1. Welcome and Namaste
Human Resource Information System (HRIS or HRMS) for Managing Human Capital More Intelligently

4. Agenda: HRIS Concepts and its functions
Importance for institutional growth
Core components
Implementation process
Success and Failure of HRIS implementation

5. HRIS: Institutional Understanding

6. HRIS: Institutional Understanding

7. HRIS: Introduction * HRM * IT * Culture & Strategy
Organized system of:
* HRM
* IT
* Culture
& Strategy

8. 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.

9. 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.

10. Reflect on our understanding
Pillars of HRIS
With in HRIS
Not in HRIS

11. 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

12. Functions of HRIS

13. Why HRIS ?

14. 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.

15. HRIS-Why it is needed Building organizational capabilities;
Job design and organizational structure;
Increasing size of workforce;
Technological advances;
Change in legal environment.

17. HRIS: Objectives Improve paperless HRM Capabilities;
Provide open flexible system;
Effective staffing and right sizing;
Automation of HRM operational processes;
Consolidated HRM information.

19. 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

21. HRIS: Development

22. 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

23. 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

24. 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

25. HRIS: Video Link

26. Popular HRIS Vendors

28. Thank You