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HRIS ...MIS

Human Resource Information System
by

Hanie Grace Tejada

on 25 September 2012

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Transcript of HRIS ...MIS

HUMAN RESOURCE
INFORMATION
SYSTEM - systems and processes at the intersection between HRM and IT. What Is Human Resource
Information System?. -merged as an HRM discipline with IT field. -helps HR managers perform HR functions in a more effective and systematic way using technology. - acquiring, storing, manipulating, analyzing, retrieving, and distributing pertinent information regarding an organization's human resources. - software containing a database that allows the entering, storage and manipulation of data regarding employees of a company. It allows for global visualization and access of important employee information. - The two main types of HRIS are either program based or web based. HRIS ENCOMPASSES USERS OF HRIS - HR Professionals (such as
HR rep, HR Manager, etc.)
- Support staff
- Lower Level Employees
- Middle Level Employees
- Upper Level Employees
- Executives & Directors HR PROCESS - Locate and attract applicants Recruitment Selection - Getting right people for right position Training and Development - Training – for current jobs
- Development – for future jobs - Evaluate employees work efficiency Performance Evaluation and Management Promotions/Performance
Appraisal - Responsible for proper compensation
of the deserving employees - Build camaraderie among colleagues Employee Relations Record keeping of all
personal data - Keeper of all people related data such as family members, previous company that an employee worked with, etc. - Responsible for giving appropriate benefits and salaries to the employees in order to maintain or increase their efficiency level Compensation and Benefits Career development - Help the employees to develop their respective career by implementing different training and development that the employee needed. *Streamlines the management of human
resources and human capitals. It comprises
of four broad sections, mainly Training,
Recruitment, Payroll and Attendance.
HR module in ere source ERP routinely
maintains a complete employee
database including contact information,
salary details, attendance, performance
evaluation and promotion of all
employees. HR: MODULES - automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Payroll Module Online Recruiting - Used to garner potential candidates for
available positions within an organization. - is designed to collate and analyze employee timekeeping information for the purposes of organizational cost accounting. Time and Labour Management
Module - Time management includes shift planning, time recording, absence & leave management. - provides a system for organizations to administer
and track employee training and development efforts. Training Module/Learning
Management System HR Management Module - records basic demographic data of employee- training and development, skills, and qualifications
of each employee. Advanced HR management modules can also automate the process of
application for positions by capturing application
data and entering it to a relevant database. - provides a system for organizations to administer and track employee participation in benefits programs. These programs can range from programs such as health insurance and pension schemes, stock option plans, and profit sharing. Benefits Administration Module Some of the most common
sub systems: - comprises of HR master-data, personnel administration, recruitment and salary administration. Personnel Management Organizational Management - Organizational management includes, organizational structure, staffing schedules & job description. - Salary management, statutory reporting, attendance management for salary calculation. Payroll System Time Management - Time management includes shift planning, time recording, absence & leave management. Personal Development - This section comprises of training and
event management, additional training determination and training assessment. Operational human resource information systems provide the manager with data to support the routine, competitive personnel decisions that occur regularly. Operational Human Resources
Information Systems - The financial information system, through its payroll subsystems, collects and report data pertaining the human resources that is largely operational in nature. Payroll Information Systems Position Information Systems - A position, on the other hand, consists of tasks performed by one worker. - The personal department must maintain information on each of the organization’s employees for a
variety of reporting purposes. Employee Information Systems Employee Evaluation Information Systems - are often called performance appraisals.
The data for performance appraisals are frequently collected by administering employee appraisal forms to each
employee’s immediate superior. - Data secured from the payroll, position, employee, and
employee evaluation information systems can be used to
produce reports required by myriad governmental laws
and regulations, including affirmative actionand equal employmentopportunity laws and regulations. Government Reporting Information
Systems HRIS: SYSTEM WORKFLOWS HRIS: SOFTWARES The same types of general software used within other business functional areas are useful in the human resource management area. These software types include database management, spreadsheet, and statistical software. General Use Software - is probably the most critical and useful of any software for human resource management. It can be used to construct a variety of files, such as job description files, job specification files, position files, employee skills inventory, and applicant files. Database Management Software Spreadsheet Software - can be used by resource managers in much the same way that it can be used by any manager. Statistical Software - personnel managers can use statistical
analysis for a variety of purposes. Sample Employee
Home Page Samle Payroll Time entry - Faster information process
-Greater information accuracy
-Improved planning and program development
-Enhanced employee communications HRIS: BENEFITS - Lack of management commitment
- No or poorly done needs analysis
- Failure to include key people
- Failure to keep project team intact
- Politics / hidden agendas
- Failure to involve / consult significant groups
- Lack of communication
- Bad timing (time of year and duration) HRIS: CHALLENGES END... - Payroll
- Time and Attendance
- Appraisal performance
- Benefits Administration
- HR management Information system
-Recruiting/Learning Management/Training System
- Performance Record
- Employee Self-Service
- Scheduling
- Absence Management
Full transcript