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Productivity Through HRIS

JaspreetSingh

Nandre

JaspreetSingh

Nandre

ManasNial

ManasNial

PreetamDebasish Sahoo

PreetamDebasish Sahoo

ShaktiPrasadChhotar

ay

ShaktiPrasadChhotar

ay

SnigdhaSubhabrat

a

Pradhan

SnigdhaSubhabrat

a

Pradhan

SonaliMajumd

ar

SonaliMajumd

ar

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Agenda• Introduction to HRIS

• Different packages of HRIS• Importance of HRIS

•

HRIS

• Advanced HRIS

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Introduction• Concept of HRIS?

• Functions of HRIS.

• Need of HRIS.

• Effectiveness.

– Adequacy of information

– Specificity

– Relevance

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Introduction• Advantages

– Faster access– Integration

–

• Pre requisites for implementation of HRIS

– Corporate climate

– Employee status

– The technology platform

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ERP Packages• Packages range from Large scale enterprises to

medium and small scale companies

• Integrate all the individual processes of the

individual departments into a single system

Market Share SAP

46%

25%

13%

6%Peoplesoft

Microsoft

Sibel

JD Edward

HR Office

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SAP• Started in 1972 by 5 former IBM employees

• It is the world's largest inter-enterprise software

company and 4th largest independent software

supplier

• Its basic idea was to provide customers with the

ability to interact with a common corporate

database• Built around their latest R/3 system, which is a

competition to the IBM’s AS/400 platform, it

provides the capability to manage -

– financial, asset, and cost accounting,

– production operations and materials,

– Personnel

– archived documents

• Latest R/3 version is an internet enabled packageJaspreet- 20

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Oracle(11i) E-Business Suite

• Oracle E-Business suite is a collection of ERPs

which is built up on their core RDBM databasetechnology

• Contains several business lines such as Oracle

nanc a , rac e og s cs, rac e , rac eSales etc.

• Seamless Integration and Complete Flexibility is

the basic feature of the Oracle E-Business Suite

• It also includes Oracle Marketing and Oracle

Supply Chain Management

• Main competitor of Oracle is SAP

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HR specific ERP• ABRA SUITE: for human resources and payroll

management

• ABS (Atlas Business Solutions): General

Information Wa es information emer enc

information, Reminders, etc.

• HRSOFT: Generate a wide range of

reports, resumes, employee profiles, replacement tables and

succession analysis reports, Identify individuals for

promotion, skills shortages, unexpected vacancy, Discover

talent deep, Competency Management, career development.

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Contd..• CORT (HRMS): Applicant tracking, Attendance tracking

and calendars, Wage information, Skills tracking, Reports-to

information, Status tracking, Job history tracking.

• HUMAN RESOURCE MICROSYSTEMS:

Sophisticated data collection and reporting, flexible spending

accounts, compensation, employment

history, timeoff, EEO, qualifications, Applicant/Requisition

Tracking, Position Control/Succession Planning.

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Contd..• ORACLE- HRMS: Oracle irecruitment, Oracle Self-

Service Human Resources, Payroll, HR Intelligence, Oracle

Learning Management, Oracle Time and Labor

• PEOPLESOFT: Enterprise eRecruit, Enterprise Resume

Processing, Enterprise Services Procurement, WorkforcePlanning, Warehouse

• SPECTRUM HR: iVantage® and HRVantage®. iVantage

is a Web-based HRIS product designed for organizations with

up to 10,000 employees.

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Contd..• SAP HR: Human Capital Management (HCM) for

Business, All-in-One: Rapid HR.

• VANTAGE: HRA: 'Point-and-Click' report

writing, internal Messaging System for leaving reminders to

yourse , to someone e se or to everyone us ng - very

useful for Benefit Applications, Disciplinary Actions, Special

Events, Employee Summary Screen for Basic, Leave

(Absenteeism) and Salary/Position History, skills & training

module, Leave Tracking Module

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Importance of HRIS Strategy

Competitiveness

People

HRM

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CONT…….

STRATEGY

AN

ORGANISATI

ONAL

PROCESS

ORGANISATIONCOMPETITIVENE

SS

PEOPLE

HRIS

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CONT……• DECISION DECISION DECISION DECISION - -- -MAKING PROCESS MAKING PROCESS MAKING PROCESS MAKING PROCESS

-Strategic-create a comprehensive learning

organization

- F unctional -

employees, individual training plans + HRISHRIS

-O perational-maintaining data in the system +

using HRISHRIS

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CONT…

- personal information

- census information

- qualifications

HRIS

Working of

HRIS

- eave app ca on

- leave balance

- leave cancellation

- leave approval/rejection

- salary information

- company calendar - appraisal results

- online appraisal process

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CONT….BENEFITS:

Saving time (Saving time (Saving time (Saving time (efficiencyefficiencyefficiencyefficiency))))----Adequate information base that leads to timely and just

decision making.-Responding faster to employees inquiries .

Saving costs (Saving costs (Saving costs (Saving costs (efficiencyefficiencyefficiencyefficiency)))) ---- ess me spen on as s= ess me

- Minimum paperwork

Work reWork reWork reWork re----allocation allocation allocation allocation((((effectivenesseffectivenesseffectivenesseffectiveness))))

----Helping the employees performing better .

-Integrating the human resource function .

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HRIS : The strategic value

Efficiency – cost & time

Effectiveness- PEOPLE

=> Adding strategic Adding strategic

value to thevalue to theorganizationorganization

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HRIS: the way to gain

Competitive Advantage

PEOPLE- the most valuable

asset, competitive advantage

HRIS -manages PEOPLE efficiently

an effectively

=> HRISHRIS-- gaining competitivegaining competitiveadvantageadvantage

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Increasing productivity• Manage HR globally on a single system of record

while complying with local laws and regulations

with the global core HCM system

• Forecast, deploy, track and manage your labor

with workforce management

•

with workforce service delivery• Attract, retain, and motivate a superior workforce

with integrated talent management

• Integrate and Streamline Your HR Processes• Optimized Workforce Management—optimized

staffing schedules can impact customer

satisfaction, drive sales and reduce operating costs

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Contd.• Reduced production time—produce a weekly

labor schedule in minutes rather than severaldays

• Schedule Management—Staffing schedules

customer satisfaction.

• Leverage Mathematical Modeling—Forecast

and demand planning features incorporate a

statistical analysis engine to forecast daily andweekly business demand

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• Work from a Single Source of TruthIncrease accuracy and timeliness by providing bothmanagers and employees a single point of entry to allyour HR information and processes.

• Drive Employee Self-ServiceEnable employees to manage everything from profiles-including skills, resumes, contact details, and bank data-to learning, benefits, payroll, and more, through self-service portals. Increase worker productivity.

mpower anagersEnable managers to perform transfers, re-grading, employee trainingenrollment, terminations, skills searches, and more.Manage the recruiting process.

• Support Career DevelopmentProvide employee access to targeted training and jobopportunities. Enable managers to graphically search forsuitably skilled individuals or groups and then matchthem to work or learning opportunities.

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Appraisals

• Support for multiple types of appraisals.

• Collaborative appraisal system

• Include competencies and objectives in the appraisal

• Create and maintain appraisal and assessment templates

HR professionals can easily create and maintain appraisal

templates, competency-assessment, and objective-assessment

tem lates.

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Contd…..• Increase Productivity

Keep sales reps motivated with on time and reliable

payments and direct access to compensationplans, calculations, and transactions.

• Align Your WorkforceIncrease sales line of sight to corporate strategy toincrease sales success rates.

• Gain FlexibilityComplete coverage for any compensation plan design.Plans can be quickly created, modeled, and rolled out tomeet changing business needs.

• Financial ControlManage administrative costs and gain visibility into yourvariable payouts. Support corporate governanceinitiatives.

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Learning management

• Increase Efficiency by Managing Learning Content

• Assemble and deliver learning content rapidly Enable the reuse and assembly

of learning content that makes use of mixed media and multiple learning

modalities. Deliver the optimal blend of classroom and online training.• Extend Solution Value by Providing Learning to Customers and

Partners

• Provide self-service access to learning for customers and partners. Retain one-

stop administration. Automate catalog distribution and enrollment.

• Simplify Administration by Efficiently Scheduling and ManagingResources

• Place the right resources and equipment in the right locations. Define

learning event needs only once. Ensure instructors possess the necessary

competencies and experience. Consolidate training initiatives on a

scalable, cost effective LMS.

• Simplify Administration by Efficiently Scheduling and Managing

Resources

• Place the right resources and equipment in the right locations. Define

learning event needs only once. Ensure instructors possess the necessary

competencies and experience. Consolidate training initiatives on a

scalable, cost effective LMSManas- 25

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• Workforce Insight— Monitor workforce demographics in linewith your recruitment and retention objectives. Analyzeefficiency of the entire recruitment process lifecycle, understandand prevent the drivers of employee turnover.

• Targeted Workforce Development — Gain insight into themovement of top and bottom performers in the organization to

engage and develop internal talent. Gain insight into learningdemand by analyzing course enrollments by job, deliverymethods, and organizations.

• Improved Compensation— Understand how compensationimpacts performance, ensure compensation is equitable and

,

your organization's objectives and goals.• Leave and Absence— Get a comprehensive view intoemployees' current, planned, and historical absence events;monitor absence trends as a predictor for employeeengagement.

• Better Understanding of HR Performance— Assess HR's

overall performance and employee productivity using industrybenchmarks such as revenue per employee, contribution perheadcount, and return on human capital.

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• Gain Daily Business Intelligence

• Leverage predefined KPIs to set management goals. Consolidate all keyinformation on a single homepage, with one-click access to automated

out-of-tolerance notifications, KPIs, reports, and more.

• Manage Workforce Development and Learning

• Analyze competence gaps by person and job. Analyze skills gaps for

groups and individuals. Manage training attendance, resourceuse, costs, and success rates.

• Optimize Compensation

• Analyze salary trends. Compare average salaries by group. Look at

, , .

Evaluate benefits plans for maximum value.• Manage Recruitment

• Analyze time and costs by recruitment method. Review recruitment

success rates. Analyze applicant statistics and dropout reasons.

• Analyze Workforce Composition

• Understand workforce trends by job, geography, user-definedcategories, minority groups, and business areas.

• Manage Utilization and Productivity

• Analyze planned and unplanned hours by cost band over time. Analyze

absenteeism by reason over time.

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HRIS Strengthening Implementation

Toolkit: Welcome

This Toolkit provides a package of HRIS procedures and tools to HRH

stakeholders, HR information system managers and software

developers to facilitate applying the HRIS strengthening processes and

iHRIS software developed by the Capacity Project. The Toolkit collects

briefs, forms, case studies, resources and other materials to assist withall five steps of the HRIS strengthening process.Goal: Understand the HRIS strengthening process.

Section I: Building HRIS Leadership

Goal: Establish and manage a Stakeholder Leadership Group to guide HRIS strengthening

activities.Section II: Assessing and Improving Existing Systems

Goal: Identify, assess and improve existing systems and processes that support the HRIS.

Section III: Developing Software Solutions

Goal: Identify requirements for, select and deploy HRIS software solutions.

Section IV: Using Data to Make Decisions

Goal: Understand and improve the use of HRH data for planning, decision making and

sharing.

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IntroductionGoal: Understand the HRIS strengthening process.

Before getting started, read the materials in this section to learn what can be

accomplished by strengthening human resources information systems for health

workers and understand the five steps of the HRIS strengthening process developed

by the Capacity Project.

About tool kit:

Acronyms list, contributors and contact information.

Why strengthen human resources information systems? What is an HRIS? What hasthe Capacity Project accomplished, and what have we learned? PDF

HRIS Strengthening Implementation Guidebook

What is the problem that HRIS strengthening addresses and why is a mature HRIS

necessary? What are the five stages of the five-step HRIS strengthening process?How do you use the Toolkit?

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Section I: Building HRIS Leadership

Goal: Establish and manage a Stakeholder Leadership Group to guide

HRIS strengthening activities.

We advocate a country-level participatory approach to strengthening

HRIS, the foundation of which is a leadership body composed of

stakeholders in the system. The materials in this section provide thetools needed to organize the group and guide its work.

Establishing the Stakeholder Leadership Group

Who are the stakeholders? What is the role of the Stakeholder

Leadership Group? Establish the leadership group and plan the

group's initial activities.

Stakeholder Leadership Group Principles of Operation and

Terms of Reference

Determine how the Stakeholder Leadership Group will operate and

what the group's purpose, vision and goals will be. Developing Human Resources Policy and Management

Questions

Develop the key questions that the human resources information

system will address.

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• Section II: Assessing and Improving Existing Systems• Goal: Identify, assess and improve existing systems and processes that

support the HRIS.• An initial step in information system strengthening is to determine what

systems and infrastructure are in place to support the HRIS, as well as thedata that will feed into the system. The tools in this section guide the processof assessing and improving existing systems that will support the HRIS.

• Conducting the HRIS Assessment

• Learn who is involved in the HRIS assessment and develop interviewquestions. Identify the gaps that emerge from the assessment results.

• Health Information System and Strengthening Activity Survey

• Conduct a high-level inventory of all health information systems that maysupport or link to the HRIS.

• HRIS Assessment Questionnaire

• Collect baseline information about any human resources information systemscurrently operating.

• Technical Brief: Data Quality Considerations in HRIS Strengthening

• Understand basic data quality concepts and best practices for ensuring dataquality in HRIS strengthening activities. PDF

• Designing Data Collection Tools and Procedures

• Ensure that data collected are current and complete, and reduce errors in thedata. Determine data flow and compliance for sharing data whilemaintaining data security.

• Sample Health Worker Data Collection Form

• Use this sample form to gather data on health workers. The form can bemodified, filled out on the computer, or printed and completed by hand.

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• Section III: Developing Software Solutions

• Goal: Identify requirements for, select and deploy HRIS software solutions.

• The next step is to develop HRIS software solutions that are customized for the country context andanswer the key HR policy and management questions for that country. This section provides case

studies and tools for developing an initial HRIS solution or deploying the Capacity Project's suite of

mature HRIS solutions.

• Use Case Development Tool

• Understand what a use case is and how use cases help with developing software requirements.

Develop use cases to specify important goals of the HRIS.• Case Study: Developing an HRIS Step Solution

• Illustrates how an HRIS step solution was implemented in Swaziland.

• A Brief Guide to the iHRIS Software Suite

• Describes the three solutions in the iHRIS Suite, the requirements for installing and running the

so ware an e pen ource cense un er w c e so ware as een re ease .

• A Brief Guide to iHRIS Qualify• Describes the benefits and features of the licensure, qualification and training tracking system in

the iHRIS Suite.

• A Brief Guide to iHRIS Manage

• Describes the benefits and features of the human resources management system in the iHRIS Suite.

• A Brief Guide to iHRIS Plan

• Describes the benefits and features of the workforce planning and modeling software in the iHRISSuite.

• iHRIS Software Suite

• Install the Windows version of the iHRIS Suite on your desktop computer or download versions of

all three components to install on a Linux server.

• iHRIS Software Documentation

• Access the user's manuals, use cases and technical documentation for the iHRIS Suite.Shakti-4

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• Section IV: Using Data to Make Decisions• Goal: Understand and improve the use of HRH data for

planning, decision making and sharing.

• The primary aim of any HRIS should be to promote better use of datato drive effective decision-making for addressing daily challenges and

positively impacting HR policies and practice. The briefs included inthis section will improve the use of data to make decisions.

• Technical Brief: Building the Bridge from Human ResourcesData to Effective Decisions: Ten Pillars of Successful Data-Driven Decision-Making

•bridge from HR data and reports to effective HR policy andmanagement decisions. PDF

• Technical Brief: An Overview of Human Resources for Health(HRH) Projection Models

• Why are workforce projections valuable? What are the most commonHRH projection approaches? How do you choose an effective projectionmodel? How do you optimize projection results? PDF

• Creating a Data-Sharing Agreement

• Why consider sharing HRIS data? What is a data-sharing agreementand why is it necessary? What should be addressed in a data-sharingagreement? What happens if the agreement is violated?

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Thankyou

Any Questions……

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Documents

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