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HRIS-Human Resource Information System
Data vs Information
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Data - “Just the facts” >>raw facts
Information - data that has been transformed into a more useful or meaningful form
TransformationProcess
How does data become information?
InformationData
Processing
What is an Information System?
OutputInput
Feedback Loop
What is a “Human Resource Information System”
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The application of computers to employee-related record keeping and reporting, and management decision making
any organized approach for obtaining relevant and timely information as a base for human resource decisions
HRIS is a set of inter related components working together to collect, process and store information to support HR decision making, coordination and
control in an organization.
History of HRIS
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1950’s - virtually non-existent1960’s - only a select few1970’s - greater need1980’s - HRIS a reality in many orgs1990’s - Numerous vendors, specialties
Typical HRIS Record Keeping Requirements
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Employee informationWage and salary dataReview datesBenefitsEducation and trainingAttendancePerformance data/appraisal results
Typical HRIS Reporting Reqs.
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Employee profiles/listsSummary reports on employee groupsHistorical trends in work-related infoPerson-position comparisons
HRIS Tracks...
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People
PositionsJobs
WorkersComp
HRPlanning
MedicalRecords
Recruit/Employ
EEO/AAP
Benefits
Payroll
PensionAdmin
Emp. RelationsT&D
Comp.
Health &Safety
Why are Carefully Developed Info Systems Important to HR?
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Better safety Better service Competitive Advantage Fewer Errors Greater Accuracy Higher Quality Products Improved Health Care Improved
Communication Increased Efficiency
Increased ProductivityIncreased Productivity More efficient More efficient
administrationadministration More opportunitiesMore opportunities Reduced labor Reduced labor
requirementsrequirements Reduced costsReduced costs Superior managerial Superior managerial
decision makingdecision making Superior controlSuperior control
Developing an HRIS: System Development Life Cycle (SDLC)
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Planning
Design
Analysis
Implementation
Maintenance
How HRIS helps HR????
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HRIS can assist human resources in numerous ways, but particularly in their day-to-day duties by streamlining workflow processes through control processes, system interfaces and database validation.
HRIS has can help a company primarily through the organisation of its people data, with far more accurate demographics around the business and cost allocations or cost centres.
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HRIS will add value is by pushing the management of employees back onto managers within the business and away from HR thus allowing people to self manage more importantly.
Two other areas HRIS can assist HR in include gaining greater control of payroll processing at a fraction of the cost of outsourcing, and ensuring government and payroll tax compliance with automatic updates that keep you up-to-date on the latest regulations.
HRIS: The Strategic value
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Efficiency – cost & timeEffectiveness – orientation on the most
valuable asset of the organization – PEOPLE=> Adding the strategic value to theAdding the strategic value to the
organizationorganization
HRIS: the way to gaincompetitive advantage
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PEOPLE, most valuable asset – competitive advantage
• HRIS – manages PEOPLE efficiently and effectively
HRIS – gaining competitive advantage
Why HRIS sometimes fail?????
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Unclear goals/objectives System solves the wrong
problem Improper vendor/product
selection Low user involvement Planning overlooks
impact on clerical procedures
Lack of HR/functional expertise in designing
Underestimate conversion effort
Management- unrealistic Management- unrealistic expectationsexpectations
Lack of overall plan for Lack of overall plan for record mgt.record mgt.
Lack of flexibility and Lack of flexibility and adaptabilityadaptability
Misinterpret HR Misinterpret HR specificationsspecifications
Poor communication Poor communication between HR/ISbetween HR/IS
Inadequate testingInadequate testing
B E N E F I T S
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• Saving time
• Saving costs
• Work re-allocation
Saving time [efficiency]
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Easy data maintenanceAdministrative processes automatedEmployee ‘self-service’ Adequate information base that leads to
timely and just decision makingResponding faster to employee inquiries
to enhance efficiency and productivity
Saving costs
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Less time spent on tasks = less moneyMinimum paperworkTimely and accurate decision making
includes less cost
Work re-allocation
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Helping the employees perform better through effective career planning and performance management
Integrating the human resource function with other business functions in the enterprise, to serve personnel better
HRIS – the latest and greatest
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core HRIS functions is intranet HR self-serviceonline appraisals, career management, training registrations
and publishing people related company information.HRIS can also integrate with desktop applications
including e-mail, word document merges and schedules via triggered actions within the HRIS
latest and greatest HRIS include time-clock systems, OLAP(online analytical processing databases), real time systems, web GUI’s and scanned data.
HRIS pitfalls
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HRIS is lack of buy-in from important partiesAnother common issue is that HR and payroll go
forward and purchase software that’s not compatible with the mainstream organisation or is not compatible with a broader IT strategy
Reduction in HR’s involvement in the everyday processing of paper flow.
HRIS: Key message
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“By automating Human Resource practices,HRIS saves time and money,
effectively reallocates work processes and thus provides competitive advantage and
adds strategic value to the organization.”
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