TRAINING PROCEDURE AND FINAL EVALUATION

HUMAN RESOURCE INFORMATION SYSTEM : 

HUMAN RESOURCE INFORMATION SYSTEM

INTRODUCTION : 

In today's corporate world human resources has come to play a very critical role in a business. The Human Resources department of any organization now enjoys a very central role in not only formulating company policies, but also in streamlining the business process. One of the latest human resource technologies is the introduction of a Human Resources Information System (HRIS); this integrated system is designed to help provide information used in HR decision making such as administration, payroll, recruiting, training. INTRODUCTION

DEFINITION : 

HRIS is a method by which an organization collects, analyses and reports information about people and jobs. It is basically a data base system that offers information about employees in a central and accessible location. DEFINITION

OBJECTIVES : 

To offer adequate, comprehensive and ongoing information system about people and jobs. To supply up-to-date information at a reasonable cost. To offer data security and personal privacy. OBJECTIVES

NEED : 

Costly exercise: Personnel records, when kept manually, do not offer up-to-date information at short notice. Inaccurate: Manual transfer of data from one record to another may increase the chances of errors. Fragmentation: Information is not available at a central, easily accessible place since records are kept at separate locations. Difficult to analyse: Manual analyses of data is time consuming and quite often not readily available for decision making purposes. NEED

USES OF HRIS : 

Personal data Performance appraisal Hr development Compensation and benefits Staffing Health, safety and security HR Planning and analysis USES OF HRIS

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Personal data: Identification, education, reserved category, place of origin etc. Performance appraisal: Matching actual performance with standards HR development: Employee training profiles, training needs assessment, career experience.

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Compensation and benefits: Pay structure, wage administration, benefit plans and usage analysis. Staffing: Recruiting sources, application tracking. Health, safety and security: Accident rewards, compliance with various act HR planning and analysis: Staffing needs, turnover analysis, absenteeism analysis.

ADVANTAGES : 

Payroll: It automates the entire payroll process by gathering and updating employee payroll data on a regular basis. It also gathers information such as employee attendance, calculating various deductions and taxes on salaries, generating automatic periodic paychecks and handling employee tax reports. ADVANTAGES

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Time and labor management :It lets human resource personnel apply new technologies to effectively gather and appraise employee time and work information. It lets an employee's information be easily tracked so that it can be assessed on a more scientific level whether an employee is performing to their full potential or not.

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Employee benefits: The human resource department is able to keep better track of which benefits are being availed by which employee and how each employee is profiting from the benefits provided.

CONCLUSION : 

Human Resource Information System (HRIS) merges human resource management with information technology to not only simplify the decision making process, but also aid in complex negotiations that fall under the human resource. Human Resource Information System (HRIS) is to not only computerize employee records and databases but to maintain an up to date account of the decisions that have been made or that need to be made as part of a human resource management plan. CONCLUSION