Chp 1 introduction to hris
Download as PPTX, PDF4 likes1,608 views
The document discusses the evolution of human resource management (HRM) and how information technology has played an increasing role in HRM functions. Early HR systems focused on routine transactional tasks like record keeping, while modern systems support strategic decision making and are more integrated. An HRIS is a computer system used to store and manage employee data to support HRM. Key needs of an HRIS include producing reports, streamlining functions, and shifting HR's focus from transactions to strategy. Factors like organizational size, management support, and employee adoption impact successful HRIS implementation.
More Related Content
What's hot (20)
Similar to Chp 1 introduction to hris (20)
Recently uploaded (20)
Chp 1 introduction to hris
- 1. Chapter 1 Introduction to Human Resource Information System
- 2. Examining the evolution of HRM intertwined with development in IT, describing how IT played an increasing role in HRM function Routine transactional and traditional HR activities Transformational HR activities Actions of an organization that add value to the consumption of product and service in organization Historical Evolution of HRM and HRIS Routine transactional Traditional Routine bookkeeping records tasks Selection e.g: changing employees home address, Health care provider Compensation Performance appraisal
- 3. Historical Evolution of HRM and HRIS (cont..) Early systems Mid 20th Century Emerging systems 21st Century HR Role Employee Advocate Maintain accurate employee records Legal compliance React to organizational change Internal focus: serve employees HR Role Strategic management partner Evidence Based HR HR data support strategic decision making External focus: focus customer Legal compliance System Characteristics Inflexible Islands of technology Batch processing Focused on employee record keeping System Characteristics Flexible Mobile Web-deployed Integrated with organizational system Real time process Focus on time sharing
- 4. Technology driven automation (IT) and the redesign of work process help in reduce cost and cycle times as well improve the quality IT is only a tool and the messenger With technology it may decrease the time required for administrative tasks, HR departments will begin to allocate resource to more complex, strategic and transformative activities. System act as building block and effective aid in the process Interface between HR and technology
- 5. System used to acquire, store, manipulate, analyze and distribute information regarding an organizations human resources to support HRM and managerial decision. Cooperation among department It includes hardware and software; people, forms, policies and procedure and data Its a computerized system traditional is paper system The systems generate accurate and timely employee information to fulfill organization objectives. What is HRIS?
- 6. HRIS Technology Databases Small functional system focused Integrated enterprise resource planning (ERP) architecture Web based application E-HRM Application HR function focused (e.g recruitment and e- training) E-HRM and HRIS
- 7. Providing comprehensive information picture as a single, integrated database Enables organization to provide structural connectivity across units, activities and to increase of information transaction Increasing competitiveness by improving HR operations and management process Collecting appropriate data and converting them to information and knowledge for improves timeliness and quality decision making The needs of HRIS
- 8. Producing a greater number and variety of accurate and real time HR related reports Streamlining and enhancing the efficiency and effectiveness of HR administrative functions Shifting the focus of HR from the processing of transactions to strategic HRM Reengineering HR processes and functions Improving employee satisfaction by delivering HR services more quickly and accurately The needs of HRIS . Cont..
- 9. The size of organization larger firms reaping greater benefits The amount of top management support and commitment The HR philosophy of the company as well as its vision, organizational culture, structure and systems Managerial competence in cross-functional decision making, employee involvement and coaching The ability and motivation of employees in adopting changes such as increased automation across and between functions Factors of HRIS implementation
- 10. Table 1.1 Information Systems Providing Support for HRM
- 11. Table 1.1 Information Systems Providing Support for HRMcont