Welcome and Namaste Human Resource Information System HRIS

Welcome and Namaste Human Resource Information System (HRIS or HRMS) for Managing Human Capital More Intelligently

Agenda: HRIS ü Concepts and its functions ü Importance for institutional growth ü Core components ü Implementation process ü Success and Failure of HRIS implementation

HRIS: Institutional Understanding

HRIS: Institutional Understanding

HRIS: Introduction Organized system of: * HRM * IT * Culture & Strategy

HRIS: Introduction • HRIS is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies; • It merges HRM as a discipline and in its basic activities and processes with technology.

Information System • A system, whether automated or manual, that comprises people, machines, and/or methods organized to collect, process, transmit, and disseminate data that represent user information.

Reflect on our understanding Pillars of HRIS With in HRIS Not in HRIS •

Reflect on our understanding • Activity 1: 20 minutes (syndicate) & 10 min Presentation Segregate & Plot the pictures into given categories Pillars of HRIS • • Technology HRM Strategy Culture With in HRIS Personnel Data Management Resource Management Skill Management (Training) Resource Allocation Performance Management Attendance/Leave Management Benefits Administration Training Administration Budgeting and forecast Not in HRIS • • • Leadership Traits Employee Satisfaction Job Satisfaction Employee Motivation Dissatisfaction Entertainment Interest Discipline

Functions of HRIS

Why HRIS ?

HRIS-Why it is needed • Storing information and data for each individual; • Providing a basis for planning, decision making, controlling and other human resource functions; • Meeting daily transactional requirement; • Supplying data and submitting reports.

HRIS-Why it is needed • Building organizational capabilities; • Job design and organizational structure; • Increasing size of workforce; • Technological advances; • Change in legal environment.

HRIS: Objectives • Improve paperless HRM Capabilities; • Provide open flexible system; • Effective staffing and right sizing; • Automation of HRM operational processes; • Consolidated HRM information.

HRIS: Summary • To reduce the manual workload of these administrative activities. • Tool to ensure that people related activities and processes are streamlined and automated. • To manage & maintain HR information's to sustain for future

HRIS: Development

Activity 2: • Activity 2: 15 minutes (syndicate) & 10 min Presentation List the group thoughts in bullets relating to: • Success Factors for HRIS Implementation • Popular Mistakes during HRIS Implementation

Success Factors for HRIS Implementation • • • Senior Management Support Involvement of Stakeholders Risk Assessment Time Budgeted for the Implementation Job Analysis Implementation Methodology Business Process Overview (“BPO”) Clearly Defined Requirements Understanding of Data Openness to change

Popular Mistakes during HRIS Implementation • HRIS Mistake # 1 - Failure to Effectively Manage Change • HRIS Mistake # 2 – Failure to Define, Validate, and Support Data Quality • HRIS Mistake # 3 - Failure to Properly Plan • HRIS Mistake # 4 – Failure to Administer Data Security Properly

HRIS: Video Link

Popular HRIS Vendors

• http: //www. hrlab. com/hrmsimplementation. php • http: //www. capterra. com/human-resourcesoftware/ • http: //www. hrlab. com/hris-mistakes. php • http: //www. hrrevolution. com/Articles/Selecting_ HRIS/ • http: //www. unicornhro. com/articles/five-keyfunctions-of-hris--the-best-features-for-yourmoney

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