HRIS REPORT

Topics: Human resource management, Human resources, Management Pages: 19 (3105 words) Published: April 20, 2015


MANPOWER PLANNING

REPORT

ON

"HUMAN RESOURCE INFORMATION SYSTEM"

SUBMITTED TO:- SUBMITTED BY:-
Mrs. ANU JHAMB SUGANDHA
UM10109
10th SEM

CONTENTS

1. HISTORY OVERVIEW
............................3
2. INTRODUCTION/ABSTRACT
............................3
3. DEFINITION OF HRIS
.....................................................................4 4.KEY QUESTIONS TO CONSIDER
.................................................4
5. EFFECT OF HRIS ON HRM
.............................................................5 6. EMPLOYEE DATA ON HRIS
.........................................................8
7. MANIPULATING DATA FOR MAXIMUM ADDED VALUE
...8
8. ACCESS OF PERSONNEL INFORMATION
...............................10
9.CONTINUING ROLE OF HRM IN RELATIONS TO HRIS
....12
10. HRIS VENDORS
..............................................................................13 11. BARRIERS TO SUCCESS OF HRIS
............................................13
12. PRACTICAL VIEW OF HRIS THROUGH CASE STUDY
......14
13. CONCLUSION
.................................................................................15

1. HISTORY OVERVIEW

In the past, the personnel will do their paperwork manually (manual recording practices). However, as paperwork requirements grew, and the organisations needed more and more information about their employees, there is a need to use the computer-based management information system that getting data and information of the employees to be assessed. In this case, the state-of-art system was introduced and implemented to the organisations.

According to Raymond (1998), the status of personnel data was becoming more important due to the development of government laws and regulations through the Equal Employment Opportunity (EEO), Affirmative Action Program (AAP), and Occupational Health and Safety Administration (OHS). Because of these organisation needed to provide the reports showing that the personnel practices complied with the laws. Thus, there is a need to use the computer-based system to provide accurate information effectively and efficiently to the national government with statistics or data that are readable

2. INTRODUCTION/ABSTRACT

All organisations need to keep records about their personnel, for instance, to comply with taxation requirements, for use in emergencies and as the basis for making decisions about the work their personnel perform. These organisations have a human resources function that handles the personnel’s records. The ideal system that is used in managing the personnel is called the Human Resource Information System (HRIS).

Human Resource Information System (HRIS) is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies 3. DEFINITION OF HRIS

A HRIS is the system used to acquire, store, mainpulate, analyse, retrieve, and distribute pertinent information regarding an organisation’s human resources. It is an organisational tool for preparing relevant information for the users and managers to assist with their decision making about human resources of an organisation.

The HRIS includes people, format forms, policies and procedures, and data of the organisation. The prospect of the HRIS is to provide an easy access and service from a series of data to a readable and understandable information to the users. The information that is provided may facilitate any users especially the operational and managerial levels of the organisation to review the personnel’s performance, and in any important decision making.

It would suggest that the manager must ensure that the HRIS contributes to the attraction, development and motivation of human resources for the organisation. All managers in the organisation need to make use of their organisation’s HRIS so as to...
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