Hi poonam,
Before jumping in to the formats lets have a look at some concepts behind HRIS
Information is the key element which holds together structure of any business. The quality of Human Resources department in any organization largely depends upon the quality of information held by its HR people as well as Line Managers.
A well designed and comprehensive computerized HRIS provides the accurate information with in the shortest time span with the best ROI.
HRIS provide employees a gateway or single point access to information pertaining to various HR processes. It allows stakeholders to selectively access information/act upon in an interactive medium. It helps Line Managers and Employees to reduce time spent on none core processes and HR to focus more on core HR issues.
For designing an effective HRIS, the following questions to be answered:
·Should the HRIS link the entire organization under one umbrella of a single network or should it create independent systems?
·What are the processes to be incorporated
·How HR ensures smooth data flow between units/divisions?
.Budget
.Whether Employee self service (ESS) is to be provided or not?
So it is advisable to stabilize the people processes first and decide what sort of data to be collected from employees/departments.
You can use Excel for data storage but it wont serve the purpose of an effective HRIS.
For more details on HRIS, you may please see
Automation Of HR Processes - Leave System | CiteHR
Also feel free to get back to the forum for further doubts in this regard
best of luck
Sreekumar.J