Badhan Aronno

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    AMERICAN INTERNATIONALUNIVERSITY BANGLADESH

    HR Administration

    &HRIS

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    Introduction to HR Administration in anHRIS Environment

    Activities Of HR AdministrationActivities Of HR Administration

    Relation with HRISRelation with HRIS

    65% to 75% activities are transactional.65% to 75% activities are transactional.

    Updating Information Materials.Updating Information Materials.

    Effective & Efficiency.Effective & Efficiency.

    Technological Development.Technological Development.

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    HRM Administration

    Pay SystemPay System

    Daily TransactionDaily Transaction 89% Company Use HR Administrative89% Company Use HR Administrative

    Technology.Technology.

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    SOA

    ServiceService--Oriented ArchitectureOriented Architecture

    SOA BusinessSOA Business--Modeling ProcessModeling Process

    Business Context

    Business Imperatives

    IT Imperatives

    SOA Drivers

    SOA Value

    Drivers

    SOA Value Modeling

    SOA Goals & Results

    Services

    Identification,

    Modeling & Design

    SOA Metrics

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    SOA

    Architectural BenefitsArchitectural Benefits

    Standards Based Integration.Standards Based Integration.

    Faster implementation and change management.Faster implementation and change management.

    Improved alignment of business process and ITImproved alignment of business process and IT

    implementation.implementation.

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    XML

    Extensive Markup Language.Extensive Markup Language.

    Combines text and other information about the text.Combines text and other information about the text.

    Advantages Of XML

    Security is ImprovedSecurity is Improved

    Performance is EnhancedPerformance is Enhanced

    Auditing Capabilities are AddedAuditing Capabilities are Added

    Change Capabilities are EnhancedChange Capabilities are Enhanced

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    Self-Service Portals & HRIS

    First Structural Approach.First Structural Approach.

    Two types of SS Portals:Two types of SS Portals:

    ESSESS

    MSSMSSESSESS

    An electronic access point to an organizationsAn electronic access point to an organizations

    information.information.

    MSSMSS

    Allow managers to view extensive informationAllow managers to view extensive information

    about their subordinates.about their subordinates.

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    Self-Service Portals for HRAdministration

    Advantages of SSPAdvantages of SSP

    Improve the speed and quality of service to employees andImprove the speed and quality of service to employees and

    managers for routine inquiries and changes.managers for routine inquiries and changes.

    Enhance employee satisfaction by permitting employeesEnhance employee satisfaction by permitting employeesto control when and where such access activities occur.to control when and where such access activities occur.

    Reduce the number of transaction of HR employees.Reduce the number of transaction of HR employees.

    Disadvantages of SSPDisadvantages of SSP Permitting employees to access company data throughPermitting employees to access company data through

    Internet selfInternet self--service portals may increase the possibility ofservice portals may increase the possibility of

    security breaches and associated negative outcomes forsecurity breaches and associated negative outcomes for

    affected employees.affected employees.

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    Shared Service Canters & HRIS

    Second Structural Approach

    A technologyA technology--enabled centralized group designed to provide excellentenabled centralized group designed to provide excellent

    service to internal customers at reduced costs.service to internal customers at reduced costs.

    Advantage of SSCAdvantage of SSC

    Permit HR administration managers to focus on delivering timely,Permit HR administration managers to focus on delivering timely,

    highhigh--quality transactions necessary to fulfill corporatequality transactions necessary to fulfill corporate

    requirementsrequirements

    Disadvantages of SSCDisadvantages of SSC

    Can lead to depersonalization.Can lead to depersonalization.

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    HR administration and EqualEmployment opportunity

    1. Equal Employment Opportunity (EEO).2. Americans With Disabilities Act (ADA).

    3. Age discrimination in employment act (ADEA).

    4. Occupational safety and health act recordkeeping

    (OSHA).

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    Sample HR Balance scorecard

    Financial

    Customer

    Internal process

    Learning and growth.

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    Sample HR Balance scorecard

    (cont..)

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    E

    nd of Chapter- 09

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    Job Analysis & HR Planning

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    Contents

    Talent Management

    Inclusive/Exclusive approach

    High performers and High potentials

    Talent diversity

    Job Analysis

    Job Description: HRIS application

    Framework for Strategic HR planning

    Conclusion

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    A very small illustration about

    Talent Management Rudigner is sitting at his desk on the seventh

    floor, a corner office, in the city of London

    reflecting on life.

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    What is Talent Management?

    Talent Management in today'sorganization can be defined inseveral ways.

    The most simplest definition oftalent could be those individualswho can make a difference toorganizational performance, eitherthrough their immediate contributionor in the longer term demonstratingthe highest level of potentials.

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    What is Talent management?

    (cont..) According to CIPD (2006b) defined the process of

    talent management as a systematic attraction,

    identification, development, engagement,/retention,

    and deployment of those individuals with highpotential who are an particular value to an

    organization.

    Talent Management has become an extremelyimportant strategic goal for organization, both

    domestic and global.

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    Inclusive or Exclusive Approach

    A very key strategic perspective of talentmanagement initiative is inclusive or exclusiveapproach.

    Inclusive talent management is all about thecompetitive strategy which a organization can gainthrough the overall development of talent at alllevels of the organization.

    Challenges could be diversity of the organizationand them and us mentality.

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    Inclusive or Exclusive

    Approach (cont..) Focusing on a specific

    group of employees isexclusive talent

    management.

    College graduates,particular skilled orprofessional groups andbasically the futureleadership of theorganization.

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    High performers and high

    potentialsHIPERs- individuals who are considered to be a

    excellent performers in their respective role.

    HIPOs- those who have the potential to developfurther and wish to do so.

    The aim is to develop several talent pool addressing

    different future needs.

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    Talent Diversity

    I think from a business performance perspective,

    diversity of thought and how people operate as

    probably the most important talent in the sense that

    will drive the business forward -HR Director(Foodcom, United

    Kingdom)

    Diverse workforce and talent management alwaysoffers a platform for innovative HRM strategies.

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    Job Analysis

    Job analysis is the process of systematically

    obtaining information about jobs by determining

    the duties, tasks, or activities of jobs, byproducing job description which is the product of

    job analysis.

    HRP encompasses all the employees of anorganization.

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    Job Analysis Approaches &

    Techniques Job description is one of the tools to do job analysis.

    Job analysis involves four phases.

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    Job Analysis Approaches &

    Techniques (cont..) The sources of information about the job must be

    identified.

    The type of job information or data must beidentified.

    The methods of collecting the job data must bedetermined.

    There are some others techniques to do jobanalysis.

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    Job Description: HRIS

    applicationA job description is a list of the general tasks, or

    functions, and responsibilities of a position.

    Completing job analysis and deriving jobdescriptions can be accomplished through onlinesurvey techniques.

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    Framework for strategic HR

    planning

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    Conclusion

    18 months later..

    What is Rudiger doing now? (Text book page-272)