HUMAN RESOURCE
INFORMATION SYSTEM
Concept of HR Information System:
Management information system is and organizational
method of providing past, present and projected
information relating to internal operations and external
factors to facilitate decision-making process.
Human Resource Information System is an organised
method of providing information about human resource,
their functioning ,external factors relevant to managing
human resource.
The basic objective of HR information system are :
1) To provide accurate information about human resource
and their functioning and relevant environmental factors.
2) To provide relevant information .
3) and To provide timely information.
Every organization requires information from its
environment known as external information and it also
needs information about its human resource and their
functioning , known as internal information.
External Information:
HR department of an organisation is required to collect
information about these factors from different sources and
to make it a part of HR information system.
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Nature of competition for human resources of different types.
Nature of availability of human resources from different sources.
Nature of training and development facilities available outside the
organisation.
Nature of expectations of human resources from the organisation.
Socio-cultural and other background of human resource.
Various government policies affecting the employment conditions of
people.
External Information:
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Various labour laws which are relevant for managing human
resource in the organisation.
Status of trade union movement and its attitudes towards
employer organisation's.
Various HRM practices adopted by different organisation’s
nationally and internationally.
Internal Information:
HR department collects relevant information from internal
sources:
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Particulars of each employee showing his/her name , age, qualification
and other relevant particulars.
Type of employee recruited during the year.
Training and Development offered.
Results of performance appraisal.
Promotion, demotion, transfer, separation of employees.
Compensation packages , both financial and non financial, offered.
Employee absenteeism.
Employee turnover
Maintenance , safety and health services.
Designing of HR Information System
HR Information system in an organisation should be
developed in such a manner that the data stored in it can be
put to use for a number of outputs.
As a consequence of these multiple uses of data, there is a
need to develop a complete system of gathering, processing,
and flowing of information.
Designing of HR Information System
In designing of HRIS, two factors need to be borne
in mind:
- Determining of Information Needs.
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MIS Blueprint.
Since the data collected will be used by the organization at
various levels and times , there is a need to develop a
complete system which will gather and process the required
valuable information.
Designing of HR Information System
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Determining of Information Needs:
Manager's needs for information are multiple and enormous. Their
needs may be different at different levels, and the information has to be
tailor made to meet the needs of the respective levels. To provide this
relevant data from time to time two key elements need to be borne in
mind.
1.Major MIS determinants: These are the factors that play a role in
structuring rather type of information the management will be receiving
.e.g. organizational strategy , organizational structure, management
and decision making process etc.
2.Major Success variables: These are the factors and task that
determine success or failure.
Designing of HR Information System
MIS Blueprint :
A well designed MIS blueprint brings together the key variables. Based
on these , the information needs of different level managers are
determined.
The blueprint should focus on the information identified by the functions
performed at different levels.
Objectives of HR research:
To Build Knowledge: Research is a source of enhancing
knowledge. knowledge can be derived through experience ,observation
of practices of others and research.
To Evaluate Current HRM Practices: Research helps in systematic
evaluation of current HRM practices and provide clues for replacing many
practices which are not in tune with effective utilisation of human resources.
To Anticipate HRM Problems: Researches in behavioural sciences
have one basic limitation, that is their findings cannot be made
applicable for all times to come because of changes in contextual
variables in which these have been conducted.