Post on 16-Nov-2014
description
Welcome!
HUMAN RESOURCE INFORMATION SYSTEMS
(HRIS)
WORKSHOP FACILITATOR: MINHAS BHOJANI
LEARNING OBJECTIVES OF SESSION
• UNDERSTAND THE RELATIONSHIP
BETWEEN STRATEGIC HRM AND HRIS
• UNDERSTAND THAT AN EFFECTIVE HRIS
FACILITATES THE ACHIEVEMENT OF
HRM OBJECTIVES
• IMPROVE SERVICE STANDARDS
THROUGH HRIS
ACTIVITY
• LIST DOWN THE FUNCTIONS / ACTIVITIES OF HRM
• WHAT DO YOU UNDERSTAND BY HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
• TELL US 3 ADVANTAGES OR DISADVANTAGES OF HRIS BASED ON YOUR UNDERSTANDING OF HRIS
WE NOW HAVE THE TECHNOLOGY TO ALLOW
US TO REDUCE HR ADMINISTRATION AND TO
PROVIDE IMPROVED LEVELS OF SERVICE TO
OUR INTERNAL CUSTOMERS. IT IS OUR
CHALLENGE TO EMBRACE NEW TECHNOLOGY
AND TO FINALLY STEP OUT OF OUR
PERSONNEL ADMINISTRATION HISTORY TO A
PLACE OF LEADERSHIP.
Rob Sharp, HR Consultant, Employee Connect
Yes……
What Is HR?Your Resume Looks Great, You Have More Than enough experience And I Think You’d be Perfect For The VP Of HR Job!
Before I Welcome You Aboard, Do You Have Any Questions?
DEFINITION OF HRIS
HRIS IS ANY ORGANIZED APPROACH FOR
OBTAINING RELEVANT AND TIMELY DATA ON
WHICH TO BASE HUMAN RESOURCE
MANAGEMENT DECISION
DEFINITION OF HRIS
THE HRIS SHOULD BE DESIGNED TO PROVIDE INFORMATION THAT IS:
TIMELY: A MANAGER MUST HAVE ACCESS TO UP-TO-DATE INFORMATION
ACCURATE: A MANAGER MUST BE ABLE TO RELY ON THE ACCURACY OF THE INFORMATION PROVIDED
CONCISE: A MANAGER CAN ABSORB ONLY SO MUCH INFORMATION AT ANY ONE TIME
RELEVANT: A MANAGER SHOULD RECEIVE ONLY THE INFORMATION NEEDED IN A PARTICULAR SITUATION
COMPLETE: A MANAGER SHOULD RECEIVE COMPLETE, NOT PARTIAL, INFORMATION
Current 5 - 7 years ago
Difference
Maitaining RecordsCollect, track and maintain data on employees
Auditing / ControllingEnsure compliance to internal operations, regulations, legal and union requirements
HR Service ProviderAssist with implement and administration of HR practices
Practice DevelopmentDevelop new HR systems and practices
Strategic Business PartnerMember of the management team. Involved with strategic HR planning, organisation design and strategic change
23.0% 11.0% Significant Increase
Significant Decrease
Significant Decrease
Significant Decrease
Significant Increase
Human Resources Roles Are Changing
A study by the Center for Effective Organisations, University of Southern California, and The Human Resources Planning Society.
15.0% 22.0%
12.0% 19.0%
31.0% 35.0%
19.0% 13.0%
Current 5 - 7 years ago
Difference
Maitaining RecordsCollect, track and maintain data on employees
Auditing / ControllingEnsure compliance to internal operations, regulations, legal and union requirements
HR Service ProviderAssist with implement and administration of HR practices
Practice DevelopmentDevelop new HR systems and practices
Strategic Business PartnerMember of the management team. Involved with strategic HR planning, organisation design and strategic change
23.0% 11.0% Significant Increase
Significant Decrease
Significant Decrease
Significant Decrease
Significant Increase
Human Resources Roles Are Changing
A study by the Center for Effective Organisations, University of Southern California, and The Human Resources Planning Society.
15.0% 22.0%
12.0% 19.0%
31.0% 35.0%
19.0% 13.0%
HRIS OverviewThe big picture - reasons for change
SavingsComplexity Duplication
World-class HR
Poor accessibility Inefficient paper-drivenprocess
Inconsistencies
IDENTIFY NEEDS OF DATABASE
MANUAL / AUTOMATE
MODULES OF HRIS
• PAYROLL• COMPENSATION ADMINISTRATION• BENEFITS ADMINISTRATION• EXPATRIATE MANAGEMENT• TRAINING & DEVELOPMENT• CAREER PLANNING & DEVELOPMENT• HR PLANNING• PERFORMANCE APPRAISAL• ATTENDANCE• SELECTION / RECRUITMENT PAYROLL
COMPENSATIONADMINISTRATION
BENEFITSADMINISTRATION
EXPATRIATEMANAGEMENT
TRAINING & DEVELOPMENT
CAREER PLANNING& DEVELOPMENT
HR PLANNING
PERFORMANCEAPPRAISALS
ATTENDANCE
SELECTION / RECRUITMENT
HRISINTEGRATED
DATABASE
MODULES OF HRIS
PAYROLL
COMPENSATIONADMINISTRATION
BENEFITSADMINISTRATION
EXPATRIATEMANAGEMENT
TRAINING & DEVELOPMENT
CAREER PLANNING& DEVELOPMENT
HR PLANNING
PERFORMANCEAPPRAISALS
ATTENDANCE
SELECTION / RECRUITMENT
HRISINTEGRATEDDATABASE
Personal DetailsChecking your personal
details
Address
Personal contactnumber
Emergencycontact number
Marital status
Academicqualifications
Benefits
Payroll bank accountDependencies
THE AUTOMATED HR MACHINE -
SELF SERVICE CONCEPT
• EMPLOYEE / MANAGER SELF-SERVICE
• E-LEARNING
• RETIREMENT CALCULATORS
• LOAN CALCULATORS
• PERFORMANCE MANAGEMENT
• DECISION-MAKING TOOLS
• POLICIES AND PROCEDURES
• RECRUITMENT AND SELECTION
• CAREER MANAGEMENT
AUTOMATE RESUME TRACKING PROCESS
• RECEPTION OF APPLICATION
• PRESCREENING RESUMES
• CORRESPONDENCE
• APPLICATION FORM
• TESTS
• PRELIMINARY INTERVIEW
• ISSUANCE OF LETTERS LIKE MEDICAL, OFFER,
ETC
CASE STUDYA MATTER OF PRIVACY
YOUR COMPANY HAS RECENTLY REVAMPED ITS HRIS. PAYROLL AND HR
RECORDS ARE NOW INTEGRATED INTO ONE DATABASE. ALTHOUGH
ACCESS TO CONFIDENTIAL HR INFORMATION IS RESTRICTED, SOME SEMI-
PRIVATE INFORMATION SUCH AS THE EMPLOYEE’S NAME, ADDRESS AND
TELEPHONE NUMBER CAN BE ACCESSED ONLINE BY ALL SUPERVISORS.
EMPLOYEES CAN ALSO ALTER THEIR OWN PERSONNEL RECORDS (FOR E.G.
CHANGES OF ADDRESS, TELEPHONE NUMBERS OR NUMBER OF
DEPENDENTS). EMPLOYEES LIKE THE NEW SYSTEM BECAUSE IT MEANS
THAT THEY KNOW THEIR PERSONNEL FILES ARE UP TO DATE AND THAT
INFORMATION IS READILY AVAILABLE IN AN EMERGENCY. FURTHERMORE,
THE NEW SYSTEM HAS RESULTED IN CONSIDERABLE IMPROVEMENTS IN HR
RECORD KEEPING AND THE ABILITY OF THE HR DEPARTMENT TO GENERATE
MORE USEFUL MANAGEMENT REPORTS. HOWEVER, AN EMPLOYEE IN THE
SALES DEPARTMENT IS EXTREMELY UPSET; SHE HAS BEEN RECEIVING
OBSCENCE PHONE CALLS AND BLAMES THE NEW HRIS. SHE ALLEGES THAT
THE CALLER MUST BE SOMEONE FROM THE COMPANY BECAUSE HER
NUMBER IS UNLISTED
CASE STUDYA MATTER OF PRIVACY
• SHOULD INFORMATION SUCH AS TELEPHONE NUMBERS BE
AVAILABLE TO OTHER EMPLOYEES?
• WHICH IS MORE IMPORTANT - THE COMPANY’S NEED TO COLLECT
JOB-RELATED INFORMATION OR AN EMPLOYEE’S RIGHT TO
PRIVACY?
• SHOULD EMPLOYEES BE ALLOWED TO CHANGE THEIR OWN FILES?
• WHICH PERSONNEL DATA SHOULD BE CLASSIFIED (A) RESTRICTED
AND (B) UNRESTRICTED?
QUESTION / ANSWER SESSION
?????