1. What is a HRIS?
A human resource information system is an integrated system providing information used by HR management in decision making.
It allows a company to keep track of all of its employees and information about them.  It is usually done in a database or, more often, in a series of inter-related databases.

2. Human Resource Information System (HRIS)
HRIS refers to the system of gathering, classifying, processing, recording, and disseminating information required for efficient and effective management of HR in the organization.

3. A human resource information system (HRIS) is software containing a database that allows the entering, storage and manipulation of data regarding employees of a company. It allows for global visualization and access of important employee information.

4. A human resources management information system (HRIS) helps
automate,
store,
process and
receive information to perform effective human resource functions.

5. History of HRIS Developed in the 1960’s.
Used by large companies with their payroll systems.
Very expensive to buy and use.
Required a full time staff to support them.
Provided limited information and were often difficult to customize.

6. Introduction of Personal Computers in the 1980‘ made them affordable.
Access to electronic information made them popular.
Mid 1990’s web based systems became popular.
Provided larger storage and better processing capabilities.
Understanding of HR depth made Spectrum, PeopleSoft, and Oracle leaders in the HRIS industry.

7. Information included in a HRIS
HRIS systems include the employee name and contact information and all or some of the following:  
Department
Job title
Grade
Salary
Salary history
Position history
Supervisor
Training completed
Special qualifications
Ethnicity
Date of birth
Disabilities
Veterans status
Visa status
Benefits selected
….more

9. Developing an HRIS: Planning Design Analysis Implementation
Maintenance

10. Importance
HRIS as a whole mainly improves information sharing and communication between the company and the employees.
HRIS made it easy for the human resources department to smoothly operate all components.
With the accurate and objective tracking of compensation and benefits, employees' morale and motivation increases.

11. The Human Resource Information System reduces cost and time spent on manual data consolidation. I
It allows the HR management managers to focus more on making decisions and projects rather than paperwork.
The system hopes to give the HR management division a more strategic role in the company, as the information taken from HRIS can be the basis for employee training schemes and work efficiency projects.

12. HRIS Uses Attendance and PTO use Pay raises and history
Pay grades and positions held
Performance development plans
Training received

13. Disciplinary action received
Personal employee information and occasionally
Management and key employee succession plans
High potential employee identification
Applicant tracking, interviewing and selection

14. Capabilities of better HRIS
Management of all employee information
Reporting and analysis of employee information
Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.

15. Benefits administration including enrollment, status changes, and personal information updating
Complete integration with payroll and other company financial software and accounting systems.
Applicant and resume management

16. Reasons to use an HRIS
Enables employees to do their own updates and address changes,
Frees HR staff for more strategic functions. 
Data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. 
Managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees.

17. Why HRISs Sometimes Fail:
Unclear goals/objectives
System solves the wrong problem
Improper vendor/product selection
Low user involvement
Planning overlooks impact on clerical procedures

18. Lack of HR/functional expertise in designing
Underestimate conversion effort
unrealistic expectations.
Lack of overall plan for record mgt.
Lack of flexibility and adaptability.
Misinterpret HR specifications.
Poor communication between HR/IS.