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  • 1. E-HR HR as knowledge system, E-recruiting, HR self-service Abhijit Ghosh Mizoram University
  • 2. Agenda
    • Topics for the next three classes
    • Project
      • Teams
      • Assignment
    • Discussion/Lecture
    • Other topics of interest
  • 3. E-HR: Transforming HR from a cost center to a strategic weapon
    • Technology creates an opportunity to do things quite differently
    • Original investment in HR systems was motivated by:
      • Elimination of paper
      • Productivity changes
      • Staff trimming
    • Value now lies in:
      • Capacity to support new and changing ideas
      • Sustain competitive advantage
  • 4. What is to be achieved
    • Systems now permit:
      • Centralized systems (e.g., comp) across entire organization (even global)
      • Undertake HR innovations
      • Response quickly to government regulations and company policy changes
      • Provide increase in quality to employees
  • 5. Accomplished by:
    • Centralized service deliveryintegrated across all HR functions
    • Modern call centers
    • Employee administration of benefits and policyself-service HR transactions
    • Information access via corporate Intranet, interactive voice response
    • Automatic generation of bulletins, reports, data for government
    • Effective use of outsourcing
  • 6. Types of Knowledge dealt with by HR
    • Core HR Knowledge:
      • Underlying structure and logic of benefits and policies
      • How and why co. defines its employee groups
      • Relevant gov. regulations
      • Policies of other relevant org.s (e.g., unions)
    • Knowledge about employees
      • Skills, special arrangements, vacation, family, etc.
      • Employee and retiree groups
      • Contracts with employee and unions
  • 7. More knowledge
    • Knowledge about presentation and use of knowledge
      • Different presentations for employees, family members, managers, auditors, healthcare
      • How employees put their questions?
      • Life events and company events
      • What needs to be in a plan description/policy manual?
  • 8. More knowledge
    • Company specific benefits
      • Specific configuration of benefits and policies
      • Benefit plan design; knowledge of how people use benefits, employee demographics
      • Competitors plans
      • Workflow
    • Healthcare providers
      • Ways to determine coverage of an employee
      • Equivalent drugs
  • 9. More knowledge
    • Benefit providers
      • Product offerings
      • Geographical range
      • Financial soundness
    • Outsourcing
      • Firms
      • Temp agencies
      • Compensation specialists
  • 10. More knowledge
    • Compensation issues
      • Stock options (including stock price history; board actions)
      • Performance management
    • Diversity issues
    • IT Partners
      • How to interface to employee data in ERP
      • How to drive HRIS process to make it knowledge system
      • How to generate reports
  • 11. Goal of HR knowledge system
    • Answering employees questions and assist during self-service transactions
      • Get info to employees automatically
      • Coaching on how to complete forms
      • Push what employees need to know
    • Increasing the responsiveness of HR
    • Change the way decisions are made
  • 12. Knowledge system
    • HRIS: conventional systems (Peoplesoft, SAP, Oracle, Baan)
      • Offers automation of HR process: enrollment and repository of data
      • Integrate and share with other ERP modules
      • Generate broad array of reports
    • Designed to bring efficiencies of current practices; cant respond to changes
  • 13. Data warehousing
    • Model of HR-related data from a variety of sources
      • Includes all sorts of information about policies, practices, employees
      • Ways of accessing the data and making sense of them
  • 14. Knowledge system
    • Encoding of knowledge about company policies, HR procedures, benefit plans, etc.
    • Key here is that knowledge is coded explicitynot just implicit in data
    • Possible components
      • Knowledgebase: specialized database where knowledge is stored (e.g., eligibility constraints, rules on what must appear in a plan description.
      • Editing tools for entering data and keeping it curent
      • Algoritm for using knowledge correctly
  • 15. Knowledge versus HRIS
    • In HRIS, knowledge is implicit in software and data
    • In knowledgebase, editing of code by subject matter experts puts policies explicitly
    • Can reason (provide information not only about current situations, but potential futureif subject matter experts put this in system)
    • Self-service systems are good examples of problems (person has to look and find problem, rather than system being set up to answer problems)
  • 16.
    • HRIS systems good, integrate data and transactions; off-the-shelf functionality, and conform to enterprise data model
    • However, does not allow people to be proactive in looking to answer questions of users
  • 17. What one should look for in commercial knowledge system
    • Knowledge itself: templates for wide range of benefits, policies which must be set for particular company
    • Knowledge editing tools: to define how things work in a particular company and to keep knowledge up to date; tools should enable testing and should generate reports on how knowledge is being used
    • Company specific content (forms, documents, policies, plans): this data gathering process should involve procedures for examining company documents, interviewing people
    • Methodology for systems deployment: installing, populating databases, integrating with other databases, training, verifying data
  • 18. Vendors--continued
    • Should have easy interfaces to data in existing databases (HRIS)
    • Interfaces to other common systems