HRIS REPORT
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
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