Human Resources Information System (HRIS) Presented by: Ankita Gupta (90) Bhanu Sachdev (88) Harsha Sikri (98) Priya Rawat (57) Ravi Bansal (63)

AGENDA Case Study HRIS Definition Objectives Benefits Model of HRIS HRIS Softwares HRIS of Reliance Infra Conclusion

Case Study: Developing an HRIS Step Solution

The Situation in Swaziland The MOHSW, Swaziland needed better HRH data. No understanding of health workers. ‘Ghost-workers’. Replacement workers placed in incorrect positions

Non-optimum Data Management Benefits Admin. Payroll Applicant Tracking DATA DATA DATA Training Mgmt. DATA THE ROOT CAUSE Lack of clarity in, and common understanding of, the current and/or desired future situation, including: Connection between HR and business strategies HR policies, practices and business rules HR functions and business process to be automated Optimum roles and accountabilities Multiple uses and interactions of data. Competency Modeling DATA Job Evaluation DATA

Sources of problems An HRIS assessment in Swaziland revealed: HR data were stored in separate systems. Information flowed slowly between systems. Didn't reach everyone who needed it. The systems also could not be queried to produce analyses or reports.

Requirements for a comprehensive solution Create electronic records for all health care staff, regardless of employer. Include additional data items relevant to HRH, such as registration numbers and facility codes Institute tight security to protect access to data Complement rather than duplicate an existing Public Service HR database.

Implementing the Step Solution Develop a data collection Program a simple database. Generate a staffing report from both databases. Institute data-quality procedures to improve the accuracy and timeliness of data inputs. Establish a monthly updating process and develop forms. Combine records from both databases to produce a single dataset.

Optimum Data Management Payroll Benefits Admin. Competency Modeling HR DATA Applicant Tracking Training Mgmt. Competency Modeling Job Evaluation Integrated HR Systems and Data

Information flow in Swaziland using an electronic HRIS "step solution Information flow in Swaziland using an electronic HRIS "step solution." The red items refer to new systems and process that were instituted as part of the step solution.

HRIS : Definition The Human Resource Information System (HRIS) is a method by which an organization collects, analyses and reports information about people and jobs. It applies to information needs at macro and micro levels. HRIS may or may not be computerised. Now-a-days, mostly it is referred to a database system that offers important information about employees in a central and accessible location.

The Evolution of the HRIS First, paper files were located in the Personnel department. Then, punched card and magnetic media files were located in IS. Government legislation in the 1960s and 70s eventually called management's attention to the importance of HR data. In the late 1970's the concept of an HRIS was born. E-12 7

Objectives of HRIS To offer an adequate, comprehensive and on-going information system about people and jobs. To supply up-to-date information at a reasonable cost. To offer data security and personal privacy.

HRIS SYSTEM DEVELOPMENT LIFECYCLE Major steps involved Identify Objectives Identify various HRIS projects Analyze various Alternatives Select the best alternative Analyze resource requirement Develop HRIS plan Analyze the plan Design HRIS system Implement HRIS Maintain HRIS

A Model of HRIS

Input Subsystems There are 3 input subsystems in the HRIS model Accounting Information system Human Resources Research subsystem Human Resources Intelligence subsystem Internal sources Environmental sources

Input Subsystems Description Examples Accounting Information subsystem Personnel data elements are relatively permanent and non financial in nature. Accounting data elements are primarily financial and tend to be more dynamic than personnel data Examples: employee name, gender, date of birth, education etc… Examples: hourly rate, salary, year-to-date income tax. Human Resources Research subsystem It gathers data by means of special research projects Succession studies Job analyses and evaluations Grievance studies Human Resources Intelligence subsystem It gathers data relating to human resources from the firm’s environment Government Suppliers Labour unions The global community The financial community Competitors

PAYROLL – Multiple Accounting Distribution

HRIS Database Computer based HRIS have gained popularity because of increasing complexity of personnel related issues. For the computer based HR database, several alternatives exist in terms of contents, location, management, and data entry.

Possible HRIS database locations Source: HRSP Survey, 1990-91

Users of HRIS output Source: HRSP Survey, 1990-91

Basic Forms of Output Source: HRSP Survey, 1990-91

OUTPUT SUBSYSTEMS: HRIS model includes six output systems, each containing a number of applications. Type of outcome subsystems Examples Work force planning subsystem Organization charting, Salary forecasting, Job analysis etc. Recruiting subsystem Applicant tracking, Internal search. Work force management subsystem Performance appraisal, Training, Position Control, Relocation etc. Compensation subsystem Merit increases, Payroll, Executive compensation, Bonus incentives etc. Benefit subsystem Defined contribution, Defined benefits, Benefit statements, Flexible benefits etc. Environment reporting subsystem EEO records, EEO analysis,

The Human Resource Information Systems (HRIS) provide overall: 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.

Executive Perception of HRIS Value

HRIS Softwares Abra Suite for human resources and payroll management ABS (Atlas Business Solutions) for general information, wages information, emergency information, reminders, evaluators, notes customer information, documents and photos, separation information. ORACLE- HRMS for Oracle recruitment, Oracle self-service human resources, payroll, HR Intelligence, Oracle learning management, Oracle time and labor CORT-HRMS for applicant tracking, attendance tracking and calendars, wage information, skills tracking, reports to information, status tracking, Job history tracking, cost center tracking, reviews and tracking, mass update and change tools etc

HRIS Softwares EmpXTrack Starter Edition EmpXTrack combines payroll software with an employee database, featuring a self-service option that lets employees keep their own information up-to-date. Pricier editions add tools for performance evaluations, surveys and recruiting. Microsoft Dynamics NAV and GP for some smaller companies, these offerings from Microsoft could be overkill, but they might be worth the investment for employers with robust growth who already rely heavily on Microsoft products.

HRIS Softwares HRSOFT for Identifying and track senior managers, assess management skills and talents, generate a wide range of reports, resumes, employee profiles, replacement tables and succession analysis reports, Identify individuals for promotion, skills shortages, unexpected vacancy, discover talent deep, competency management, career development,  align succession plans etc. VANTAGE-HRA ‘Point-and-Click’ report writing, internal messaging system for leaving reminders to yourself, to someone else or to everyone using HRA - very useful for Benefit Applications, disciplinary actions, special events, employee summary screen for basic, leave (Absenteeism) and salary/position history, skills & training module, leave tracking module

Benefits of HRIS HRIS can process, store and retrieve enormous quantities of data in an economical way. The records can be updated quickly. There is improved accuracy. HRIS can greatly reduce fragmentation and duplication of data. Information can be readily manipulated, merged and disaggregated in response to special and complex demands and presented promptly.

Optimizing People Management “ Our People are our most important asset.” The SAP ERP Human Capital Management Solution Offers a Complete and integrated set of tools to help you effectively manage your people. You can hire the best talent. Align employee goals with business objectives. Cultivate employee skills. Measure and Reward Performance. Enhance effectiveness of people management To make it function at its best or more effective HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd. SAP ERP HCM Solution Hire the best Talent Optimize use of Employee Talent to achieve Business Objectives. Stream Line HR Processes Leverage Real-Time Insight Start: The SAP ERP Human capital Management (SAP ERP HCM) Solution is complete integrated global solution in all industries the tools needed to effectively manage their important asset : Their People. With efficient committed and motivated workforce, you can significantly increase organizational performance and as your company evolves the solution enables you to easily support growth and changes. SAP ERP HCM Equip organizations to attract and hire the right people and make new hires productively (Recruitment module E-Recruitment, Profile Match-up) Using a holistic approach for all your talent-related processes can help you pinpoint where your talent lies ,train and cultivate the skills of your work-force. Automation of all operational HR processes such as employee administration, Time management, payroll and legal reporting, increase efficiency and support compliances. By using timely insight into workforce, your organization will be benefited the most HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

SAP ERP HCM Business Activities Workforce analytics Talent Management Workforce Process Management HCM Service Delivery Workforce Analytics: give your executives HR professionals and line managers reporting and analysis options that provide real time insight into your workforce 2 Find Talent you need before the competition does. 3. Automate and integrate all essential workforce processes 4. Give your workforce the tools to inform & serve themselves anywhere, anytime. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

Turning into Strategic Business Partners Strategic Alignment Workforce planning Workforce cost planning & simulation Workforce Benchmarking Workforce process analytics & Measurement Talent management & analytics Measurement How you make your HR department from service provider to strategic business partner. 1. SAP HR HELPS YOU ENSURE THAT ALL BUSINESS ACTIVITIES ARE IN LINE WITH STRATEGIC(PLANNED) GOALS OF YOUR ORGANISATION IT HELPS YOU TO EMPLOYEE TEAM WORK TOWARD COMMMON OBJECTIVES. REGARDLESS OF LOCATION. A BALANCE SCORECARDS FRAMEWORK this SOFTWARE PROVIDES PREDIFENED WORKFORCE SCORECARDS THAT ARE BUILT AROUND GENARIC METRIC,TARGETS AND MILESTONES.THE SCORECARDS ARE INTEGRATED WITH MANAGEMENT-BY –OBJECTIVES GOALS TO ALIGN EMPLOYEE OBJECTIVES WITH YOUR CORPORATE STRATEGY. 2. HELPS YOU TO UNDERSTAND CURRENT WORKFORCE TRENDS AND PLAN FUTURE NEEDS USING WORKFORCE DEMOGRAPHIC (Characteristic and statistics) DATA. 3. The solution provides broad range of workforce related data for accurate planning it facilitates simulated planning scenarios, and lets you continuously monitor actual verses planned performance. It helps compensations professionals compare your companies pay policy and pay structure with competition’s .it can helps us them to quickly and accurately determine the best possible revision for you compensation strategy. You can measure hr process such as pay roll processing, employee administration, time management and benefits administration. you can analyze organization structure, relationships and attributes of jobs and positions. You can use to assess employee skills and qualifications. Evaluate the efficiency and cost-effectiveness of recruiting processes and learning programs and analyze the cost-effectiveness of employee compensation programs. you can measure the effectiveness of succession programs to prepare employees to assume key positions as well as monitor how employee goals are united with corporate goals. You can find best people for your organization develop and leverage (power) their talent and align (line up) their efforts with your corporate objectives. And maximize the impact of employee training with SAP HR Talent Management Model you can retain motivate and promote top performers through right mix of compensation, benefits and career development programs HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd. SAP-MSS The Manager Self Service (MSS) enables managers to view and manage employees data as part of the company’s normal business processes that may include salary planning, approving pay increases, submitting open position requests, approving time worked and paid time off. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd. The SAP ESS The SAP Employee Self-Service (ESS) is a leverage web based technology that enables employees to view and maintain their personal HR information. The employee can view pay stubs, open enrollment, benefit enrollment data, and more. HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

HR Officer, EPC Deptt, Reliance Infrastructure Ltd. Results Consistently achieve Corporate objectives Retain Your Talents Proactively Identify talent gaps Lower cost of compliance and employee administration Improve decision making and manage human capital more effectively Reduce risk Implement value added activities Turn HR into a strategic business partner HR Officer, EPC Deptt, Reliance Infrastructure Ltd.

Quiz time

Question 1 Where in the organisation is the HRIS unit most likely to be located? Ans: Firm’s central computer, HR computer ,operating division computer, outside service center

Question 2 Which form of output is the most popular with HRIS users? Ans.: Compensation Subsystem

Question 3 What are the two basic types of data elements that describe a firm's personnel? Ans.: Personnel & Accounting

Question 4 Name any 2 HRIS softwares that are in popular use. Ans.: Oracle HRMS, Atlas Business Solution(ABS), SAP

Question 5 What is the full form of SAP? Ans.: System Application and Procedure in Data processing

Conclusion

Thank You