Introduction:

Human Resource Information Systems (HRIS) are institutional platforms that organize, store, and manage employee related data through structured digital frameworks. These systems support HR operations by enhancing record accuracy, data accessibility, and administrative coordination. This training program presents structured models for HR data governance, digital workflows, and organizational integration. It also highlights analytical methods that support decision making and HR planning.

Program Objectives:

By the end of this program, participants will be able to:

• Identify the core elements and functions of HRIS.

• Evaluate data structuring and integration models used in HRIS.

• Analyze the role of HRIS in policy compliance and reporting.

• Interpret workforce analytics generated through HRIS tools.

• Explore institutional requirements for implementing and managing HRIS.

Targeted Audience:

• HR specialists and officers.

• HR data and systems coordinators.

• IT professionals supporting HR departments.

• Organizational development staff.

• Administrative managers responsible for HR records.

Program Outline:

Unit 1:

HRIS Functions and Architecture:

• Core modules and system structure.

• User roles, access controls, and permissions.

• Institutional linkages between HRIS and other departments.

• Workflow management methods and automation logic.

• Data input standards and record categorization.

Unit 2:

HR Data Structuring and Governance:

• Classification steps of personnel data and records.

• Principles of data integrity and accuracy.

• Security protocols and privacy compliance.

• Organizational hierarchies and job mapping.

• Key steps for reporting relationships and approval chains.

Unit 3:

HRIS and Workforce Planning:

• Manpower planning modules within HRIS.

• Employee lifecycle tracking methods and status updates.

• Leave, attendance, and scheduling coordination.

• Vacancy management and succession documentation procedures.

• Alerts and notifications for HR events.

Unit 4:

Analytics and Decision Support:

• Standardized dashboards and visual summaries.

• Data extraction techniques and reporting templates.

• Indicators related to turnover, tenure, and performance.

• Importance of using metrics in policy review and forecasting.

• Institutional benefits of data driven HR planning.

Unit 5:

Implementation and System Oversight:

• Requirements for system adoption and transition.

• Roles of HR, IT, and leadership in implementation.

• Vendor management and system customization procedures.

• Importhance of review procedures for system updates and upgrades.

• Major institutional risks related to system failure or misuse.