Welcome and Namaste Human Resource Information System (HRIS or HRMS) for Managing Human Capital More Intelligently
Agenda: HRIS Concepts and its functions Importance for institutional growth Core components Implementation process Success and Failure of HRIS implementation
HRIS: Institutional Understanding
HRIS: Institutional Understanding
HRIS: Introduction * HRM * IT * Culture & Strategy 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 With in HRIS Not in HRIS Technology HRM Strategy Culture Personnel Data Management Resource Management Skill Management (Training) Resource Allocation Performance Management Attendance/Leave Management Benefits Administration Training Administration Budgeting and forecast 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 administrative activities. 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: Success Factors for HRIS Implementation 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/hrms-implementation.php http://www.capterra.com/human-resource-software/ http://www.hrlab.com/hris-mistakes.php http://www.hrrevolution.com/Articles/Selecting_HRIS/ http://www.unicornhro.com/articles/five-key-functions-of-hris--the-best-features-for-your-money
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