人力资源信息系统

Human Resource Information System (HRIS)Shweta, Saurabh, Ritesh & Shabbeer1AgendanIntroducing HR & ISnConcept of HRISnNeed of HRISnCase Study of Visited Company nUtility and ApplicationsnImplementation of HRISnBenefitsnLimitationsnConclusion2HRM An IntroductionnHuman Resources is an organizational function that deals with issues such as recruitment and selection, training, appraisal, compensation and performance management of the employee.nHuman beings are also considered to be resources because it is the ability of humans that helps to change the gifts of nature into valuable resources. While taking into account human beings as resources, the following things have to be kept in mind:nThe size of the population nThe qualitynThe people that staff and operate an organization; as contrasted with the financial and material resources of an organization. 3HRM AST&D ViewHR areas output:Quality of work life Productivity readinessfor change4Information SystemnA system, whether automated or manual, that comprises people, machines, and/or methods organized to collect, process, transmit, and disseminate data that represent user information.5HRIS - IntroductionnHuman Resource Information System (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.nIt merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field.nIt can be used to maintain details such as employee profiles, absence reports, salary admin. and various kinds of reports.6HRIS Why it is needed?nStoring information and data for each individual employee.nProviding a basis for planning, decision making, controlling and other human resource functions.nMeeting daily transactional requirement such as marking absent and present and granting leave.nSupplying data and submitting returns to government and other statutory agencies.7HRIS Why it is needed?nBuilding organizational capabilitiesnJob design and organizational structurenIncreasing size of workforcenTechnological advancesnComputerized information systemnChanges in legal environment8HRIS TrackPersonal RecordsRecruitment & SelectionEmployment EquitySalary AdministrationTrng. & Dev.CompensationEmployee RelationsBenefitsHR PlanningPension AdministrationMedical RecordsHealth & SafetyJobPeoplePositions9HRIS Appl. & UtilitiesnPersonnel administration - It will encompass information about each employee, such as name address, personal details etc.n Salary administration - Salary review procedure are important function of HRM, a good HRIS system must be able to perform what if analysis and present the reports Of changes.nLeave and absence recording Essentially be able to provide comprehensive method of controlling leave/absences.nSkill inventory - It is also used to store record of acquired skills and monitor the skill database both employee and organisational level.10HRIS Appl. & UtilitiesnPerformance appraisal The system should record individual employee performance, appraisal data, such as due date of appraisal, scores etc.nHuman resource planning HRIS should record details of the organisational requirements in terms of positionsnRecruitment Record details of recruitment activities such as cost and method of recruitment and time to fill the position etc.nCareer planning - System must be able to provide with succession plans reports to identify which employee have been earmarked for which position.nCollective bargaining A computer terminal can be positioned in the conference room linked to database. This will expedite negotiations by readily providing up to date data based on facts and figures and not feelings and fictions.11Company Report: SunGardnSunGard is a global leader in -nSoftware and processing solutions for financial servicesnHigher education and the public sector. nBusiness continuity services. nEstablished 1978.nAnnual revenue exceeding $4 billion (2006-07).nMore than 25,000 customers in more than 50 countries, including the worlds 50 largest financial services companies.nEmploys strength 16,000 in more than 400 offices in 30 countries. nHeadquarter - Wayne, Pennsylvania.nIndia offices Bangalore, Pune.nPune Office Meridian Plaza, Senapati Bapat Road.12HRIS Q&A with SunGardnWhich system do you use in your organisation for HRM?nOracle/PeopleSoft Employee Suit HRMS Package.13HRIS Q&A with SunGardnWhat benefits do you get from the information system?nHRIS system is able to provide us various benefits like speedy retrieval and processing of data, its easy classification. nIt helps in better analysis and more effective decisions making .nProvides us with accurate information, quality reports and overall better work culture.nEliminates personal biasness, brings transparency.14HRIS Q&A with SunGardnWhat are the problems faced by HR people while using the system?nAlthough the system is efficient, but sometimes we face the problems like system slowdown or higher downtimes and if there is some particular limitation in module than work suffers, some HR people are not comfortable in using system efficiently so time is to be given in training for the system.15HRIS Q&A with SunGardnHow does implementation of such system in organization, affect its culture and employees?nWith the introduction of HRIS system the work culture in the organization gets changed and we as HR managers are able to serve to other employees in efficient manner which is again raising the satisfaction level among ourselves. But some time some senior employees are resistant to the change also.nThe transfer and application system seem to have provided the management with an excuse for leaving difficult problems to their successor.16HRIS Q&A with SunGardnWhat are the uses of HRIS in different functions of HR?nHRIS system is helping out in all the functions and activities related to HR like payroll processing, training and development , job evaluation process and appraisals, recruitments etc. by providing accurate and timely information and helping in better analysis of information.17HRIS Q&A with SunGardnWhat are the limitation in the existing HRIS in your organisation?nAlthough the system is highly supportive, but there is also a requirement of Query Based Ticketing System (QBTS) with SLA.nOn query resolution queries raised on window will go to the concerned HR officer, at the same the HR officer will get a work list pertaining to the query, raised by an employee in his department.18HRIS Q&A with SunGardnHow much secure is the system actually from HR point of view?nSystem is absolutely secure. We have three level security system in our application. Authorization, Authentication and Auditing.19HRIS - VendorsnMore than 25, world-wide.nAutomatic Data Processing Inc.nSAP AGnRestrac Web HirenOracle/PeopleSoftnHuman Resource MicrosystemsnBusiness Computer SystemsnLawson Software20HRIS - DevelopmentCONCIEVE & PLANANALYSEDESIGNTESTIMPLIMENTMAINTAIN21HRIS - ImplementationnComplete Business Solutions (CBS)nBuild Your Own Integrated System Approach (BYOSIS)nMultiple Systems and Data Hub Approach (MS&DH)22HRIS ExamplenOracle/PeopleSoft HRMS (ver. 12)nAutomates the entire recruit-to-retire process.nA single integrated application includes the following HR activities: nRecruitment nPerformance management nLearningnCompensation and benefitsnPayrollnWorkforce schedulingnTime management and real time analytics.23Oracle/PeopleSoft HRMS nExample: Payroll SystemnBased on a global HRMS engine with country-specific localization extensionsnIntegrated with Human Resources (core), Advanced Benefits, Self-Service HR, Incentive Compensation, and Oracle Financials.24Oracle Payroll: Scope & UtilitiesnDefines comprehensive eligibility rules that link user-defined criteria. nDefines standard rules for automatically assigning and changing employee compensation and benefits. nMinimizes workforce inquiries by providing near real time remuneration data and history.nUtilizes simple, configurable formulae.nControls each employees unique processing rules and calculations using FastFormula.nUses conditional logic for more complex cases.nStreamlines administrative processes.nReduces set-up costs and processing time & errors.nManages global compensation with one application. nOrganization-wide control of workforce payroll and compensation data.25Oracle Payroll: Scope & UtilitiesnImplements Oracle Payrolls core payroll engine, by adding local extensions to attain the legislative functionality and country reporting requirements. nConfigures and manages personalized compensation policies and programs with one global payroll engine.nMonitors payroll processes end-to-end.nReconciles errors while maintaining current calculations. nSimultaneous processing of multiple groups of employees. nReduces administrative costs with online paperless pay-slips.nStandard and personalized reports are utilized to view and analyze your payroll data. nConfigurable security for unique access. nMaintains audit logs of changes.26HRIS - BenefitsnEmployee Satisfaction Up to 50%nWorker Productivity 40-60%nLearning Effectiveness Up to 40%nService Levels 20-30%nEmployee Turnover 20-70%nTime to Ramp New Hires 50%Sources: Giga 2003, Cedar 2002 27HRIS - BenefitsnHigher Speed of retrieval and processing of data.nReduction in duplication of efforts leading to reduced cost.nEase in classifying and reclassifying data.nBetter analysis leading to more effective decision making.nHigher accuracy of information/report generated.nFast response to answer queries.nImproved quality of reports.nBetter work culture.nEstablishing of streamlined and systematic procedure.nMore transparency in the system.nEmployee Self Management.28HRIS - DisadvantagesnIt can be expensive in terms of finance and manpower.nIt can be threatening and inconvenient.nThorough understanding of what constitutes quality information for the user.nComputer cannot substitute human beings.29ConclusionWe are becoming the servants in thought, as in action, of the machines. Evidently, we actually have created them to serve us.30ReferencesnFundamentals of HRM S. P. RobbinsnHuman Resource Management - Biswajeet PatnayaknManagement Information Systems: New Approaches to Organisation and Technology Upper Saddle RivernIntegrated HR Systems Linda StrohnPeopleSoft 8.8 Application Fundamentals for HRMS PeopleBooknWeb References:nhttp:/