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Systems Inc.
A Human Resource Company
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Mission Statement
It is our goal to provide our clients with themost reliable and up to date information on
the benefits of implementing a HumanResource Information System.
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Values We believe in upholding strong morals and business
ethics
We believe our customers are the most important aspectof our business
We listen to our clients and commit ourselves toexceeding their expectations
We are committed to making improvements in ouroperations in order to meet our goals
We pride ourselves on our hard working diverse
employees to provide the most accurate information toour clients
We believe in rewarding and recognizing our employeesfor outstanding achievements in the industry
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What is a HRIS?
A human resource information system isan integrated system providing information
used by HR management in decisionmaking. It allows a company to keep trackof all of its employees and information
about them. It is usually done in adatabase or, more often, in a series ofinter-related databases. (1)
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History of HRIS Developed in the 1960s. Used by large companies with their payroll systems. Very expensive to buy and use. Required a full time staff to support them.
Provided limited information and were often difficult tocustomize. Introduction of Personal Computers in the 1980 made
them affordable. Access to electronic information made them popular.
Mid 1990s web based systems became popular. Provided larger storage and better processing
capabilities. Understanding of HR depth made Spectrum, PeopleSoft,
and Oracle leaders in the HRIS industry.
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Information included in a HRIS
Department Job title
Grade
Salary
Salary history
Position history
Supervisor
Training completed
Special qualifications Ethnicity
Date of birth
Disabilities
Veterans status
Visa status
Benefits selected
.more
HRIS systems include the employee name andcontact information and all or some of thefollowing:
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HRIS Uses
Attendance and PTO use Pay raises and history Pay grades and positions held
Performance development plans Training received Disciplinary action received Personal employee information and occasionally
Management and key employee succession plans High potential employee identification Applicant tracking, interviewing and selection
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Capabilities of better HRIS
Management of all employee information
Reporting and analysis of employee information
Company-related documents such as employeehandbooks, emergency evacuation procedures, andsafety guidelines.
Benefits administration including enrollment, statuschanges, and personal information updating
Complete integration with payroll and other companyfinancial software and accounting systems.
Applicant and resume management
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Types of HRIS
PeopleSoft
Spectrum
Smart human logistics Simpata
People-Trak
Each software has a target market that rangesfrom small to large
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Reasons to use an HRIS
Enables employees to do their own updates andaddress changes,
Frees HR staff for more strategic functions. Data necessary for employee management,
knowledge development, career growth anddevelopment, and equal treatment is facilitated.
Managers can access the information they needto legally, ethically, and effectively support thesuccess of their reporting employees.
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Appropriate HRIS for your
Company General rule of thumb: If you staff more
than 100 employees you may want to
consider a HRIS Third party consultants can be used to
help with the selection process
Develop a checklist to help establishneeds
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Checklist
Core checklist Personal information, including basic contact information,demographic data, dependents, military history and emergencycontacts
Benefits administration including unlimited plans, on-line openenrollment, premium calculations, eligibility, benefits statements,cost summaries, HIPAA Certificates, COBRA tracking and carrierinformation
Total Compensation including base pay, other pay, planning toolsand pay grades
Absence accruals, time-off requests, paid time-off and FMLA
Employee development, including training courses and classes, on-line enrollment, wait lists, qualifications, competencies and
certifications
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Checklist
Additional content Recruitment and applicant management
Budgeting and position control
Career and succession planning
Salary survey analysis
Electronic timesheets
Organizational charts Employee and manager self service
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Checklist
Vendor Profile Number of years in business
Main business focus (i.e. HR only, Payroll, Enterprise Systems)
Number of key staff members who have prior HR experience and
their roles within the organization Avenues for selling the HRIS (i.e. sales force, third parties)
Avenues for service support (i.e. internal support or outsourced)
Typical length of implementation
Number of full-time staff involved exclusively in Development,
Support Services, Marketing, Sales, and Corporate Administration
Avenue for handling hot-line support calls and the typical responsetimes
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Vendor checklist cont.
Business partners and the way those services enhance the vendorsproduct
Technology operating environment (i.e. Microsoft, Oracle, IBM/DB2,etc.)
Scope of clients the vendor serves o Type and size of clients serviced o Client base by industry sector o Number of clients that have licensed the product and how many of those clients are still active
o Number of new clients acquired in the past 2 years o Number of clients on active maintenance plans o Reasons for losing clients (4)
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Additional questions to ask Do you have a budget for an HRIS and can the vendor
provide you with a solid ROI?
What internal staff will be needed to support the
system?
Type of purchasing option: License, Host or ASP
What resources and experience does the vendor havewith implementations similar to yours?
Can the vendor meet your expectations?
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Implementing a HRIS
3 keys areas
Configure the HRIS for the companys
process and policiesThe company must then interface the data
with other systems and convert thecompanys historical data into the new system
Company must prepare itself for the system.
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Interfacing When linking the HRIS with existing systems companies
may form teams to deal with the various activities of theHRIS.
Often times HR team members find that original data isnot up to date. This is a good time to get up to dateemployee data from the employees.
Compatibility may become an issue:
Remapping or upgrades must be done
Remapping can be time consuming
Upgrading can be costly, but worth it in the long run
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Preparing the Company
A lot changes will take place before, during, and after aHRIS is implemented.
Extensive time, energy, and money will go intoimplementing a HRIS. During this time a lot of problemsand stress can arise.
Departments that didnt work together before often times
will work with one another after implementation.
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ROI
ROI is main reason for integration of HRIS Factors of ROI can include:
How many part time and full time employees are staffed by
the firm? Salary of employees Overtime pay Training pay
Use the calculator at following URL to help find
the ROI for your company:http://www.oracle.com/global/uk/campaigns05/roi_6.html
http://www.oracle.com/global/uk/campaigns05/roi_6.htmlhttp://www.oracle.com/global/uk/campaigns05/roi_6.htmlhttp://www.oracle.com/global/uk/campaigns05/roi_6.htmlhttp://www.oracle.com/global/uk/campaigns05/roi_6.html7/29/2019 Human Resource Management System (HRIS) Does Make a Difference
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ROI Examples
The Cedar Group, a global technology consultingcompany, estimated a five-year savings of $7.89 million byintegrating a HRIS. In their HR department alone they sawthe following ROI:
86% reduction in payroll run time: reduced from 43 hours to 6 hours
Increased from 6 companies to 15 with no impact to payroll processingtime
30% FTE reduction: Reduced HR and Payroll FTE reduced from 23 to16
Eliminated manual data entry for open enrollment
Improved customer service in HR, Benefits and Payroll (2)
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ROI Example
The New York City Housing Authority (NYCHA) isAmericas largest public housing organization.
Implemented Oracle E-Business HRIS in 2003.
By implementing the HRIS NYCHA was able to decrease
their Full time equivalent employees by 30%, from 90employees down to 60, which saved them an estimated$4.5 million. In total NYCHA saw a ROI of 137%.