How to Implement Human Resource Information System: A Group project submitted to American International University-Bangladesh
Prepared and Submitted by: Group: Monwar Associates HRIS (Section: A) Name: Khan, Md. Saquib Khan, Farhana Rahman Chowdhury, Mohd. Imran Hossain Ahmed Sharmin Haq, Faria. Taskin ID: 07-07642-1 06-07290-3 07-07729-1 06-06902-2 07-08213-1
A Report Submitted to: Mr. Rana, Dipankar. Mazumder, Faculty and Instructor, American International University-Bangladesh, in partial fulfillment of the requirements of HRIS Course.
Spring 2010 Dhaka, Bangladesh
W e wo u l d li ke to e x p re s s o u r gr a t i t u de to t he o u r c o urs e i ns t r uc to r R a na D i pa n ka r M a z u m de r , F a c u l ty o f A me r ic a n I n te r n a t io na l U ni ve rs i t y – B a n gl a de s h f o r his ki n d , c o n ti n uo us g ui da nc e a n d re le n tl e s s e f f o r ts to ma ke o u r G ro u p P ro j e c t R e po rt a wo r t h o n e . W e be li e ve t ha t f o r h is e f f o rt a n d g ui d a nc e we w e re a bl e to pre pa re t h is r e po r t w h ic h i s ba s e d o n ho w to im p le me n t H R I S s o f t w a re a n d s o me pe r q uis i te be f o re ta lk i n g to a n I T p e rs o n.
Table of Contents: Title:
1. HRIS; definition 2. Types of HRIS 3. Some prerequisites before implementing HRIS 4. Barriers to the success of implementing HRIS 5. 10 Commandments for developing HRIS 6. The business context 7. Key Users of the system 8. Major Content 9. Recruiting Process 10. How to use the software? 4 5 5 6 6 7 9 10 10 11
10.1 10.2 10.3 10.4 10.5
Performance Appraisal Form Employee Personal Information Form Training Information system Compensation Information system Employee Attendance Form
13 15 15 16 16
Human Resource Information System (HRIS)
1. HRIS, Definition:
System: A system is defined as interrelated components with a clearly defined boundary working together to achieve a common set of objectives. A system have 5 components; input, processing, output, feedback and control. Information system (IS): An information system depends on the resources of people, hardware, software, data and network to perform input, processing, output, storage and control activities that convert data resources into information products. HRIS: Human resource information systems provide the manager with data to support routine and repetitive human resource decisions. The goal of human resource management is the effective and efficient use of human resources of a company Thus HRIS is designed to support 1. planning to meet the personnel needs of the business 2. development of employees to their full potential and 3. control of all personnel policies and program HRIS has 3 fundamental roles: 4. Record keeping 5. Reporting 6. Decision making
2. Types of HRIS:
Operational HRIS: Operational human resource information systems provide the manager with data to support routine and repetitive human resource decisions. Several operational-level information systems collect and report human resource data. These systems include information about the organization’s positions and employees and about governmental regulations.
Tactical Information System : Tactical information systems provide managers with support for decisions that emphasize the allocation of resources. Within the human resource management area, these decisions include recruitment decisions; job analysis and design decisions, training and development decisions, and employee compensation plan decisions.
Specialized Human Resource Information Systems Software : A great deal of software has been specifically designed for the human resource function. This software is available for all types and sizes of computers, including microcomputers. Software specifically designed for the human resource management function can be divided into two basic categories:...
Please join StudyMode to read the full document