Re: Please Guide On Hris - CiteHR
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Would like you to kindly share your valuable knowledge of HRIS. Thanks
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Dear Gagandeep,
What are you looking forward to know about HRIS? Are you student and need this for your course? Or you need to implement it in your organization?
Please do find reference material for HRIS in the links attached:Regards,
(Cite Contribution)

Greetings,
Are you working on HRIS ? Please share the technology which you are required to use. I am sure one amongst us, must have worked on it. Allow us to contribute . Wish you a great success in your role.
Regards,
(Cite Contribution)

sorry, no idea. but i need to know evrything abt it. Can you please provide me with the basic info irrespective of the technology required...?? Many thanks. Gagandeep.
Hi,
To retain manpower:
1. Good working environment
2. Encourage to work proactively
3. Incentives for extra working hours
and praise them when then done good job.
This is more than enough to retain the manpower.
Thanks
Dear Sir / Madam,
Tell me in HRIS when we apply for leave on online, if the subordinate not willing to cooperate with his Immeidate Supervisor when his/her leave is not sanctioning, because there is a shortage of manpower and it is very difficult to function the department with less staff, the subordinate will take leave on his own and calls at 10:00am, instead of calling prior to the reporting time 09:00am whether the Supervisor can allow them to go on leave or can mark as an absent or LOP.
And also if the staff goes on leave for one or two days CL or EL with prior intimation and extends leave without intimation, how it will be treated whether we can allow them to continue to go on leave or we can treat it as unauthorised absent from the completion of sanctioning leave period. If anyone clarify my doubt at the earliest, i am very grateful to u please.
Thanks
Hi Nirmala,
HRIS is a tool, which enables HR department to automate data collection/retrieval, leave process, attendance collation, help desk, travel requests, reimbursements, payslips distribution, report generation etc.
HRIS can't replace functional management or necessary supervision/control in any normal workplace. So better not to mix up process, practice and tools
Make sure that standard processes and practices are in place. Eg:- For leave and attendance, you may frame policies and implement standard operating procedures. This can ensure desired results by management
HRIS can simplify data processing, ensure transparency in decision making and above all quickly provide required information to arrive at business decisions with in the purview of human resources
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