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 CASSIA 69  GEORGE 80  JENIFER 84  KETKI 89  RENEE 104 2

 HRIS is an integration of HRM and IS(information system).  It helps HR managers perform HR functions effectively and in a systematic manner.  It is a part of organization’s larger MIS. 3

Accounting information system Human resources research system Manufacturing intelligence subsystem Manpower planning subsystem Work force management subsystem Benefits subsystem Internal sources Environmental sources Input subsystems Output subsystems Users Data Information Environmental reporting subsystem HRIS Database HRIS Model Recruiting subsystem Compensation Subsystem 4

5  HR planning  Succession planning  Work force planning  Work force dynamics analysis  Staffing  Applicant recruitment and tracking  Employee data base development  Performance management  Learning and development  Compensation and benefits  Pay roll  Job evaluation  Salary survey  Salary planning  Benefits management  Develop innovative Organization Structure  Develop IT 5

 Management of all employee information.  Reporting and analysis of employee information.  Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.  Benefits administration including enrollment, status changes, and personal information updating.  Complete integration with payroll and other company financial software and accounting systems.  Applicant and resume management. 6

 attendance use,  pay raises and history,  pay grades and positions held,  performance development plans,  training received,  disciplinary action received,  personal employee information, and occasionally,  management and key employee succession plans,  high potential employee identification, and  applicant tracking, interviewing, and selection. 7

 Abra Suite  ABS (Atlas Business Solutions)  CORT: HRMS  HRSOFT  Human Resource MicroSystems  ORACLE- HRMS  PEOPLESOFT  SAP HR  SPECTRUM HR  VANTAGE: HRA  MICROSOFT DYNAMICS 8

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PAY ROLE MODULE  Data on employee time and attendance  Calculates various taxes and deductions  Can compose employee related transaction  Integrate with the existing financial system 13

 Cost analysis and efficiency metrics are the primary functions  Gathers standardized time and work related efforts  Most efficient module which provides broad flexibility in data collection 14

 Tracks employee participation in benefits programs  Basically comprises of insurance, compensation, profit sharing and retirement 15

 Normally called the Learning Management System  Tracks the education, qualification and skills of the employee  As well as provides CD’s, web based learning materials and training courses to develop the skills 16

 Covers many HR aspects from application to recruitment  Has fine records of basic demographic and address data, selection, training and development, capabilities, compensation planning records and other related activites 17

 Faster information process,  Greater information accuracy  Specialization  Improved planning and program development  Large amount of data and information to be processed. 18

 Project based work environment.  Employee empowerment.  Learning organization 19

 Training workforce  Lack of communication  Costly affair  Updating of the software required  Risk involved 20

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