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    Human Resources Management System

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    kanimbalkar
    The document discusses the benefits of a Human Resource Information System (HRIS) for managing employee data and information. An HRIS allows HR staff to focus on more strategic functions by enabling employees to update their own benefits and address changes. It also facilitates access to necessary data for employee management, knowledge development, career growth, and ensuring equal treatment. Finally, managers can access information needed to legally and effectively support reporting employees. The HRIS is a software or online solution that handles data entry, tracking, and information for HR, payroll, management, and accounting functions. It is important for organizations to select and customize an HRIS to meet their specific needs.

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    Human Resources Management System

    Uploaded by

    kanimbalkar
    24 views11 pages
    The document discusses the benefits of a Human Resource Information System (HRIS) for managing employee data and information. An HRIS allows HR staff to focus on more strategic functions by enabling employees to update their own benefits and address changes. It also facilitates access to necessary data for employee management, knowledge development, career growth, and ensuring equal treatment. Finally, managers can access information needed to legally and effectively support reporting employees. The HRIS is a software or online solution that handles data entry, tracking, and information for HR, payroll, management, and accounting functions. It is important for organizations to select and customize an HRIS to meet their specific needs.

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    HR info

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    The document discusses the benefits of a Human Resource Information System (HRIS) for managing employee data and information. An HRIS allows HR staff to focus on more strategic functions by enabling employees to update their own benefits and address changes. It also facilitates access to necessary data for employee management, knowledge development, career growth, and ensuring equal treatment. Finally, managers can access information needed to legally and effectively support reporting employees. The HRIS is a software or online solution that handles data entry, tracking, and information for HR, payroll, management, and accounting functions. It is important for organizations to select and customize an HRIS to meet their specific needs.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    24 views11 pages

    Human Resources Management System

    Uploaded by

    kanimbalkar
    The document discusses the benefits of a Human Resource Information System (HRIS) for managing employee data and information. An HRIS allows HR staff to focus on more strategic functions by enabling employees to update their own benefits and address changes. It also facilitates access to necessary data for employee management, knowledge development, career growth, and ensuring equal treatment. Finally, managers can access information needed to legally and effectively support reporting employees. The HRIS is a software or online solution that handles data entry, tracking, and information for HR, payroll, management, and accounting functions. It is important for organizations to select and customize an HRIS to meet their specific needs.

    Copyright:

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    HUMAN RESOURCES MANAGEMENT SYSTEM

    PRESENTED BY:-
    VINAY 61
    ZEBA 65
    YALLESH 63
    VIJAYKUMAR 60
    VEERANNA 56
    HRIS provides information on just about anything
    the company needs to track and analyze about employees,
    former employees, and applicants. Your company will need to
    select a Human Resources Information System and customize
    it to meet your needs.
    With an appropriate HRIS, Human Resources staff enables
    employees to do their own benefits updates and address
    changes, thus freeing HR staff for more strategic functions.
    Additionally, data necessary for employee management,
    knowledge development, career growth and development, and
    equal treatment is facilitated. Finally, managers can access the
    information they need to legally, ethically, and effectively
    support the success of their reporting employees.
    The Human Resource Information System
    (HRIS) is a software or online solution for the data
    entry, data tracking, and data information needs of the
    Human Resources, payroll, management, and
    accounting functions within a business. Normally
    packaged as a data base, hundreds of companies sell
    some form of HRIS and every HRIS has different
    capabilities.
     Clerical applications
     applicant search expenditures
     risk management
     training management
     training experiences
     financial planning
     succession planning
     flexible-benefits administration
     human resource planning
     Resources is one of the key activities of any
    organization. Hiring the right person for a job has
    always been a challenge. So, to ensure longevity
    of an employee, efficient management of human
    resources goes a long way.

    A well managed manpower ultimately leads to an


    improvement in performance of an organization .
    •Maintaining such kind of data is quite
    monotonous and boring, with an associated
    risk of mistakes while updating such sheets.
    The evaluation should determine whether or not
    the HRIS has performed up to its expectations and if the
    HRIS is being used to its full advantage (Byars & Rue,
    2004). One of the most significant challenges faced by
    public personnel executives today is measuring the
    performance of their human resources information system
    (HRIS) In order to justify the value-added contribution of
    the HRIS to accomplishing the organization's mission
    (Hagood & Friedman, 2002). Implementing an HRIS
    program may seem a necessary stem for a company, but
    unless it will be an effective tool for HR operations, it will
    not help increase efficiency and may hinder it instead.
    The privacy of employee information has become a
    major issue in recent years. With identity theft becoming a
    common problem, employees are becoming more sensitive
    about who sees their personal information, and the security
    it is kept in. By making sure employee information that is
    kept in the HRIS is relevant to the company and making
    sure there is limited access (password protection) to such
    information, companies can make its employees more
    secure with the safety of their information. Whether
    electronic or paper, employee files deserve to be treated
    with great care. Establishing security and end-user
    privileges calls for a balance of incorporating, HR policy,
    system knowledge and day-to-day operations (O’Connell,
    1994).
     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.
     attendance and PTO 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

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