Human Resource Information System
HUMAN RESOURCE INFORMATION SYSTEM
MRS. V.KOTHAINAYAKI
HEAD OF THE DEPARTMENT OF COMMERCE (CORP. SEC.)
R.B GOTHI JAIN COLLEGE FOR WOMEN
REDHILLS
CHENNAI – 52
EMAIL: vkothainayaki@yahoo.com
INTRODUCTION
The competitive environment of today’s business makes it necessary for Human Resource Information system of any modern organization to work on an information technology platform so that suitable information is delivered to the right person at the right time. Broderick and Boudreau (1992), defined HRIS as , “ the composite of data bases, computer applications, hardware and software that are used to collect, record, store, manage, deliver, present and manipulate the data for human resources.
Human Resource Information System is not mere computer hardware or some customized or standard Human Resource software. It is the system to acquire, store, manipulate, analyze, interpret and disseminate relevant information on Human Resources. It includes the relevant information about people, policies and procedures.
The human resource information system is a method by which an organization collects analyses and reports information about its people and jobs. It applies to information needs at macro and micro levels. HRIS is basically a data base system that offers important information about employees in a central and accessible location. When such information is needed the data can be retrieved and used to facilitate human resource planning decisions. Human resource manager needs considerable information and data relating to all areas of HRM.
HRIS – Why it is needed?
1. Storing information and data for each Individual employee.
2. Providing a basis for planning, decision making, controlling and other human resource functions.
3. Meeting daily transactional requirement such as marking absent and present and granting leave.
4. Supplying data and submitting returns to government and other statutory agencies.
TYPES OF INFORMATION SYSTEM:
1. Transaction
MRS. V.KOTHAINAYAKI
HEAD OF THE DEPARTMENT OF COMMERCE (CORP. SEC.)
R.B GOTHI JAIN COLLEGE FOR WOMEN
REDHILLS
CHENNAI – 52
EMAIL: vkothainayaki@yahoo.com
INTRODUCTION
The competitive environment of today’s business makes it necessary for Human Resource Information system of any modern organization to work on an information technology platform so that suitable information is delivered to the right person at the right time. Broderick and Boudreau (1992), defined HRIS as , “ the composite of data bases, computer applications, hardware and software that are used to collect, record, store, manage, deliver, present and manipulate the data for human resources.
Human Resource Information System is not mere computer hardware or some customized or standard Human Resource software. It is the system to acquire, store, manipulate, analyze, interpret and disseminate relevant information on Human Resources. It includes the relevant information about people, policies and procedures.
The human resource information system is a method by which an organization collects analyses and reports information about its people and jobs. It applies to information needs at macro and micro levels. HRIS is basically a data base system that offers important information about employees in a central and accessible location. When such information is needed the data can be retrieved and used to facilitate human resource planning decisions. Human resource manager needs considerable information and data relating to all areas of HRM.
HRIS – Why it is needed?
1. Storing information and data for each Individual employee.
2. Providing a basis for planning, decision making, controlling and other human resource functions.
3. Meeting daily transactional requirement such as marking absent and present and granting leave.
4. Supplying data and submitting returns to government and other statutory agencies.
TYPES OF INFORMATION SYSTEM:
1. Transaction