HRIS

Implementation and Control

HRIS Planning

Assessment of overall business environmentAssessment of strategic HR goalsTracking of new technologies and processesOptimization of HRIS resourcesManage and control implementation activities

Factors to be considered during HRIS implementation

• Resources• Top management commitment – full time/part

time• Business Process• Customisations• Change Management• Planning for contingencies

Concerns to be managed in HRIS implementation

1. Security– Controlling access– Type of security technology

2. Environment– Type and nature of existing HRIS– Hardware and Soft requirements– Feasibility of a new systems– Identify and define users, controllers and

implementers

Data Security systems considerations

• Management considerations• Physical Security• Information Security

HRIS Implementation Stages

• Identify all clients and build a representative team

• Define objectives• Identify issues, if any• Document the existing process• Identify the needs of a system• Define necessary functions• Develop list of recommended solution

HRIS identification and acquisition

• Step 1: Need Analysis– Evaluate HR department and business models– Form core team for the purpose– Identify the system requirements– Analyse current and future reporting requirements– Develop Proposal for Software– Identify vendors and packages– Select– Develop proposal for procedures

Step -2: Design and Development

• Develop detailed implementation plan• Develop core groups• Create suitable infrastructure• Develop independent and suitable applications• Implement applications• Conduct necessary modifications• Establish protocols• Test system and user acceptance• Train user teams

Step 3: Implement and Maintain

• Implement core HR processes• Train other users• Make system available• Link with othet systems• Develop process manuals• Test the pilot results• Test user acceptance• Distribute across functions• Effectiveness assessment

Software Development Life Cycle

• Recognition of need– Payroll– Organization and position management– HR process automation– Recruitment and Selection– Create central database– HR planning– Compensation planning– Training and Development

Sub-Processes

• Compliance reporting• Employee relations• Performance management• Workflow management• HR workflow notification• Staff scheduling• Applicant tracking

Feasibility Dimensions

• Economic• Behavioral• Technical

Systems Analysis

• Analysis– Documentation– Observation of the situation– Conducting interviews– Questionnaire Administration

Systems Design

• Output definitions• Input definitions• Program Design• Systems specification• Testing

Implementation challenges

• Lack of goal clarity • Poor problem identification• Infrastructural failures• Organizational support• Faulty planning

Training needs

• Reduce operating cost• Easier transition from old to new• Better efficiency out of the gate