HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

I. DEFINITION:

 a form of HR software that combines a number of systems and processes

to ensure the easy management of a business' employees and data

 HRIS provides a means of acquiring, storing, analyzing and distributing

information to various stakeholders. HRIS enable improvement in
traditional processes and enhance strategic decision-making.

(Chugh, R 2014, ‘Role of Human Resource Information Systems in an Educational Organisation’, Journal of

Advanced Management Science, vol. 2, no.2, pp.149-153.)
 HRMS vs. HRIS?

The term HRMS (Human Resource Management System) is sometimes used

synonymously with HRIS, but a HRIS is really a type of HRMS.
 no real difference in the type of systems offered.
 At one time, a HRMS was a more complete automated solution to human
resources management than software labeled as HRIS or even HCM (Human
Capital Management), but rebranding by many companies has worked to
/ make the different software titles generally indistinguishable.

HRIS packages can be customized to the specific needs and requirements of the
employer.

(Dave Rietsima, https://www.hrpayrollsystems.net/hrms/)

 Trivia:

PeopleSoft: The first completely HR-centered system, released by Oracle

 in 1987

Not just technology:

“HRIS is not limited to the computer hardware and software applications
that comprise the technical part of the system: it also includes the people,
policies, procedures and data required to manage the HR function.”
("Oracle PeopleSoft Applications". oracle.com.)
(Hendrickson, Anthony R., Human Resource Information Systems: Backbone Technology of Contemporary Human Resources; Journal of Labor
Research, Summer 2003, Vol. 24 Issue 3, p. 381-394)
 
 II. PURPOSES OF HRIS

 Storing information and data for each individual employee

 Providing a basis for planning, decision making, controlling and other
human resource functions.
 Building organizational capabilities
 Job design and organizational structure
 Increasing size of workforce
 Succession planning
 Technological advances
 Computerized information system
 Changes in legal environment
 III. SCOPE

Currently, human resource systems encompass:

1. Retaining 8. Performance record
2. Scheduling 9. Hiring
3. Analytics 10. Absence management
4. Employee Reassign module 11. Administration
5. Managing Payroll 12. HR planning
6. Recruiting/Learning management 13. Employee self-service
7. Grievance handling by following precedents
IV. MODEL OF HRIS
V. TYPES OF HR INFORMATION
SYSTEMS
VI. ESSENTIAL MODULES IN AN
HRIS
 local-machine-based software package OR
online cloud-based system which can be accessed via a web browser.

 PAYROLL MODULE 
 TIME AND ATTENDANCE MODULE 
 BENEFITS ADMINISTRATION MODULE 
 HR MANAGEMENT MODULE 
 ONLINE RECRUITING 
 APPLICANT TRACKING SYSTEM
 TRAINING MODULE 
 EMPLOYEE SELF-SERVICE MODULE 
 ANALYTICS
 STAFF TRAINING MODULE 
 EMPLOYEE RE-ASSIGN MODULE
  
VII. BENEFITS OF HRIS

While it is possible to take care of HR functions manually, an

automated system can help to elevate productivity levels and
can change the way that a company is perceived in the modern
marketplace. 
 Increase competitiveness by improving human resource operations
 Ability to implement a number of different operators to human resource
 Shift the focus from the operational(transaction) human resource
information to strategic human resource information.
 Include employees as an active part of the HRIS
 Reengineering the entire human resource department.
BENEFITS FOR MANAGEMENT INCLUDE:
Increase of overall decision making efficiency
Cost reducing and better control of budget
A clear vision of business including business transparency

BENEFITS FOR HUMAN RESOURCE DEPARTMENT

Minimize errors that are caused by human factor.
Improved management system in accordance with the
legislation.
Elimination or reduction of redundancy in the system.
Standardization of business processes.
BENEFITS FOR EMPLOYEES
Time management
The possibility of independent access to data, which often
means working in one software window
24/7 data availability
 Increasing staff morale
Automatic tracking and reminder to business obligations and
events

LIMITATIONS
The system itself cannot solve issues within an organization
System breakdowns
Cost and maintenance
 SCREENSHOT OF AN HRIS
MODULE