22
HRIS-01 Rev.01 HR HR HR HR HR HR HR HR . . (4) [email protected] 1 1 CHAPTER HRIS E i O i ti St t HRIS Empowering – Organization Strategy 2 © HRIS by Sakda Hwankaew 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

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HRIS-01Rev.01

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HRIS E i O i ti St tHRIS Empowering – Organization Strategy��,-' �,�*/' � �����,-' �,�*/' � ��� ��,-' -�'"$���,-' -�'"$� ��,-' 0�11�

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Model of HRM Strategic Management Process

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Source: Human Resource Management Gaining a Competitive Advantage – Irwin Mcgraw-Hill

Applied by: Sakda Hwankaew, 2003

4© HRIS by Sakda Hwankaew

Page 2: Hris by sakda_hwankaew

PROCESS

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METHODS

ETHICS����� � �����

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Generation MGeneration X

Multi Skills, Multi Media

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Search Engines � �� �����,��"�$ �g $

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13© HRIS by Sakda Hwankaew

������� 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)

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Page 7: Hris by sakda_hwankaew

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26© HRIS by Sakda Hwankaew

Roadmap

������ ����"/��� �����'��%!(Career Level)Management Professional Technician Administrative Hourly/ Daily

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T2Skills

A2Skills

D2Skills

M22nd Level Manager

P3Career

T1Entry

A1Entry

D1Entry

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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

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( )

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3 (18) 4 (18) 4 (18) "%����%��0~�� �2 ���*' Procedure

28© HRIS by Sakda Hwankaew

Page 8: Hris by sakda_hwankaew

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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

Page 9: Hris by sakda_hwankaew

HRIS-01Rev.01

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Page 10: Hris by sakda_hwankaew

People � Process � Technology �

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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

Page 11: Hris by sakda_hwankaew

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

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E HRE-HR

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WorkSystem FormSystem

Manual Service

FormInter Relation

Flow

8

System30/09/2012 HRIS

Page 12: Hris by sakda_hwankaew

930/09/2012

HRIS 1030/09/2012 HRIS

B2BB2B

1130/09/2012 HRIS 30/09/2012 HRIS 12

Page 13: Hris by sakda_hwankaew

��.��!.��"����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

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Page 14: Hris by sakda_hwankaew

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

Page 15: Hris by sakda_hwankaew

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�!.��� ��&�����: Ceriello V.R. & Freeman C.(1991) Human Resource Management System

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10% 40% 50%

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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

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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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Knowledgee Learning

LearningManagement e-Learning Organization

� �� �� ������ � ��@����� E-HR

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

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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

30/09/2012 HRIS 31 30/09/2012 HRIS 32

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30/09/2012 33HRIS

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

� ����Z��������� � HRISFinger

Scan Year 1! �" ���� HRIS

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Smart Card � �����:���� �!���7 *+�<

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41 4230/09/2012 HRIS

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

Page 21: Hris by sakda_hwankaew

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http://www.dynamicpoint.com/services/portals.aspx http://www.elixtra.com/images/Ess_Diagrams.png

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�

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Change Management and Launch Prep Go-LivePlanning

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30/09/2012 50HRIS

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