to address their needs and concerns. Provide comprehensive training: Offer thorough training sessions and ongoing support to help employees navigate the new system. Communicate effectively: Clearly communicate the benefits of the new HRIS and address any concerns employees may have. Implement change management strategies: Use a structured approach to manage the transition, including stakeholder analysis and feedback loops. Prioritize data quality: Ensure accurate data migration by cleaning and validating existing data before implementation.
  • 133.
    OPPORTUNITIES IN HRM& ITES. In the field of Human Resource Management (HRM) and Information Technology Enabled Services (ITES), opportunities exist in areas like recruitment, talent management, training and development, employee engagement, performance management, compensation analysis, employee relations, HR analytics, and various ITES roles including customer service, technical support, data entry, and back-office operations, all often leveraging technology to streamline processes and enhance efficiency.
  • 134.
    KEY OPPORTUNITIES INHRM Talent Acquisition and Recruitment: Identifying and attracting top talent through innovative sourcing strategies, utilizing Applicant Tracking Systems (ATS), and managing the recruitment process. Talent Management: Developing and implementing strategies to retain high-performing employees, including career planning, succession planning, and performance management systems. Training and Development: Designing and delivering training programs to upskill employees, addressing skill gaps, and fostering continuous learning initiatives. Employee Engagement: Creating strategies to boost employee morale, satisfaction, and productivity through initiatives like recognition programs, feedback mechanisms, and wellbeing programs.
  • 135.
    Performance Management: Establishing frameworksto evaluate employee performance, provide regular feedback, and align individual goals with organizational objectives. Compensation and Benefits: Analyzing market trends to develop competitive compensation packages, including salary structures, benefits plans, and incentive programs. Employee Relations: Managing employee grievances, conflict resolution, and ensuring compliance with labor laws. HR Analytics: Utilizing data to identify trends, make informed decisions, and measure the impact of HR initiatives. Diversity and Inclusion: Promoting a diverse workforce and creating an inclusive work environment.
  • 136.
    KEY OPPORTUNITIES INITES Customer Service Representative: Providing customer support through phone, email, or chat, resolving queries, and managing customer relationships. Technical Support Specialist: Troubleshooting technical issues, providing product guidance, and assisting users with software applications. Data Entry Operator: Accurately entering data into computer systems from various sources. Back-Office Operations: Managing administrative tasks such as order processing, invoice generation, and data management. Content Writing and Editing: Creating and editing content for websites, marketing materials, or knowledge bases. Web Development: Designing and developing web applications and websites. Digital Marketing Specialist: Managing online marketing campaigns, social media presence, and SEO strategies.
  • 137.
    EMERGING TRENDS INHRM AND ITES Artificial Intelligence (AI) and Machine Learning (ML): Automating HR tasks, candidate screening, and personalized learning experiences. Cloud Computing: Utilizing cloud-based HR platforms for improved data accessibility and scalability. Remote Work: Managing a distributed workforce and adapting HR practices to remote work environments. Employee Experience (EX): Focusing on creating a positive employee experience through engagement initiatives and workplace culture development.
  • 138.
    THE IMPORTANCE OFHRIS & EMPLOYEE LEGISLATION. An HRIS (Human Resource Information System) is crucial for ensuring compliance with employee legislation by providing a centralized platform to manage employee data, track key metrics related to employment laws, automate record-keeping, and facilitate training on compliance policies, ultimately minimizing the risk of legal violations and ensuring fair treatment of employees within the organization.
  • 139.
    KEY POINTS ABOUTTHE IMPORTANCE OF HRIS IN RELATION TO EMPLOYEE LEGISLATION Accurate Record-keeping: HRIS systems allow for efficient storage and retrieval of employee information like personal details, work hours, leave records, and performance evaluations, which is critical for adhering to laws regarding data privacy and employment documentation. Compliance Monitoring: By integrating relevant employment laws into the system, HR professionals can easily monitor compliance with aspects like minimum wage, overtime regulations, and mandatory breaks. Automated Reporting: HRIS can generate reports on key employment metrics, such as workforce demographics, employee turnover, and diversity statistics, which can be used to identify potential compliance issues and inform proactive decision-making. Benefits Administration: HRIS facilitates smooth management of employee benefits, ensuring proper enrollment, tracking eligibility, and compliance with related regulations. Training and Awareness: The system can be used to deliver training modules on relevant employment laws, ensuring employees are informed about their rights and responsibilities. Streamlined Investigations: In case of complaints or potential violations, an HRIS can help streamline the investigation process by providing access to relevant employee data and documentation.
  • 140.
    EXAMPLES OF HOWHRIS SUPPORTS SPECIFIC EMPLOYMENT LAWS: Family and Medical Leave Act (FMLA): Tracking employee leave usage for medical reasons and family emergencies. Fair Labor Standards Act (FLSA): Calculating overtime pay accurately based on employee hours worked. Americans with Disabilities Act (ADA): Managing employee accommodations related to disabilities. Equal Employment Opportunity Commission (EEOC): Maintaining data on employee demographics to monitor for potential discrimination.
  • 141.
    Overall, a well-designedHRIS system is a valuable tool for HR professionals to ensure compliance with employee legislation, mitigate legal risks, and promote fair and ethical employment practices within an organization.
  • 142.