Class 13

CHAPTER -13
Human Resource
Information System
What is HRIS?

A human resources information system (HRIS) is a systematic way of

recording data and information for each individual employee to aid planning,
decision making and submitting of returns and report to the top management.

Ex. Information about an employee is entered during onboarding and then

disseminated to payroll, benefits and time and attendance.
Application of HRIS
Types of system

A human resources information system (HRIS) system divide into 3 type of system:

1.Decision Support System (DSS):Decision Support System (DSS) is a technology and

application that helps the managerial decision makers to take timely and accurate
decisions by utilizing data and models to solve semi-structured and unstructured problems
(
2.Transaction processing: it refers to computation and calculations involved in reviewing
and documenting HRM decisions and practices. It includes documenting decision and
actions associated with employee relocation , training expenses , enrollment in course,
benefit plans.
3.Expert system: expert system are computer system that incorporate the decision rules
used by people who are considered to have expertise in a certain area. The system help
users make decision by recommending actions based on the decision rules and the
information provided by users.
HR Dashboard

An HR dashboard is a business intelligence tool that allows Human

Resource teams to track, analyze and report on HR KPIs. Modern,
interactive dashboards leverage an HR analytics platform which makes it easy
to combine data from all systems and to deeply explore this data directly
within the dashboard.
QUESTIONS & ANSWERS
QUESTION & ANSWERS

1. Which of the following is not normally an essential condition for an

effective HRIS?.
a. Ensuring clarity of HRIS goals.
b. Strengthening the infrastructure and other supporting system
c. Changing the HR manager
d. Sustained enhancement of HRIS capabilities
QUESTION & ANSWERS

2. Which of the following is/are sus system of HRIS.

a. Position control
b. Performance management system
c. Compensation management system
d. All of the above
QUESTION & ANSWERS

3. Which of the following is not an advantage of the HRIS.

a. A reduction in labour cost
b. The ability to manage voluminous data
c. Better supervision and control over the hR
d. none of the above
QUESTION & ANSWERS

4. Which of the following is the best explanation of HRIS.

a. A database that is used to store information for HR management process
b. An information system that allows employees to access their personnel
information
c. A system that is used to acquire, store, retrieve and analyze information relating
to HR
d. all of the above
QUESTION & ANSWERS

1.c
2. d
3.D
4.d
Thank You
Class 14
CHAPTER -14
International Human
Resource management
IHRM

International Human Resource Management (IHRM) can be defined as a set of

activities targeting human resource management at the international level.
It strives to meet organizational objectives and achieve competitive advantage
over competitors at national and international level.
Sources of manpower

1. Parent Country: PC is the country in which organization’s headquarter is

located.
2. Host Country: HC is in which organization operate a facility
3. Third Country: It refers to a country neither the parent country nor the host
country.

Expatriates:Expatriate in Human Resource Management (HRM), commonly

shortened to expat, is someone living in a country different to their own for
the purposes of undertaking a short or long-term overseas work
assignment. This can include employees sent to manage a new office or set up a
new location.
Inpatriates: Inpat is an individual from a host country or third country national
who is assigned to work in home country.
International Compensation
management
1. Home-Country based pay approach: Base salary for expatriates and third-
country nationals is comparable to the base salary paid employees in their
home country.
2. Host Country based pay approach: Base salary for expatriates and third-
country nationals is comparable to the base salary paid employees at the host
location.
3. Headquarters based approach:Base salary for expatriates and third-
country nationals is comparable to the base salary paid employees in the
country where headquarter is located.
Terms related to IHRM
1. MNC: A multinational corporation (MNC) is a company that operates in its
home country, as well as in other countries around the world.
2. cafetaria approach:Cafeteria plan refers to a type of employee benefit plan
in which an employer offers employees a set of different taxable and non-
taxable benefits. The employee is able to choose which benefits would fit
their individual needs.
3. Multi-domestic Strategy:A multi-domestic strategy is a strategy by which
companies try to achieve maximum local responsiveness by customizing
both their product offering and marketing strategy to match different
national conditions.
4. Cultural shock: a feeling of confusion, etc. that you may have when you go
to live in or visit a country that is very different from your own. 4 steps of
cross culture is honeymoon, cultural shock, adjustment, maturity.
5. Repatriation: The process of preparing expatriates to return home from a
foreign assignment is called repatriation.
QUESTIONS & ANSWERS
QUESTION & ANSWERS

1. Which type of orientation is present in a geocentric organization

a. Third Country orientation
b. Host country orientation
c. Parent country orientation
d. Regional orientation
QUESTION & ANSWERS

2. The country where the headquarters of a multinational company is located is

known as?
a. Host country
b. Home country
c. Third country
a. None of the above
QUESTION & ANSWERS

3. When an international firm follows a strategy of choosing only from the

nationals of the parent country is called ?
a. Polycentric approach
b. Geocentric approach
c. Ethnocentric Approach
a. None of the above
QUESTION & ANSWERS

4. When the firms adopt a strategy of limiting recruitment to the nationalities

of the host country where the branch is located, it is called ?

a. Polycentric approach
b. Geocentric approach
c. Ethnocentric Approach
a. None of the above
QUESTION & ANSWERS

5. Which of the following factors is not related directly to the success of

expatriate assignments. ?
a. The personality of expatriates employees
b. The intentions of expatriate employees
c. The incapabilities of the spouse to adjust to the new situation
d. The nature of products produced by the company
QUESTION & ANSWERS

6. The scope of IHRM includes. ?

a. Staff Recruitment
b. Staff development
c. Compensation
d. All of the above
QUESTION & ANSWERS

7. The staffing policies in which all key management positions are filled by
home country national is termed?
a. polycentric
b. ethnocentric
c. geocentric
d. multicentric
QUESTION & ANSWERS

8. Expatriate failure is best defined as :

a. A failure to recoup the costs of investment in an expatriate.
b. Early return of the expatriate
c. repatriation
d. Re-assimilating the expatriates
QUESTION & ANSWERS

9. A major difference between domestic and international HRM is the result of

:
a. Increased complexities such as currency fluctuations, foreign HR policies abd
practices and divergent labour laws.
b. The number of employees covered by the hr policies.
c. The ease with which employees adjust to new cultures
d. The emergence of effective cross-border management styles.
QUESTION & ANSWERS

1. d
2.b
3.c
4.a
5.D
6.d
7.b
8.b
9.a
Thank You