New to MIS? How Do I Get Started and What Should I Know as an HR Executive?

Hi,

Can anyone give me the format for MIS and explain how to get started with MIS? What do I require to get started with this term, and what do I need to know before I begin with this terminology? How does MIS work, and what are the advantages and disadvantages? Guide me as I am new to this topic and I badly need to learn this.

Looking forward to a positive response, guys.

Cheers,
Nidhi (HR Executive) 😄

Hi Nidhi,

MIS report is known as Management Information System regarding the Manpower status of a particular month, place, and overall. It helps the Management in decision-making, like what are the reasons for resignation, in which area attrition is high, and many other aspects to aid in decision-making. With the help of MIS, you can prepare a variety of reports, such as annual attrition, region-wise attrition, region-wise manpower, graphical representation of regions’ manpower status, and more.

You can prepare the same at your end as it will assist you in preparing other similar formats as well.

I am describing the contents with sheet-wise details:

First Sheet-

Details of employees
a. E.Code
b. Name of employee
c. Date of birth
d. Designation
e. CTC
f. Address for communication
g. Permanent address
h. Contact number
i. Blood group
j. Maximum qualification
k. Extra qualification
l. Total Experience

Second Sheet-

Salary structure
In this sheet, write down the complete salary structure and include a column for the salary after any revision.

Third Sheet -

New Joinees
In this sheet, list the names of New joinees of that month with details like CTC, Designation, DOB, etc.

Fourth Sheet -

Resigned employees
In this sheet, list the names of employees who resigned during that particular month with details such as name, designation, date of joining, date of resignation, last working day.

Fifth Sheet -

Attrition rate
Based on this MIS report, you can determine the attrition rate, Qualification analysis reports, team management reports, and more to prepare various reports.

Regards,

Amit Seth.

Hi Amit,

Thank you for the help. I am having a doubt in one part in the Salary details. What should I mention in the salary details? The breakup of each and every employee of the company or... Please check the attachment below and then let me know if it is what it should be like?

Thank you for the help again.

Cheers,
Nidhi (HR Executive)

Hi Nidhi,

Welcome! 😄 You have done a good job. The only thing that I assume is there are some changes required in the salary part as well as for resigned employees.

In the salary sheet, you may proceed with the below-mentioned details, which include all the information in a row. Furthermore, in the resigned sheet, it is not necessary to provide complete details of the employees. However, it can be helpful for calculating the attrition rate in terms of education.

So, I would suggest you continue with the same sheet for resigned employees or adopt only some of the contents.

Regards,

Amit Seth.

Hi Amit,

I would like to know one more thing - how can it further help in checking the attrition rate? I guess I will compare the new joiner with the person who has left the organization to calculate it. But what should I do with the rest of the sheet?

It would be of great help if you could assist me! 😊

Cheers,
Nidhi (HR Executive)

Hi Nidhi,

Attrition Rate = Number of resigned employees for that month / Available manpower * 100. For example, if on any day in the previous month the manpower was 80, and during that month 5 employees resigned and 10 joined, then on the last day of the month, the Manpower would be 80 - 5 + 10 = 85. So, the Attrition rate = 5 / 85 * 100.

Now, coming to how this calculation can help in determining various attrition rates. In your resignation sheet, education details, and other information are mentioned. Similarly, we can gather data on resigned employees based on various aspects. This data can be used to prepare a variety of attrition reports, which are essential for decision-making and further analysis.

Regards,
Amit Seth.

Hi Amit,

Thank you for the reply again. I need to know a few things:

1. I am maintaining consultants' ongoing status for my company. Will this be included in MIS? I am keeping an updated status for all the candidates sent by each consultant. Will this be part of the MIS?

2. Additionally, I am working on a software application for candidates scheduled for interviews, those to be interviewed, and the shortlisted ones. Will this also be part of the MIS, or something else?

3. What should be done with the details mentioned in the MIS report? Are they helpful in calculating the attrition rate? Why maintain a separate record when the software can track who joined, the attendance sheet can show who is working, and who left the organization? Why complicate things with a separate record for each, especially with so many columns?

4. Lastly, why are the following details used: Date of Birth, Designation, CTC, Address of Communication, Permanent Address, Contact Number, Blood Group, Maximum Qualification, Extra Qualification, Total Experience?

Cheers,

Nidhi (HR Executive) 😊