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Unit3b-HRISOverview 1

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What is an HRIS?Computers

Networks

Software

Applications

Databases

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Chapter 1

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Shortfalls in ImplementationsOutsourcing?

Increasing ratio of HR staff to EE

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OutsourcingWhat is outsourcing?

Advantages/benefits

Disadvantages/risks

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Advantages of outsourcingCost

Expertise

Risk

Economies of scale

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Disadvantages of outsourcingRisk of bankruptcy

Giving too much responsibility

Giving away ownership

Conversion of existing systems

Cost

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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

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Performance Level of HR StaffTrends of:

HR staff performing less clerical duties +

Greater HR strategic involvement

equals

HR staff performing at higher levels

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BPRStreamline/re-design the work

Better organizational goal alignment

Cost effectiveness

Integration with other processes

End result is a new set of processes reflectingthe way the work will be done

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PortalsA gateway to information, applications

One stop shopping

You can get there from here

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HR Strategy NeededMust map to orgs IT strategy and direction

Business partner with peer units

Strategic partner with organization

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Chapter 2

Web-based EE Self Service

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What is an self service?The use of interactive technology by EEs andmanagers to obtain information and conduct

transactions; to essentially shortcut processes

that traditionally required multiple steps,

paperwork, HR staff, and delays.

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Transform HRThe HR role will change from an essentiallyadministrative function to a strategic business

partnering function where HR personnel

contribute to bottom-line results.

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Groups involved in HRISCandidates 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

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Functions of an HRISRecruitment

Hiring

Transfer and location

Timekeeping/Payroll

Benefits

Health plans

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Functions of an HRIS contdDental/vision plans

Pension and investment plans

Vacation

Compensation salary bonus incentive

Performance appraisal

Diversity EEO AA compliance

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Functions of an HRIS contdTraining and EE development

Succession planning

Labor relations union

Separations

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Chapter 3

Web-based Manager Self Service

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BenefitsNo waiting for forms, policy, HR approval, orhistorical data

Can change EEs employment status

Ability to research companys knowledgebase

Improves managers leadership competencies

including strategic thinking, decisiveness, and

analytical skills

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Cultural change needed?Empowering managers requires a mindsetchange

Managers may need to change their

perception of their function

People may resist change

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Best HR functions for managersInformation 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

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ObjectivesImprove 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

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Functions available in an HRISCompensation

Performance management

Staffing and recruitment

Time and attendance

Training and development

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ModelingWhat if analysis

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Chapter 5

Web-based Recruiting

and Staffing

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Growth1997: 11% using the Internet to recruit

2000: 80%

2003: 100%

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Scope of recruitmentIntracompany?

Targeted? (going for a specific population)

Global? (going for the whole population)

Can there be too many applicants? Yes.

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Components of StaffingWorkforce analysis and planning

Sourcing and attraction

Assessment and selection

Hiring

Deployment

Retention

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Sourcing and attractionYour website

Advertising

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Your websiteWhat can your website do for onlinerecruiting?

Online assessment, mini-quizzes, salary

calculators

Clear, concise, informative, easy to apply

What makes my site sticky?

Pp 55-56

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Your website, contdRegional/community info

Answer all questions possible

If you leave your site, bring them back

(frames are a possibility)

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AdvertisingHow do candidates know how to get to yoursite?

Post it and forget it?

Popular job boards?

Actively advertise in industry journals?

Word of mouth?

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Internal sourcingDifferent rules for internal employees

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Assessment and selectionOnline skills testing

Resume bank

Search mechanisms to prioritize candidates

Can there be too many applicants? Yes

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HiringNot to be taken for granted

Automation can streamline process and

provide workflow efficiencies

Candidate data may become employee data

Timeliness may be critical

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DeploymentPlacement of EEs in organization

Less likely to get lost in electronic system

Assess EEs place on company, weed outdeadwood, make room for livewood.

Reporting tools with access to EE data helps

mgrs assess and deploy EEs.

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RetentionSelf service

At home computers telecommuting

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Good siteshttp://www.onrec.com

http://www.monster.com

Documents

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