Course Outline

Term: 2022 Fall

Course Number: BHRM9306

Course Title: HR Management Systems & HR Metrics

Units: 3

Nominal Total Course Hours: 42

COURSE DESCRIPTION:
Human Resources Management Systems (HRMS) are an essential component for organizations to manage
their human resource practices in an increasingly digital business environment. This course will examine how
human resource systems enable improvement in processes and enhance strategic decision making. Using
current technologies, students will explore applications to increase the efficiency and effectiveness of human
resources functions as well as analyze and report relevant metrics for an organization. Students will also gain
competency in the HRIS implementation process including needs analysis, evaluation, selection and project
management.
PLAR Eligible: No

EVALUATIONS AND WEIGHTS:

# Evaluation Types: Weight
1 Midterm Exam 30.00%
2 Final Exam 30.00%
3 Assignments 20.00%
4 Group Project 20.00%
Total: 100.00%

A minimum of 50% required on FINAL EXAM to pass the course. Final Exam is cumulative.

RESOURCES:
Type: Author: Title: Publisher: ISBN: Edition: Other:
Required Kavanagh, Human Sage 978154439 5th Edition E-book
Resource Thite, Resource Publications 6743 also
Johnson Information acceptabl
Systems: e, ISBN:
Basics, 9781544
Applications, 396750
and Future
Directions

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OUTCOMES AND LEARNING OBJECTIVES:
Upon successful completion of this
course, the student has reliably
demonstrated the ability to:
1. Evaluate the impact of human resource
information systems (HRIS) and the role of
information technology in the workplace.
2. Investigate system considerations in the
design of an HRIS
3. Evaluate technologies to support HR metrics
and workforce analytics.
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Learning Objectives:
1. Discuss the impact of technology on the
evolution of HRM, HRIS and the organizational
decision-making.
2. Explain the purpose of an HRIS as well as the
differences between the types of information
systems functionality in an HRIS.
3. Describe the HR activities supported by an
HRIS.
4. Investigate how information from an HRIS can
assist in decision making in organizations.
5. Compare and contrast the differences between
e-HRM and HRIS.
1. Examine the different types of users or
customers of an implemented HRIS and their
different data needs.
2. Discuss the differences between hardware
architectures.
3. Describe the main concepts of HRIS security
and privacy laws.
4. Explore options available for HRIS acquisition
for functional areas.
5. Describe the steps and factors that affect
system implementation.
6. Examine the pros and cons of implementing a
changeover from one software system to another.
1. Examine data, types of queries, forms and
report structures.
2. Explore the top HR databases and identify key
data fields.
3. Design a simple database to calculate HR
metrics.
4. Select and use appropriate software to produce
human resources reports and supporting
documents.
5. Calculate key performance indicators and HR
metrics to measure impact on organization.
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 4. Create an HRIS needs analysis.
5. Evaluate strategies to support project
management of HRIS implementation.
6. Apply HRIS features and emerging
technologies to support productivity of HR
administrative functions.
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1. Examine a system development life cycle
(SDLC)
2. Explore the main stages of the needs analysis
and the required activities.
3. Determine the key deliverables of an HRIS
needs analysis.
4. Explore options that organizations have when
moving into physical design
5. Discuss the purpose and essential elements of
an RFP.
6. Examine the various criteria used to evaluate
vendor proposals.
1. Explore the use of project management
approaches, techniques and tools to assist in the
entire SDLC.
2. Describe the factors used to develop program
evaluation and review techniques.
3. Describe how IT factors can affect HRIS project
success.
4. Examine the different stakeholder roles in the
HRIS implementation.
5. Compile critical success factors that affect the
success of an HRIS project.
1. Discuss the importance of information security
and privacy in today's technology-intensive and
information-driven economy.
2. Differentiate among the four structural
approaches to HR administration service delivery.
3. Examine how companies are using social
networks for talent management, recruitment and
selection.
4. Develop a spreadsheet application to support
HR decision making.
5. Identify typical benefits design, decision making,
and administration.
6. Examine the role of the HRIS in payroll
administration.
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 7. Recommend an HRIS system to sustain HR
data management and support an organizations'
strategic objectives.
1. Research and analyze HRIS vendors and
products.
2. Collaborate with information technology or HR
professionals in adapting technology to meet the
specific organizational requirements.
3. Collect inputs from users on the specification
they would value in an HRIS.
4. Conduct a cost/benefit analysis of a potential
technology implementation.
5. Measure HR data and report progress towards
organizational objectives.
6. Integrate appropriate technologies in developing
solutions to business opportunities and challenges.

Niagara College believes in an inclusive educational environment. Please review College Practices to view the
College's Statement of Accommodation for Students with Identified Special Needs.
http://www.niagaracollege.ca/practices

TEACHING AND LEARNING PLAN:

The course professor in your specific section of this class will provide you with a Teaching and Learning Plan as
a guideline to supplemental resources, specific evaluations, activities, topics and due dates.

Last Revision Date: June 30, 2021

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