AMERICAN INTERNATIONAL

UNIVERSITY BANGLADESH

HR Administration
&
HRIS
Introduction to HR Administration in an
HRIS Environment

 Activities Of HR Administration

 Relation with HRIS

 65% to 75% activities are transactional.
 Updating Information Materials.
 Effective & Efficiency.
 Technological Development.
 HRM Administration

 Pay System
 Daily Transaction
 89% Company Use HR Administrative
Technology.
 SOA

 Service-Oriented Architecture
 SOA Business-Modeling Process

Business Imperatives
Business Context SOA Drivers
IT Imperatives

Services
SOA Value Modeling Identification,
Modeling & Design
SOA Value
Drivers
SOA Goals & Results SOA Metrics
 SOA

 Architectural Benefits
 Standards Based Integration.
 Faster implementation and change management.
 Improved alignment of business process and IT
implementation.
 XML

 Extensive Markup Language.

 Combines text and other information about the text.

 Advantages Of XML
– Security is Improved
– Performance is Enhanced
– Auditing Capabilities are Added
– Change Capabilities are Enhanced
 Self-Service Portals & HRIS
First Structural Approach.
Two types of SS Portals:
 ESS
 MSS
ESS
An electronic access point to an organizations
information.
MSS
Allow managers to view extensive information
about their subordinates.
 Self-Service Portals for HR
Administration
 Advantages of SSP
 Improve the speed and quality of service to employees and
managers for routine inquiries and changes.
 Enhance employee satisfaction by permitting employees
to control when and where such access activities occur.
 Reduce the number of transaction of HR employees.

 Disadvantages of SSP
 Permitting employees to access company data through
Internet self-service portals may increase the possibility of
security breaches and associated negative outcomes for
affected employees.
Shared – Service Canters & HRIS

Second Structural Approach

A technology-enabled centralized group designed to provide excellent
service to internal customers at reduced costs.
Advantage of SSC
Permit HR administration managers to focus on delivering timely,
high-quality transactions necessary to fulfill corporate
requirements
Disadvantages of SSC
Can lead to depersonalization.
 HR administration and Equal
Employment opportunity

1. Equal Employment Opportunity (EEO).

2. Americans With Disabilities Act (ADA).
3. Age discrimination in employment act (ADEA).
4. Occupational safety and health act recordkeeping
(OSHA).
 Sample HR Balance scorecard

 Financial
 Customer
 Internal process
 Learning and growth.
Sample HR Balance scorecard
(cont..)
End of Chapter- 09
Job Analysis & HR Planning
 Contents
 Talent Management
 Inclusive/Exclusive approach
 High performers and High potentials
 Talent diversity
 Job Analysis
 Job Description: HRIS application
 Framework for Strategic HR planning
 Conclusion
 A very small illustration about
Talent Management
 Rudigner is sitting at his desk on the seventh
floor, a corner office, in the city of London
reflecting on life.
What is Talent Management?

 Talent Management in today's

organization can be defined in
several ways.

 The most simplest definition of

talent could be those individuals
who can make a difference to
organizational performance, either
through their immediate
contribution or in the longer term
demonstrating the highest level of
potentials.
What is Talent management?
(cont..)
 According to CIPD (2006b) defined the process of
talent management as a systematic attraction,
identification, development, engagement,/retention,
and deployment of those individuals with high
potential who are an particular value to an
organization.

 Talent Management has become an extremely

important strategic goal for organization, both
domestic and global.
 Inclusive or Exclusive Approach
 A very key strategic perspective of talent
management initiative is inclusive or exclusive
approach.

 Inclusive talent management is all about the

competitive strategy which a organization can gain
through the overall development of talent at all
levels of the organization.

 Challenges could be diversity of the organization

and “them and us” mentality.
Inclusive or Exclusive
Approach (cont..)
 Focusing on a specific
group of employees is
exclusive talent
management.

 College graduates,
particular skilled or
professional groups and
basically the future
leadership of the
organization.
 High performers and high
potentials
 HIPERs- individuals who are considered to be a
excellent performers in their respective role.

 HIPOs- those who have the potential to develop

further and wish to do so.

 The aim is to develop several talent pool addressing

different future needs.
 Talent Diversity
 I think… from a business performance perspective,
diversity of thought and how people operate as
probably the most important talent in the sense that
will drive the business forward -HR Director
(Foodcom, United
Kingdom)

 Diverse workforce and talent management always

offers a platform for innovative HRM strategies.
 Job Analysis

 Job analysis is the process of systematically

obtaining information about jobs by determining
the duties, tasks, or activities of jobs, by producing
job description which is the product of job
analysis.

 HRP encompasses all the employees of an

organization.
 Job Analysis Approaches &
Techniques
 Job description is one of the tools to do job analysis.

 Job analysis involves four phases.

 Job Analysis Approaches &
Techniques (cont..)
• The sources of information about the job must be
identified.

• The type of job information or data must be

identified.

• The methods of collecting the job data must be

determined.
• There are some others techniques to do job
analysis.
 Job Description: HRIS
application
 A job description is a list of the general tasks, or
functions, and responsibilities of a position.

 Completing job analysis and deriving job

descriptions can be accomplished through online
survey techniques.
Framework for strategic HR
planning
 Conclusion

 18 months later…..

 What is Rudiger doing now…? (Text book page-

272)