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Human Resource Information Systems: A Definition

Human Resource Information Systems: A Definition. HRIS -- Systematic procedure for collecting, storing, maintaining, retrieving & validating date needed by the organization about its human resources. HRIS Components. Data collection: Payroll & benefits Performance appraisal

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Human Resource Information Systems: A Definition

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  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 Implementation & Maintenance Design & Development

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

  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.

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