HRIS Application

8/8/2019 HRIS Application

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Human Resource

Information SystemsApplications


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Determine and prioritize

requirements

s Functional Requirements - To determine the right system for yourorganization you need to answer the following questions:

s Who will use the system? And What is their skill level?

s What is the main purpose of the system?

s What are the critical features that you need?

s What features are nice to have, but could live without?

s Can it produce the reports you need?

s Can it integrate with your other HRIS, payroll or finance system?

s Does it provide benefits administration?

s Can it track applicants or employee training?


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Technical Requirementss There are many HRIS packages to choose from that are deployed through

different technologies. Some packages are desktop applications that share asingle database. This is great for an office environment that is generally inone location. If you need to share information across a number of geographiclocations, a web-based system or client server option may be a bettersolution. Different types of HRIS packages are:

s Application Service Provider (ASP) - The vendor hosts the software and yourent access to your data, which is stored on the vendors server. This optionis preferred when IT resources and support are limited. Using an ASP will belower in cost initially; however, you will be committed to pay for the systemmonthly, and over time it may cost more.

s Client Server based - You purchase an HRIS license and the software ishosted on your server. With this option, you will mostly likely only have topay a one time purchase fee, plus an annual support fee.

s Web-based - This is similar to the Client Server option, but the applicationsis deployed and accessed completely though a browser.

s Other Requirements - Customer support can be one of the most importantprocurement considerations, especially for companies that have been burnedin the past by lack of support. Another consideration is if the company willlikely still be in business long enough to provide upgrades to meet the latest

operating system.


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Non-optimum HR SituationNon-optimum HR Situation

DATA

ApplicantTracking

DATA

BenefitsAdmin.

JobEvaluation

DATA

TrainingMgmt.

DATA

Payroll

DATA

Competency

Modeling

DATA


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CompetencyModeling

BenefitsAdmin.

Optimum Situation

JobEvaluation

TrainingMgmt.

Payroll

ApplicantTracking

CompetencyModeling

HR DATA

Integrated HR Systems and Data


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Recruiting HiringEducation

& Training

Terminat-

ion

Benefit

Administration

Potential

Employees Employees RetiredEmployees

Data Management

The Firm

Primary HR ActivitiesPrimary HR Activities


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Accountinginformation

system

Humanresources

research

system

Manufacturing

intelligence

subsystem

Work force

planning

subsystem

Work forcemanagement

subsystem

Benefits

subsystem

Internal

sources

Environmental

sources

Input

subsystems

Output

subsystems

Users

Data Information

Environmental

reportingsubsystem

HRIS

Database

HRIS ModelHRIS Model

Recruiting

subsystem

Compensation

Subsystem


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Accounting InformationAccounting Information

SubsystemSubsystem

Two main types of data

1. Personnel -- name, birth date, sex, maritalstatus, education, skills, etc.

2.Accounting -- hourly rate or monthly salary,

taxes, insurance deductions, etc.


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Human Resources ResearchHuman Resources Research

SubsystemSubsystem

s Examples:

- Job analyses and evaluations

- Succession studies

- Grievance studies

s This research can generate new data for the

database (job analyses)s And it can use existing database contents

(succession studies)


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Human Resources Intelligence SubsystemHuman Resources Intelligence Subsystem

HR has the responsibility for interfacing with the most

environmental elements of any functional area.

s Government -- stay current on legislation. File reports.

s Suppliers -- employment services

s Labor unions, local community, competitors -- sources ofemployees

s Global community intelligence

s Financial community -- employee planning

s Competitor intelligence


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Documents

HRIS Application