1. Human Resource Information Systems: A Definition HRIS -- Systematic procedure for collecting, storing, maintaining, retrieving & validating date needed by the organization about its human resources.

2. HRIS Components Data collection: –Payroll & benefits –Performance appraisal –Training & development –Recruitment & selection –Employment & job data Report generation

3. Acquiring & Implementing HRIS Needs Analysis Design & Development Implementation & Maintenance

4. Needs Analysis Determine departmental needs for data Determining needs for reports Analyze short and long term needs Determine system specifications Vendors bid or packages are considered Make decision on system

5. Design and Develop Decide on project plan and user groups Purchase system Modify and customize Develop procedures and guidelines Test system and user acceptance Convert data Train systems staff

6. Implement & Maintain Train HR users Make system available to HR Develop user documentation Conduct field analysis Test system and user acceptance Maintain & enhance Evaluate & modify

7. Using HRIS in HRM Strategic HRM Job analysis EEO reports Recruitment & selection HR development Performance appraisal Compensation& benefits Health & safety Labor relations The future

8. Ethical & Evaluation Issues Ethical issues –Disclosure –Privacy Evaluation issues –Efficiency –Equity

9. Backwards & Forwards Summing up. We review the components of HRIS and its uses in HRM from strategic HRM to reporting EEO data, linking compensation and performance appraisal and a look at expert systems. Finally, ethical considerations were considered. Looking ahead: Next time we take up the issue of job analysis, the foundation for much of the work in human resource management.