Post on 09-Apr-2018
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Human Resource
Information SystemsApplications
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Determine and prioritize
requirements
s Functional Requirements - To determine the right system for yourorganization you need to answer the following questions:
s Who will use the system? And What is their skill level?
s What is the main purpose of the system?
s What are the critical features that you need?
s What features are nice to have, but could live without?
s Can it produce the reports you need?
s Can it integrate with your other HRIS, payroll or finance system?
s Does it provide benefits administration?
s Can it track applicants or employee training?
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Technical Requirementss There are many HRIS packages to choose from that are deployed through
different technologies. Some packages are desktop applications that share asingle database. This is great for an office environment that is generally inone location. If you need to share information across a number of geographiclocations, a web-based system or client server option may be a bettersolution. Different types of HRIS packages are:
s Application Service Provider (ASP) - The vendor hosts the software and yourent access to your data, which is stored on the vendors server. This optionis preferred when IT resources and support are limited. Using an ASP will belower in cost initially; however, you will be committed to pay for the systemmonthly, and over time it may cost more.
s Client Server based - You purchase an HRIS license and the software ishosted on your server. With this option, you will mostly likely only have topay a one time purchase fee, plus an annual support fee.
s Web-based - This is similar to the Client Server option, but the applicationsis deployed and accessed completely though a browser.
s Other Requirements - Customer support can be one of the most importantprocurement considerations, especially for companies that have been burnedin the past by lack of support. Another consideration is if the company willlikely still be in business long enough to provide upgrades to meet the latest
operating system.
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Non-optimum HR SituationNon-optimum HR Situation
DATA
ApplicantTracking
DATA
BenefitsAdmin.
JobEvaluation
DATA
TrainingMgmt.
DATA
Payroll
DATA
Competency
Modeling
DATA
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CompetencyModeling
BenefitsAdmin.
Optimum Situation
JobEvaluation
TrainingMgmt.
Payroll
ApplicantTracking
CompetencyModeling
HR DATA
Integrated HR Systems and Data
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Recruiting HiringEducation
& Training
Terminat-
ion
Benefit
Administration
Potential
Employees Employees RetiredEmployees
Data Management
The Firm
Primary HR ActivitiesPrimary HR Activities
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Accountinginformation
system
Humanresources
research
system
Manufacturing
intelligence
subsystem
Work force
planning
subsystem
Work forcemanagement
subsystem
Benefits
subsystem
Internal
sources
Environmental
sources
Input
subsystems
Output
subsystems
Users
Data Information
Environmental
reportingsubsystem
HRIS
Database
HRIS ModelHRIS Model
Recruiting
subsystem
Compensation
Subsystem
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Accounting InformationAccounting Information
SubsystemSubsystem
Two main types of data
1. Personnel -- name, birth date, sex, maritalstatus, education, skills, etc.
2.Accounting -- hourly rate or monthly salary,
taxes, insurance deductions, etc.
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Human Resources ResearchHuman Resources Research
SubsystemSubsystem
s Examples:
- Job analyses and evaluations
- Succession studies
- Grievance studies
s This research can generate new data for the
database (job analyses)s And it can use existing database contents
(succession studies)
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Human Resources Intelligence SubsystemHuman Resources Intelligence Subsystem
HR has the responsibility for interfacing with the most
environmental elements of any functional area.
s Government -- stay current on legislation. File reports.
s Suppliers -- employment services
s Labor unions, local community, competitors -- sources ofemployees
s Global community intelligence
s Financial community -- employee planning
s Competitor intelligence
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