What is an HRIS?

Computers Networks Software Applications Databases

3/13/2002 Unit3b 1

Chapter 1

3/13/2002

Unit3b

Shortfalls in Implementations
Outsourcing? Increasing ratio of HR staff to EE

3/13/2002

Unit3b

Unit3b-HRISOverview

Outsourcing
What is outsourcing? Advantages/benefits Disadvantages/risks

3/13/2002

Unit3b

Advantages of outsourcing
Cost Expertise Risk Economies of scale

3/13/2002

Unit3b

Disadvantages of outsourcing
Risk of bankruptcy Giving too much responsibility Giving away ownership Conversion of existing systems Cost
3/13/2002 Unit3b 6

Unit3b-HRISOverview

Higher Ratio of HR Staff to EE

Trend of self service by EEs Greater expectations of staff .9 to 1.3 HR staff to 100 workers

3/13/2002

Unit3b

Performance Level of HR Staff

Trends of:
HR staff performing less clerical duties + Greater HR strategic involvement equals HR staff performing at higher levels

3/13/2002

Unit3b

BPR
Streamline/re-design the work Better organizational goal alignment Cost effectiveness Integration with other processes End result is a new set of processes reflecting the way the work will be done
3/13/2002 Unit3b 9

Unit3b-HRISOverview

Portals
A gateway to information, applications One stop shopping You can get there from here

3/13/2002

Unit3b

10

HR Strategy Needed
Must map to orgs IT strategy and direction Business partner with peer units Strategic partner with organization

3/13/2002

Unit3b

11

Chapter 2 Web-based EE Self Service

3/13/2002

Unit3b

12

Unit3b-HRISOverview

What is an self service?

The use of interactive technology by EEs and managers to obtain information and conduct transactions; to essentially shortcut processes that traditionally required multiple steps, paperwork, HR staff, and delays.

3/13/2002

Unit3b

13

Transform HR
The HR role will change from an essentially administrative function to a strategic business partnering function where HR personnel contribute to bottom-line results.

3/13/2002

Unit3b

14

Groups involved in HRIS

Candidates for positions I wanna job Employees the real workers Retirees Im so outta here Managers hang out and do nothing Executives old geezers Accounting bean counters MIS - nerdville
3/13/2002 Unit3b 15

Unit3b-HRISOverview

Functions of an HRIS
Recruitment Hiring Transfer and location Timekeeping/Payroll Benefits Health plans
3/13/2002 Unit3b 16

Functions of an HRIS contd

Dental/vision plans Pension and investment plans Vacation Compensation salary bonus incentive Performance appraisal Diversity EEO AA compliance
3/13/2002 Unit3b 17

Functions of an HRIS contd

Training and EE development Succession planning Labor relations union Separations

3/13/2002

Unit3b

18

Unit3b-HRISOverview

Chapter 3 Web-based Manager Self Service

3/13/2002

Unit3b

19

Benefits
No waiting for forms, policy, HR approval, or historical data Can change EEs employment status Ability to research companys knowledgebase Improves managers leadership competencies including strategic thinking, decisiveness, and analytical skills 3/13/2002 Unit3b 20

Cultural change needed?

Empowering managers requires a mindset change Managers may need to change their perception of their function People may resist change

3/13/2002

Unit3b

21

Unit3b-HRISOverview

Best HR functions for managers

Information that the manager is in the best position of knowing Require immediate attention Involve the skills or experience of the manager Functions that require initial input from manager Part of managers responsibilities
3/13/2002 Unit3b 22

Objectives
Improve delivery of HR services Increase efficiency-reduce work Speed up and streamline workflow Reduce administrative costs Improve manager access to vital information Allow managers to become more strategic
3/13/2002 Unit3b 23

Functions available in an HRIS

Compensation Performance management Staffing and recruitment Time and attendance Training and development
3/13/2002 Unit3b 24

Unit3b-HRISOverview

Modeling
What if analysis

3/13/2002

Unit3b

25

Chapter 5 Web-based Recruiting and Staffing

3/13/2002

Unit3b

26

Growth
1997: 11% using the Internet to recruit 2000: 80% 2003: 100%

3/13/2002

Unit3b

27

Unit3b-HRISOverview

Scope of recruitment
Intracompany? Targeted? (going for a specific population) Global? (going for the whole population) Can there be too many applicants? Yes.

3/13/2002

Unit3b

28

Components of Staffing
Workforce analysis and planning Sourcing and attraction Assessment and selection Hiring Deployment Retention
3/13/2002 Unit3b 29

Sourcing and attraction

Your website Advertising

3/13/2002

Unit3b

30

Unit3b-HRISOverview

10

Your website
What can your website do for online recruiting? Online assessment, mini-quizzes, salary calculators Clear, concise, informative, easy to apply What makes my site sticky? Pp 55-56
3/13/2002 Unit3b 31

Your website, contd

Regional/community info Answer all questions possible If you leave your site, bring them back (frames are a possibility)

3/13/2002

Unit3b

32

Advertising
How do candidates know how to get to your site? Post it and forget it? Popular job boards? Actively advertise in industry journals? Word of mouth?
3/13/2002 Unit3b 33

Unit3b-HRISOverview

11

Internal sourcing
Different rules for internal employees

3/13/2002

Unit3b

34

Assessment and selection

Online skills testing Resume bank Search mechanisms to prioritize candidates Can there be too many applicants? Yes

3/13/2002

Unit3b

35

Hiring
Not to be taken for granted Automation can streamline process and provide workflow efficiencies Candidate data may become employee data Timeliness may be critical
3/13/2002 Unit3b 36

Unit3b-HRISOverview

12

Deployment
Placement of EEs in organization Less likely to get lost in electronic system Assess EEs place on company, weed out deadwood, make room for livewood. Reporting tools with access to EE data helps mgrs assess and deploy EEs.
3/13/2002 Unit3b 37

Retention
Self service At home computers telecommuting

3/13/2002

Unit3b

38

Good sites
http://www.onrec.com http://www.monster.com

3/13/2002

Unit3b

39

Unit3b-HRISOverview

13