Home | | Human Resources Management | Human source Information System (HRIS)

Chapter: Business Science : Human Resource Management : Perspectives in Human Resource Management

Human source Information System (HRIS)

Acquisition , storage and retrieval of information is a significant challenge to the management

Human source Information System (HRIS)


Acquisition , storage and retrieval of information is a significant challenge to the management


        Human Resource Information System is a systematic way of storing data and information for each individual employee to aid planning , decision making and submitting of returns and reports to the external agencies.


1 Purpose of HRIS


        Storing information and data for each individual employee for future references


        Providing basis for planning, Organizing , Decision Making, Controlling and other Human resources function.


        Meeting daily transactional requirements- marking present / absent , and granting leave.


Supply data and submitting returns to government and other statutory agencies


2 Applications of HRIS


         Personnel Administration


         Salary Administration


         Leave / absence recording


         Skill Inventory


         Medical History


         Accident Monitoring


         Performance Appraisal


         Training and Development






         Career Planning


         Collective Bargaining


3 Capabilities of HRIS



         Input Function



4 Steps in Implementing HRIS



         Inception of Data


         Originator of the idea should prepare a report showing the need for an HRIS and benefits of this system towards the development of the organisation.



         Feasibility Study


         It evaluates the Present system , details and benefits of HRIS .


         It calculates the cost and benefits of HRIS



         Selecting a project team


         Once the feasibility study has been accepted the resources are allocated


         Projet team is selected


         HR respresntative, Representatives from both management , information systems


& additional clerical people from HR department.



        Defining the requirements


        Statement of requirements specifies in detail exactly what HRIS will do.


         It is thw written descriptions of how users collect and prepare data,obtain approvals , complete forms, retrive data and performa other non technical tasks associated with HRIS use.


         Vendor analysis


         This step determines what software and hardware are available that will best meet the organisation needs for the lowest price.


         The result of this analysis will determine whether to purchase an ―off the shelf‖ package or develop the system internally


         Contract Negotiations


         Vendor has to selected and the contract must be negotiated.The contract stipulates the vendor‘s responsibilities with regard to software, installation, service, manintenance, training and Documentation.


         Members of the project team are trained to use HRIS.HR representative will train managers from other department in how to submit information to HRIS and how to request information from it.


•Tailoring the system


         This step involves making changes to the system to best fit the needs of organisation.


         A general rule of thumb is to modify the vendor package , because of modifications frequently cause problems


         Collecting data


         Data must be collected and stored in the system


         Testing system


         Once the system is tailored to the organisationa needs and data is entered , a period of testing follows


         The purpose of this testing is to verify the output


         All reports are analysed for accuracy.


         Starting up


         Start up begins when all current actions are put into the system and reports are produced


         Running in parallel


         It is desirable to run the system in parallel with the old system for a period of time.



         This allows for comparision of outputs both the system and examination for inaccuracies




         It normally takes several weeks and months for the employees to feel comfortable with the system. During the stabilisation period any remaining errors and adjustments should be handled.




         HRIS has been in plae for a reasonable length of time


         The system has to be evaluated


         To check the efficiency whether the system is benefitical and properly used by the organisation





         Higher speed of retrieval of information


         Reduction in duplication


         Ease in classifying and reclassifying


         Effective decision making


         Higher accuracy of information


         Fast response of quires


         Improve quality of people


         Better work culture


         Systematic procedures







         Expensive – finance – manpower requirements


         Large scale computer literacy – inconvenient and threatening


         Personnel designing do not have the thorough information of the users- user do not get the exact reports.


         Quality of response depends on the accuracy of the input – human intervention .


         Multi user environment – system is operated in batch mode – records are updated once a week – online facility has to be developed – report generated should not be out of phase with the realities.


Study Material, Lecturing Notes, Assignment, Reference, Wiki description explanation, brief detail
Business Science : Human Resource Management : Perspectives in Human Resource Management : Human source Information System (HRIS) |

Privacy Policy, Terms and Conditions, DMCA Policy and Compliant

Copyright © 2018-2024 BrainKart.com; All Rights Reserved. Developed by Therithal info, Chennai.