HUMAN RESOURCE

INFORMATION SYSTEM

Subject – Human resource Management

Assignment Number – 2
Submitted to – Asst-prof. Geetanjali Singh
Submitted By- Ritesh Singh Rathore
MBA- (Dual Specialization) R30809
  What is HRIS
 Human Resources Information System, or HRIS is
a software that that collects, stores, processes, and
retrieves employee information quickly in a
secure and cost-effective manner. It is the
integration of HR operations and information
technology.

 HRIS software contributes to all HR functions:

Payroll, Time Off, Performance Management, etc.
 HRIS vs HRMS vs HCM - What are the
differences
HRIS HRMS
 Originally referred to a  Came into use as
basic system of keeping organizations began to use
administrative employee increasingly sophisticated
records. As HR functions software and automated
became more complex, tasks to perform their HR
HRIS incorporates functions—though it is still
processes such as talent used interchangeably with
acquisition, recruitment, HRIS. Today’s HRIS may
and ongoing employee include payroll
data management and management and time and
processing. labor.
 HCM

 Refers to a broader or umbrella

solution that covers every aspect of
the HR function and 
workforce management. Additional
functionality includes advanced 
talent management tasks such as
performance management,
succession planning, compensation
planning, strategic workforce
planning, and every other HR
planning activity. HCM covers the
range of HR functions whether they
are data-based, transactional, or
strategic.
 The Two Pillars
Organizational design
 From a structural perspective, HRIS includes roles, functions, and
reporting hierarchies. By defining the organizational structure,
HRIS provides recognizable accountability and a pathway for
operational functionality and consistency.

 The right HRIS helps you address business challenges by helping

you put the right talent in place. Through the consistent,
automated management of acquisition and recruiting data, your
HRIS can help you build a workforce that has the right people
with the right skills, working in the right functions and under the
right structure, to meet your strategic goals.
Employee data management
 Similar to customer relationship management but within an
employer/employee setting, the HRIS provides a comprehensive
view of every employee including name, address, date of hire,
compensation, benefit selections, and much more. With the right
data, you’ll be better able to connect with your employees, help
them develop career plans, find the right training, and take their
performance to the next level.

 The HRIS enables automated and standardized record keeping,

reporting, and self-service functionality. This can lead to more
accurate and up-to-date information management that drives
greater efficiency while providing convenience and ease of use for
employees.
 HRIS Features, Functions, and Users
 A typical HRIS will include basic features that assist with recruiting
and talent acquisition, compensation, organizational management, and
absence management (such as vacation, sick leave, and personal time
off). Additional features can be layered on to meet business needs.

 By automating HR-related tasks and providing self-service access to

procedures and policies, the system creates standardization and
consistency across the organization while increasing HR operational
efficiency and providing a better employee experience.

 Although everyone within the company is an HRIS user simply by

being an employee, the power users of the HRIS are HR administrators,
payroll specialists, talent management specialists, and recruiters. A
significant portion of these employees’ jobs involves interacting with
the HRIS on a regular basis.
 The Challenges of Human Resources
Systems
 Every business is unique and has its own set of challenges. Your
HRIS should address those concerns. Here are some of the most
common HRIS challenges.

 Data privacy and security. One of the biggest concerns with

managing an HRIS is ensuring employee data privacy and
security. These systems contain voluminous amounts of sensitive
and confidential data that must be protected. A key HRIS
challenge organizations face is how to implement a solution that is
sophisticated enough that every user who accesses the system can
get exactly the information they need to perform a task without
accessing information they do not have permission to see.
 Regulations and compliance. HRIS data access rules must also align
with regulatory statutes. Every organization must ensure that its HRIS
remains compliant with ever-changing regulations. This is particularly
challenging to companies that have a global presence. Usefulness and
functionality depend on every user being able to quickly and easily
perform transactions through the system without breaching
confidentiality or violating the law.

 Business disruption. Ongoing changes to HRIS features can present

challenges as well. In an era of continuous disruptive innovation,
organizations sometimes struggle to keep up with HRIS upgrades and
refinements. Similarly, selecting the right HRIS for your business can be
complicated. With so many options and features available, it’s
important that you choose a system that best aligns with your business
goals and not be distracted by components that may not prove to be
useful
 The Future of HRIS
 The HRIS of the future will be more helpful and intuitive, making
it easier for employees to achieve their objectives more easily,
faster, and with better results. These systems will use AI and
machine learning (ML) to “sense” what employees are trying to
accomplish and proactively offer solutions―from making an
address change to enrolling in the best training option. From the
back-end operational perspective, HRIS innovations will become
more manageable. Installation of upgrades and new releases will
be easier and tailored to customer needs.
 Examples
 IBM, Terasen Pipeline, CS Stars LCC, and
Toshiba America Medical Systems, Inc. are good
examples of companies facing issues similar to 
employee tracking software and human resources
information systems. All of these companies
know the importance of new technology, human
resources information systems, and data security.
The remainder of this paper provides synopses of
more companies facing human resources issues,
how the company responded to the issues, and
the outcomes of the company’s responses.
 IBM Response

 IBM’s intent around social media has now been officially formalized.
From January 22 2007, the company established a separate “new
media” function within its corporate communication department. “Its
remit: To act as expert consultants inside and outside IBM on issues
relating to blogs, wikis, RSS and other social media applications. The
main idea is to educate, support and promote programs that utilize
these tools. IBM has a history of being a t the forefront of technology
based corporate communication. From the multimedia brainstorming
“WorldJam” that made news headlines back in 2001 in which 50,000
employees worldwide joined a real time, online idea-sharing session
about the company’s direction. IMB has always prepared itself to use
breakthrough technologies to establish a two-way dialogue with its
employees. The need for social media was necessary and could no
longer wait.
 Toshiba America Medical Systems Inc.
 The Situation:
 Lynda Morvik, director of benefits and human
resources information systems at Tustin, California-
based Toshiba America Medical Systems Inc. (TAMS),
thought it would make sense to add a benefits
communication component to it. By having all the
benefit information online, the TAMS employee
handbook would also be a living document, enabling
Morvik to make changes when necessary. Such was
the case halfway through the project, when TAMS
changed health care plans from Aetna Inc. to United
Health Group Inc (Wojcik, 2004).
 The Outcome
 In an effort to expand the usage of the Web beyond the benefits
enrollment process, TAMS has posted a library of documents and
forms on its HR portal, including the benefits handbook, which
garnered a 2004 Apex Award for publication excellence. That same
year, Business Insurance magazine also gave TAMS the Electronic
Benefit Communication (EBC) award for outstanding achievement
in communicating employee benefits programs over the Web. To
continue elevating its use of Ultimate Software's HRMS/payroll
solution, TAMS modified the UltiPro portal to meet the imaging
company's unique needs (Wojcik, 2004). It was completely
integrated with several proprietary applications created to address
compensation and performance management issues so that TAMS
employees have a central location for comprehensive workforce and
payroll information from a Web browser that they can access with a
single sign-on (Wojcik, 2004).