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Human Resources Information System
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HRIS-01Rev.01
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� �� ��������� �� �������� HRHR ��� �������� ������ �� ��������� �� �������� HRHR ��� �������� ���������������������������������������������
�� ������� �� ������� HR HR �� ������� ������� ������� �� ������� HR HR �� ������� ��������.
������� �������� ��� ������� ������������ �!����"�#�� ���� �������. �$�����������������!����"��#����# � % &' !% �'� �(�� ��(���� *'�%4) '%�"�� [email protected]
11CHAPTER
HRIS E i O i ti St tHRIS Empowering – Organization Strategy��,-' �,�*/' � �����,-' �,�*/' � ��� ��,-' -�'"$���,-' -�'"$� ��,-' 0�11�
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'�2������"'�2������" ������������ ,��"�$ �,��"�$ �
Model of HRM Strategic Management Process
3© HRIS by Sakda Hwankaew
Source: Human Resource Management Gaining a Competitive Advantage – Irwin Mcgraw-Hill
Applied by: Sakda Hwankaew, 2003
4© HRIS by Sakda Hwankaew
PROCESS
HRIS 2�' �� �/"���2��' ��'�
OUTCOMESPROCESS���������
METHODS
ETHICS����� � �����
�������STYLEYourself
INTEGRATE�����������
����� �TECHNOLOGY
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�����������PRACTICES
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LEADERSHIP������ ����
CLICK
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CLICK
Generation MGeneration X
Multi Skills, Multi Media
6© HRIS by Sakda Hwankaew
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http://www.mail.yahoo.com
"����$�����
�%��������&��� AccountCalendar &
Address
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7 � *8 %/7 � 9 % 7 GB7����*'%7� ��9�% 7 GB
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Search Engines � �� �����,��"�$ �g $
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Blogs �"( ������) &"��0< �� ��� �"*�+���-� � � 7 � ;) "( %/ %/ ����� ��,��"�$ �=��7�' ,��� <;��"( � %%,��"�$ �
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������� Mitchell, Dan. July 2004 “Thoughts about Blogs in Education.” Dan Mitchell’s Teachnology Blog.
<http://www.teachnology.org/stories/storyReader$150>.
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17© HRIS by Sakda Hwankaew
• Supply Chain ManagementRFIDRadio Frequency Identification
• Supply Chain Management• Warehouse Management• Cargo ManagementCargo Management• Logistics• Retail Store
Electronic Product Code (EPC)
2 ��'��� ���� �'�"��� J?/ �0< ��,�*'-���J�0�0'��"����<2%/7�1�%/���7����-' ��� �N �(�� � �2�%�"%/��7�� RFID �������,�����,�� �8 �"� (���� EPC 7���� UPC)
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��������� HR ��� ������
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• ���������,����� ����� ������� T�T
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Service ExcellenceService ExcellenceService ExcellenceService Excellence
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N��-�'"$�
� �/ %/2 �' ,(��? �"*/'���(�&'%"��!�/"�� ��-' ' ,���Value/Cost
Best Practice,� � �!���� ��������� Best Practice
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23© HRIS by Sakda Hwankaew
Top 10 2 ���%8� ��0������=�!-' �� HR1. 2�' �� �������$ ��� �����$ ���2. ����!�/",�A,��-' ��"��#��3. ��2'���������� ��(ROI on Human Capital)4. ��������7��������,����&��2�",��"2�' ���5. 2����������''���� ��(Turnover Costs)6. ' �2������-��-''���� ��(Turnover Rate)7. ��2'����������?�'��"(Return on Training)8. 2����2�'�����-' ������ ��(Cost per Hire)
0 � � 0< 0 � < � � � 7 � � 79. ��0�������2'����0< ��0'���J<�2�2�',��7������7�����(��������
10 2������� ��#�!�����2�'�����-' !� �� ��10. 2��������#�!�����2'����-' !�� ��
24© HRIS by Sakda Hwankaew A new vision for Human Resources – Fitz-Enz & Phillips 1998
2��� ���,���������-�'"$�- �8�!*8�N��7� �� HR
2 ���%8� ������ Payroll ���%��0��� �2 � � ��?����� �?�'��" 7��" �,�
Manual F\�� F\�� F\�� F\�� F\��
Software Piswin Excel TAFF Excel ExcelSoftware Piswin Excel TAFF Excel Excel
! �5���' -- HR -- HR --
J*8'/��� CPS TAFF
0������=�! 70% 60% 70% 60% 50%FutureFutureRequirement
C N D N N
C Ch N N D D l
25© HRIS by Sakda Hwankaew
C=Change, N=New, D=Development
2��� ���,��������� ��(� HR Database
2 ���0� "%/&"�"%JF-ID
03-HRMHuman Resource
Org.Chart
Manpower
HRBN Benefits
HRCO CompensationModel
Job Family YesHRER Employee Relation
HRST StaffingJob Level
Position.ID
a g
HRIS Information System
HROD Org DevelopmentEmp.ID YesJob
HROD Org.Development
160216001Competency
TrainingRoadmap
160216001DdMmYyXxx
26© HRIS by Sakda Hwankaew
Roadmap
������ ����"/��� �����'��%!(Career Level)Management Professional Technician Administrative Hourly/ Daily
TP P5 T3 A3 D3Top Corp Executive Expert Lead Lead Lead
M33rd Level Manager
P4Advanced
T2Skills
A2Skills
D2Skills
M22nd Level Manager
P3Career
T1Entry
A1Entry
D1Entry
M1 P2M11st Level Manager
P2Intermediate
MS P1Supervisor Entry
PL-IDDescription
03-HRMDescription
HRMGR Human Resource ManagerPositions
27© HRIS by Sakda Hwankaew
ERSP Employee Relation Supervisor
Technician Career PathM2
2nd Level Manager
P3Career �����Z����"-$ �-����
)M11st Level Manager
P2Intermediate
MS P13 (29) 3 (34)
����$K)+�{��Q �+���• ����Q;=��U�� ���• ����"����������
|;MSSupervisor
P1Entry
3 (29) 3 (34) • ����|;�+���
Fast Normal Slow
T3 5 (24) 7 (27) 9 (29)Lead
T2Skills
3 (21) 5 (22)
( )
7 (22)
( )
T1Entry
3 (18) 4 (18) 4 (18) "%����%��0~�� �2 ���*' Procedure
28© HRIS by Sakda Hwankaew
���0���"��� �!����� ����Z��������
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����,'"!���2'��������� �!*/'�� ������ HR Intranet / Internet/
/�,�*/' � ��?�����(� ��
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29© HRIS by Sakda Hwankaew
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�� ���$2�/�*/'����� %���$ � %/�� ��� �"7����,������%���$ �� ����&'%
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"%���0���"��,��"��%/� ' ,���%/�� %/��-�' � ��&'% ���"%������! �5��7��2������� ���"������!5��7��2������
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30© HRIS by Sakda Hwankaew
����&'%-' !� �� ��7�' ,���
• ��%��� ���� ���&�%�Q+���X%� ��2��7����� �����&'%��X�
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• ���������Z-����FQU�Q%�
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• �����* ��"���-����FQU�Q%�(Benchmarking)
����� ������������ �• ����!)��+*Q��/����* �• +%���������~����)�*��• ������*��(�(�����+�+�)
• ���Q���Q+��Q����• ����!)�� ���!Q+����• �� �������!;�!+-�• �*������)��
• ����U��+��%�����• ����Z��� �+�Q+�Q �+���
• $U���� ����%�$=�%*�����• �����������&�Q �+��• �����������Q �+������
• �*��������• �� ��������• ��!�%�X��+�����• Q�%~F������%�-�
• �����������&Q+���• ��������"�+*�%�Q �+���• !�%������U���U��
&����U���Q ��* ����%�• ���� Network / Server• ��������)�"( �+%����%�
31© HRIS by Sakda Hwankaew
Hint: Z ��+ ���&�����% =� V �"( ���������� ����������! (-$ � IT � �+�) ��� return ����)�
2 ��'��� ����� -' ���� ��������� �!����"��#��
Payroll Employee
Service Center
Center of Expertise
EVSEVS
Payroll Analyst
Employees
Maintain Personal
Respond to employee inquiries about payroll and benefits
Service Center
Strategic direction and program development; leveraging best
Siemens LawsonData
Data, Enroll in Benefits, Apply for Jobs
(Applicants, also)
y
ProcessPayroll
practices
andLawson
HR/Payroll
Data
BenefitsAdministration
Reports
EVSEVSBenefits Analyst
Maintain benefit plans, cost rates
Local HR Departments
CommonPerformance
MeasuresAcross System
Reports
Central Location
Local Systems
Maintain HRMS Data, Support Recruiting and Retention, On-
cost rates,enrollment
Local Managers
E J b R i i i P
32© HRIS by Sakda Hwankaew
Local SystemsBoarding, Benefits Enrollment, Talent Management
Enter Job Requisitions, ProcessPerformance Reviews, Develop Employees and Leaders
HRIS-01Rev.01
��=�,��?/ ......... ��=�,��
������+�*�!)������ ���*�U+ +������W%�*�*� &���F� ��K K�K+ZK+: 081-721-0467, 081-576-5046
+����: [email protected], [email protected]
People � Process � Technology �
��� ���
������ ������ ������ ���� 081 721 0467�� 081-721-0467Email: [email protected]
������ ��� ����������� ����������!�� �
Virtual Community ��"�"�� #�� Ver. 4.1
30/09/2012 HRIS 2
WHERE ARE
?
HRIS 3
Source: br@in-based teaching :) in the digital age
30/09/2012
S Ch ff (2004)Source: Chaffey(2004)
30/09/2012 HRIS 4
30/09/2012 5HRIS
InternetExtranet
IntranetIntranet Extranet
hCompanyOnly
TheWorld
TheWorld
Suppliers
Source: Applied from Chaffey(2004)
Suppliers,Customers,
CollaboratorsWorld
630/09/2012 HRIS
IBM �$$������%!�!�����%!�& '( � ' AEC2015����*+� �!.��: 7� 8���7��� 27 � 2555
30/09/2012 HRIS 7
����� ���: 7�8���7�� 27 �. 2555
E HRE-HR
CLICK
WorkSystem FormSystem
Manual Service
FormInter Relation
Flow
8
System30/09/2012 HRIS
930/09/2012
HRIS 1030/09/2012 HRIS
B2BB2B
1130/09/2012 HRIS 30/09/2012 HRIS 12
��.��!.��"����INPUT�����>�
OUTPUT
1330/09/2012 HRIS
Simple to use
Software solutions Works on PC, Smart PhoneSimple to use
User friendlyPaperlesswithout any paper work
Any device
CustomizeSmart report1 page is the best
username/passwordsfor all employees
Available 24/7 365 days all year long
At home, at the office Use any common browser
Access all the online
Use any common browseron any operating system
1430/09/2012 HRIS
�&�!.���?!��� ��A( ����&�!.�����������$ �'���A� '�� B� � HR Service Broker$�'��A�'��� B���>��������� F����������'���� HR ( ���� �����''
HR - Service Broker
"Marketing" B� ��&> ���!����
Knowledge Webmaster
������&������� ����( ����� ������ $� � '( ������A7 J� ����B��(��A������� ����� ��A7 ��A HR B�8��A "$� �B� �" ( ���� '8 �� �.��!.������� � ��A(�'����B� �L�����
30/09/2012 HRIS 15
Source: http://www.budmgt.com/topics/top01/e-hr.html
���
Personnel Transformation Universe
CIVILIAN STRATEGIC
ARMYARMY eHR,
RESERVE
ARMY WORKFORCE
OPM
ROBUST ANALYTIC
S
RESERVE COMPONENTS
flexible manning
Training Benefits
Recruit Welfare
IDPTraining
Conf BdGartner Gp
FORSCOM & TRADOC Talent
IDP
MILITARY HR Payroll
CIO Council
ASA/FM ASA(ALT) WORKFORCE
REDESIGN
Payroll
Other
ASA(ALT)
LoanSalary
StructureEmployee
Survey
OSDPR, RA,
Services as G1 Partners
OFTF&
Army Transformation
G-3
Structurey
BUDGET , ,
Comptroller&
FCS
BusinessArmy HR Transformation
Rules &Policies
TransformationTo turn the transformation
wheel, all the gears must be
Right Mix of Military/Civilian
/C t t, g
sync’d /Contractors
The 8
Army Structure &PersonnelThe 8
PersonnelLife CycleF ti
& Technology Enablers &
A hit t
Personnel Distribution
Models
Functions
Financial
Architecture
162 Systems>$200M / ea Financial
Resources>$200M / year
Doctrine&
ArmyTraining
Base &OperationConcepts
Base
Army Personnel Transformation…Supporting the Joint warfight……Supporting the Joint warfight…
“…Shift the basis of defense planning from a ‘threat-based’ model that has
d i d hi ki i hAllocate
dominated thinking in the past to ‘capabilities-based’ model for the
future.”SECDEF R f ld Q d i l D f R i 30 S
BusinessRules &Policies
AllocatePeople
TOE/TDA
Army Structure
SECDEF Rumsfeld, Quadrennial Defense Review, 30 Sep 01
The 8 Personnel
Technology Enablers & 8 Personnel
Life CycleFunctions
Architecture162 Systems
>$200M / year
Doctrine
ArmyTraining
Base Resources
Doctrine&
Operation
Concepts
“…Further conceptual work must be done to flatten and eliminate echelons since the power of information technology allows us to push
functions down to the lowest level ”functions down to the lowest level. SECArmy White, Secretary of the Army Objective Force Update, 25 Nov 02.
FUNCTION SOFTWARE
COMPUTERFUNCTIONSYSTEM
SOFTWARE
HARDWAREEMPLOYEEDATABASE
HR USER
JOB POLICY
MANAGEMENTMANAGEMENT
30/09/2012 HRIS 20
�!.��: � ��&����� Ceriello V.R. & Freeman C.(1991) Human Resource Management System Strategies Tactics & Techniques
������������ �� 1
�� ����� ��� � ���� ���� ����� ��� ��� ��
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�� 4
���%���
�� 5
��'� ��'�*�������
�� 5
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30/09/2012 HRIS 21
�!.��� ��&�����: Ceriello V.R. & Freeman C.(1991) Human Resource Management System
�97��
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�7��
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� ��:���;�<��� <
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� �??������� ���7 &��������
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�!.��: �����&A��'��'��� ���( HRIS �� � ������ ������ ��, �������� '�J�, 2547
30/09/2012 HRIS 22
� , � ,
��� ��! �" ���� ������
����''A''
���A''7&B[ ����
����������( �����
10% 40% 50%
�(!��� �� �7� �7 � & � �� �7� �(����'\+��( ��
��7��&���
��7�Functions
����'��������
&A��������B[ ����
��7�����( �����
���� :�����!�Z����������� :����!��������
�!.��: � ��&����� Process Models Help Us Construct Indicators — Fault Stream AnalysisG l D i S ft M t A G id b k R b t E P k W lfh t
30/09/2012 HRIS 23
Goal-Driven Software Measurement — A Guidebook, Robert E. Park WolfhartBoethert, 1996.
��]^�&A���� $� ���1 $� ���2 $� ���3& � � 47 85 52 62 62 17&A����"�J���������� 47.85 52.62 62.17A'' HRM System 79.67 90.16 107.32A''�� ����� 74 42 103 18 111 71A''������ 74.42 103.18 111.71A''����&���" ��A���� 21.94 24.26 27.5A''' F[!������\�� 54.89 69.72 76.27A'''F[������� 54.89 69.72 76.27A''�������!�� '���� 155.56 126.96 151.07
�A����� 434.33 466.90 536.04����?�($��(" ]^� % 68% 74% 84%$���&A���� RFI % 64% 79% 72%
!. % 66% 77% 78%�A����`� % 66% 77% 78%RFI = Request For Information
�!.��: Marcie Simoneaux-Flournoy, President, Simoneaux, Flournoy & Associates, Inc.www.sfai.com, Orlando, Florida May 2-5, 1999
30/09/2012 HRIS 24
COMPUTER
25
MANAGEMENT
Best Practice
Career
Contents
Management
ContentsSolution
PerformanceStrategy
HROperation
BusinessPartner
Budget
Org.E-Service
Structure
30/09/2012 HRIS 26
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LearningManagement e-Learning Organization
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Integrate • Integrated Planning and Forecasting• Integrated Plant Management
Software• Electronic Order to Cash• Electronic Procurement• Supplier Bidding & Selection
Design • Customer and Technical SupportD t b e Rel tio hi M e e tDesign • Database Relationship Management
Process • \]+���� ������� � ���:7���� HR• ���������7���������! ��� /�# ��� �:��
30/09/2012 HRIS 28
HR Web Applications ModelHR Web Applications Model
E lEmployee
EmployeeSelf Service
HR
ExecutiveSelf Service
HRINTRANET
WEB SERVICE
ManagerManager
T l kiTele-workingRemote
29HRIS
e-Profilee Profile
e-Benefit
e-Payrolle Payroll
e-Developmente-Competency
30/09/2012 HRIS 30
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HR Web Applications ModelHR Web Applications Model
Web-Based Personalized
Portal
HR Service Employee
and Manager
Portal
Centerg
Self -ServiceHR Data Mart
HR ApplicationsKnowledge
ManagementDistanceLearning
HR Applications
I t l d E t l D t SInternal and External Data Sources
&A��(���� Web-Based Human Resources: The Technologies and Trends That Are Transforming � g gHR, Alfred J. Walker, Editor, McGraw-Hill, 2001, p.XVI
34HRIS
HRIS ROADMAP FOR COMPANYKM
E-HR
Y 3
EmployeeYear 2
Year 3
IT SkillsTraining
E-Document
Self Service
Training
HR
L
Intranet
LeaveOnline
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University of California
30/09/2012 43HRIS
Employee/ManagerUniversity of California
Employee/Manager
Advise HR Leaders and staff on policy
Tier 4 Office of the President
Tier4
Web
exceptions and escalated cases
Locate external resources to supplement expertise and knowledge as needed
Manage high-risk, compliance-driven
Tier
Phone
OnlineCase
cases to resolution
Tier
Tier1
Provide approvals, decisions, and communications
3 Tier 3 Escalation to campusCampus Resources
2Tier 2 Escalation in SSCSpecialized Knowledge
ithi Sh d S i
Tier 1 SystemwideService Center
Interpret compliance policies, programs, and plans
Advise managers on employee relations issues
Manage high-risk, compliance-driven cases to resolution
Understand the specific situation
Apply policies, programs, or plans
Document and escalate cases as appropriate
within Shared ServicesField initial inquiry
Ask clarifying questions
Provide policy, program, or plan information
Initial Inquiry Investigate employee disputes and claims
Participate in Tier 1-3 case resolution as needed
Offer alternatives and considerations to employees
Investigate and resolve escalated cases
Interpret policies, programs, or plans
Document cases
Execute approved exceptions
Transfer to Tier 2 as applicable
30/09/2012 44HRIS
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30/09/2012 HRIS 46
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Automatic Call Telephony Distributor
Quality Monitoring and Recording Reporting
Telephony
Emailg
WorkforceManagement
Fax
Self-Service
Customer
InteractiveVoice
Response
ComputerTelephonyIntegrationWeb Chat*
Customer Service Teams
CaseManagement
Knowledge Management
ImagingManagement Management
Oracle HRMSU i it f C lif i
30/09/2012 47HRIS
University of California
Design/Planning
Build/Execute
Project and Campus
TeamActivitiesCampus Led
Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun July
20122012 20132013
ActivitiesCampus Led
UCPathBlueprint
Facilities
Communication of Blueprint
Interim Advisory Board
Go LiveFacilities Planning Facilities Build
Requirements Technology Acquisition and Implementation Test Train
Staffing Strategy/Planning
Training Curriculum Training Development Training Delivery
Posting/Recruiting/Sourcing/Screening/Selection/Hiring (Cascaded leadership hires, with subsequent waves)
Training Curriculum Training Development Training Delivery
Business Process Maps
� Impacts to PS and CM Technology requirements� Operational procedures and training requirements� Campus impact analysis
Po tal
Business Process Maps
OperationsPlanning Development of Operational Procedures
Portal Content and
Loading
Records Mgmt.
Measurement Framework
CustomerService ApproachBranding Knowledge
ManagementFulfillmen
tManagement Practices
Note: Activities depicted
are concurrent
Change Management and Launch Prep Post
Impact Analysis and Organization Planning Implementation and Transition
Transitionl i
Wave 1 Locations
Month��1
Month�2�
Month�3�
Month�4
Month�5�
Month�6
Month�7�
Month�8
Month�9
Month�10�
Month�11�
Month�12�
Month�13�
Month�14�
Month�15
Month�16
Month17
Change Management and Launch Prep Go-LivePlanning
30/09/2012 50HRIS
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