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Human Resources Information Systems Presented by Manjeet Singh

Human Resources Information Systems Presented by Manjeet Singh. Human Resources Information System (HRIS).

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Human Resources Information Systems Presented by Manjeet Singh

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  1. Human Resources Information SystemsPresented byManjeet Singh

  2. Human Resources Information System (HRIS) • Each firm must have a system for gathering and maintaining the data that describes the human resources, transforming the data into information and then reporting the information to users. This system has been named the human resources information system (HRIS). • The name human resources management system (HRMS) The HR organization typically includes an HRISsection that has the responsibility for managing the conceptual system of human resource data and information.

  3. Location of the HRIS Within the Firm • Approximately 10 percent of the HRSP firms reported that they had no formal HRIS unit, but for those that did, it could be located in various places. • Most of the units (73.5 percent) resided in HR, but some (8.4 percent) were a part of information services, some (1.8 percent) were found in the payroll section of the accounting department, and some (4.9 percent) were located outside the firm in such places as service organizations and outsourcers.

  4. Evolution of the HRIS • Until recently, management did not pay as much attention to personnel data as it did to data describing money and material resources . • . Some HR organizations even installed their own minicomputers and even mainframes.

  5. A Model of a Human Resources Information System • In devising our model, we use the same general format of input subsystems, database, and output subsystems that we have used for the other functional areas. The input subsystems are the standard combination of data processing, research, and intelligence. In most firms, the database is housed in computer storage. Only 5.7 percent of the HRSPfirms reported using a non-computer database.

  6. Model of HRIS

  7. Human Resources Research Subsystem • Succession studies: are conducted for the purpose of identifying persons in the firm who are candidates for positions that become available. Perhaps a department head is retiring, and top management wants to know who can be considered for promotion to that position. • Job analyses and evaluations: study each job in an area for the purpose of defining its scope and identifying the knowledge and skills that are required. • Grievance studies: follow up on complaints filed by employees for a variety of reasons.

  8. Human Resources Intelligence Subsystem • Government Intelligence The government provides data and information that assist the firm in complying with the various employment laws. • Supplier Intelligence The suppliers include such firms as insurance companies, which provide employee benefits, and university placement centres and employment agencies, which serve as sources of new employees. • Labor Union Intelligence Labour unions provide data and information that are used in administering the labour contracts between the unions and the firm. • Global Community Intelligence The global community provides information that describes such local resources as housing, education, and recreation. • Financial Community Intelligence The financial community provides economic data and information that is used in personnel planning. • Competitor Intelligence In certain industries where highly specialized knowledge and skills are required, such as the computer industry, there is a frequent flow of personnel from one firm to another.

  9. HRIS Database • The increasing complexity of personnel-related issues, which is caused by mounting governmental legislation and an expanding selection of benefits, has made it almost a necessity to maintain the data in the computer. For the computer-based HR database, several alternatives exist in terms of contents, location, management, and data entry.

  10. Database Contents • Employee Data Most of the HRIS database contains data concerning the firm's current employees. • Non-employee Data When asked to describe non-employee data in their databases, 8 percent of the HRSP respondents identified data that describes such organizations in the firm's environment as employment agencies, colleges and universities, labor unions, and governments. Also identified was data describing such individuals as applicants, dependents, beneficiaries, and survivors.

  11. HRIS Output • Basic Forms of Output HRIS users usually received their output in the form of periodic reports and responses to database queries. Mathematical models were used to some extent, and there was some use of expert systems.

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