HRIS Applications IHRIS Applications I

Major HR FunctionsMajor HR Functions Organizational design &

HR planning Staffing Employee & organi-

zational development Compensation & benefits Performance management Quality of work life & compliance Communications & public relations

Organizational Design & Organizational Design & Human Resource PlanningHuman Resource Planning

HR planningHR planning Job analysis Job design Work teams Information systems

HR Planning ISHR Planning IS

To assess future supply and demand HRIS applications:

– Turnover analysis– Personnel planning– Succession planning– Labor relations planning– Organizational charting

HR Planning - Work Force HR Planning - Work Force Profile ReviewProfile Review

Reports, standard & ad hoc examples– Average age and length of service by division– Average age by function and job type– Age bands of over 55, under 30 for turnover

Interpretations– Identify factors that affect how HR supports

strategic direction– Answer questions to identify current problem

areas & anticipate future problems, opportunities

Work Force Dynamics Work Force Dynamics ReportingReporting

Data requirements, examples– historical data– promotion– demotion– transfer– turnover– retirement– job type division– time frame

– average salary, benefit costs– anticipated growth or decline

rate– anticipated salary growth rates– turnover reason– length of service– performance rating

Focuses on employee movements over time

Example: Turnover Example: Turnover AnalysisAnalysis

PercentageExempt 95

9410.502.0

17.812.5

Voluntary Non-exempt

9594

10.910.5

7.16.6

PercentageExempt 95

945.22.1

1.00.0

Involuntary Non-exempt

9594

3.03.6

4.22.2

Avg Performance 9594

2.72.7

2.52.8

Avg Length of Service 9594

5.05.4

7.65.2

Profile of People Leaving the Company:

Categories of Turnover Year Home Int’l

Transition MatrixTransition Matrix

Un-skilled

Semi-skilled

Skilled Prof &Tech

Mana-gerial

Retention rate % 55.99 73.13 69.32 72.18 70.86Demotion rate % 1.02 0.75Promotion rate % To semiskilled 20.93 To skilled 7.82 12.40 To prof/tech 0.25 1.03 5.11 To managerial 0.38 1.55 6.95 12.30Turnover % 14.63 11.89 17.59 15.04 29.14

Historical Transition Information (1993-1994)

Flow Projection: Attrition Flow Projection: Attrition ReportReport

Short Excess Short Excess Short Excess

Unskilled 389.70 589.75 680.93

Semiskilled 48.26 16.76 39.79

Skilled 40.25 78.70 114.42

Prof & Tech 55.25 89.72 110.93

Managerial 14.84 22.01 23.15

Attrition Report (no hires or reductions)1989 1990 1991

Personnel Planning Personnel Planning AnalysisAnalysis

Year: 1994 Begin.HeadCount+

Proj’dHires

Proj’dEndingHead Ct

TotalSalaryCosts

T Costswith FringeBenefit

Unskilled 521.66 308.05 829.71 8,990,757 11,490,187

Semiskilled 461.53 12.77 474.30 7,425,402 9,838,658

Skilled 493.28 26.92 520.20 11,612,423 15,595,484

Prof &Tech 257.35 44.57 301.92 7,928,569 10,862,139

Managerial 222.43 -4.15 218.28 7,347,959 10,176,924

Totals 1956.26 388.15 2344.41 43,305,110 57,963,393

HR Planning SummaryHR Planning Summary Decision support systems, “what if” analyses Stimulate thinking about policies & programs Data collection, analysis, and evaluation to

summarize information Offers information, not interpretation or decision Used to:

– identify gaps and surpluses– evaluate policy compliance– determine implications of implementing new

programs

StaffingStaffing

Recruiting, interviewing, hiring Employee selection methods Induction, orientation Affirmative action, EEO planning Promotion, transfer, separation Outplacement services

Staffing/Employment ISStaffing/Employment IS Identify, attract, select prospective employees

within budgetary & legal guidelines Maintain pertinent employee data over time HRIS applications:

– Applicant tracking– Recruiting analysis– Selecting: tests and

evaluation

–Basic employee information–EEO/AA–Position control–Scheduling

Applicant Tracking Applicant Tracking ExampleExampleApplicant

NameRace Sex Job Title

Appliedfor

JobGroup

Refer-ralsource

StatusDispo-sition

Michaels, Jill C F MarketingRep

10 2 4

Donson, John H M MarketingRep

10 1 5

Race:C. CaucasianB. BlackO. OrientalA. American IndianH. Hispanic

Referral Source:1. Walk-in2. Ad3. Agency4. Referral5. File search

Status Disposition:1. Another chosen2. No opening3. Declined interview4. Declined job5. Hired

EEO ReportingEEO Reporting Title VII and other laws Prohibit discriminating File reports of employment patterns Data maintenance, manipulation,

analysis, reporting Applicants & employees Selection rates in hiring, promotion, other Adverse impact (4/5 rule)

Impact Ratio: M-F Impact Ratio: M-F PromotionPromotion Data from HRIS:

– # in job group, begin AA planning period»Male: 60, Female: 20

– # promotions during AA planning period»Male: 20, Female: 4

Compute rate of selection– 20 male promotions/60 potential male promotees = .33– 4 female promotions/20 potential female promotees

= .20 Compute impact ratio

– .20 female rate/.33 male rate = .61 Is there adverse impact?

Affirmative ActionAffirmative Action Who: Government contractors & organizations

found with illegal hiring Utilization analysis: compare employment of

women and minorities in the work force with their availability in the labor market

Establish goals & timetables to eliminate any instance of underutilization of women and minorities in the employer’s work force.

Plan action steps to be taken by management to reduce underutilization, attain goals & timetables.

Employee & Employee & Organizational Organizational DevelopmentDevelopment

Attitude surveys Career planning, development Employee assistance, counseling Skill training, non-management Retirement preparation programs Management, supervisory

development

Training & Career Training & Career Development ISDevelopment IS Training needs analysis Formal education needs Training administration Computer-based training Training evaluation Career profile Future development Career planning

Training AdministrationTraining Administration Data requirements

– Employee ID– Current job– Previous jobs with firm– Other work experience– Education

reimbursement– Course title– Educational degrees– Apprenticeships

– Training class lists– Training location– Training cost– Formal education

experience– Skills acquired– Certifications– Education

completed– Training

evaluations

Training Administration Training Administration ReportsReports Employee development a major

cost/value Cost/benefit analyses Standard individual or summary reports:

Employee job history, employee training report, career profile.

As turnaround documents Ad hoc inquiries

Citibank’s JobmatchCitibank’s Jobmatch

Overall Specific Generic Grade Position MissingTasks

81.32 74.73 87.91 07 WindowClerk

02 24 44 7071

75.44 68.14 82.74 09 Book-keeper

44 47

73.21 65.82 80.60 08 PayrollClerk

02 44 48 71

Candidate Matched to Requisitions Distribute to PSOptions--Same Group only: No Grades 7 to 9 Min Salary: 319CCandidate: Staffmember, John Q Per No: 0190025 Grade 07 TellerBanking Group: Consumer Services Performance Rating: FSpecial Qualifications: Prefer Wall St Assignment- - - - Scores- - - - -

Training EvaluationTraining Evaluation Data Requirements

– Same as training administration– For DSS, add: training outcome measures:

exam scores, trainer evaluations, and job performance changes after training, an information on training participants.

Reports– DSS with statistical model– Air force Technical Training Impact Model

(TTIM)