Human Resource Management
HRM PROJECT
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
ROLL NO. | NAME | SIGNATURE | 124 | | | 136 | | | 150 | | | 159 | | | 168 | | | 171 | | |
CONCEPT OF HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
Human Resource Information System (HRIS) is a system for collecting, storing, maintaining, retrieving and validating the data needed by an organization about its human resources, human resource management activities and organizations characteristics. There are three major components of any HRIS:
INPUT------------> DATA MAINTENANCE------------> OUTPUT
1 – INPUT FUNCTION: This component provides the capabilities needed to enter information into HRIS. This includes the procedure required to collect the data. Details as to who collects the data, when and how data are processed need to be specified.
2 – DATA MAINTENANCE: After the data are processed by the input function, they enter the data maintenance. It updates and adds new data to the existing database.
3 – OUTPUT FUNCTION: Output can take many forms. The output reports are the crucial links to the users.
NEED FOR HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
In order to conduct human resource audit and human resource research, the human resource manager requires considerable amount of data. Planning and control of human resources need a sound information base. The information required for various functions of human resource management are as follows:
1 – PROCUREMENT FUNCTION: Inventory of present and future needs for manpower, Reliable performance standards, Possible changes affecting manpower utilization, Location and matching of required and available skills, valid measures for testing and selection and Cost of recruitment and replacement.
2 – DEVELOPMENT FUNCTION: Valid measures of employee performance, Cost benefit calculations of training
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
ROLL NO. | NAME | SIGNATURE | 124 | | | 136 | | | 150 | | | 159 | | | 168 | | | 171 | | |
CONCEPT OF HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
Human Resource Information System (HRIS) is a system for collecting, storing, maintaining, retrieving and validating the data needed by an organization about its human resources, human resource management activities and organizations characteristics. There are three major components of any HRIS:
INPUT------------> DATA MAINTENANCE------------> OUTPUT
1 – INPUT FUNCTION: This component provides the capabilities needed to enter information into HRIS. This includes the procedure required to collect the data. Details as to who collects the data, when and how data are processed need to be specified.
2 – DATA MAINTENANCE: After the data are processed by the input function, they enter the data maintenance. It updates and adds new data to the existing database.
3 – OUTPUT FUNCTION: Output can take many forms. The output reports are the crucial links to the users.
NEED FOR HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
In order to conduct human resource audit and human resource research, the human resource manager requires considerable amount of data. Planning and control of human resources need a sound information base. The information required for various functions of human resource management are as follows:
1 – PROCUREMENT FUNCTION: Inventory of present and future needs for manpower, Reliable performance standards, Possible changes affecting manpower utilization, Location and matching of required and available skills, valid measures for testing and selection and Cost of recruitment and replacement.
2 – DEVELOPMENT FUNCTION: Valid measures of employee performance, Cost benefit calculations of training
Bibliography: * C.B GUPTA – HUMAN RESOURCE MANAGEMENT WEBLIOGRAPHY * www.infosys.com/talentedge