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Using current technology to full capacity;

How to plan for the future;

Communication of an HRIS system's value beyond HR;

Thinking about new ways of using data to help move your business forward; and,

Effectively budget and manage your HR Technology resources.

3

Use systems that are appropriate for your company

Contact your audit and legal departments

Trust Managers and Employees

It’s all about the data or data is power

Act as if your HRIS group is a “Center of Excellence”

4

Overview

Evolution› Technology› HRMS

Plan for the Future

The Future

Example

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Human Resources (HR)› The persons employed in a business or organization;

personnel. › The field of personnel recruitment and management.

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Recruit, Hire, Train, Sustain, and Reward the Right People.

Overview

Information Technology (IT)

– The development, installation, and implementation of computer systems and applications.

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Turning data into knowledge

Overview

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Recruiting

Training

Salaries

Overtime

Benefits

Executive Comp & Perqs

Job Documentation

Compliance

Promotions

Incentives

Succession Planning

Human Resources

Communications Job Evaluation

Information Technology

Excel

PowerPoint

Access

HRIS

Payroll

Overview

Manager Self Service

Employee Self Service

Development

Growth

Reward

Success

Measurement

HRIT, HRIS, HRMS, etc.

Major HRIS Vendors:› Oracle, PeopleSoft, SAP, etc.› Lawson, ADP, Best, Ultimate, etc.

Payroll› PeopleSoft, Lawson, SAP, Oracle› ADP, ProBusiness, Ceridian

Other systems› Compensation Mgmt - AIM, Kadiri, Workscape, etc.› Planning – Aon, Mercer, Watson Wyatt, Towers Perrin, etc.› Incentives - Centive, Synygy, Westport Software, etc.› Benefits – Aon, PeopleClick, Workscape, SynHRgy, etc.› Portals, Recruiting, Learning Management, Talent

Management, etc.

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Overview

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The Early Years

Abacus 3000 B.C.

Rotating Slide Rule 1622

Pascal’s Adding Machine 1642

Jacquard’s Loom Machine 1801

Babbage’s Difference Engine 1801

Zuse’s Z-1 Machine1938

Colossus1943

Evolution

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1950s

1960s

1970sMainframesStorageCOBOL(1959)

PascalFortranBasic

CalculatorsMicrocomputingApple II

1980sSoftwareProcessing powerCDs

1990sUser InterfaceNetworkingEmail/The Internet

2000sWirelessConvergence

Evolution

DBMS

Payroll

HRIS

Enterprise Resource Planning14

Transactions

Storage

Analysis

Access

Evolution

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HRISPayroll

• Transactions entered manually and centrally

• Stores data and transactions

• Calculations are done outside of the system

• Simple exports to benefit providers

eHR

• Transactions entered manually and centrally

• Stores data and transactions

• Performs simple calculations

• Provides feeds to other systems and providers via export

• Transactions are initiated by employees or managers

• All calculations are parameterized for easy changes

• Other systems use ODBC, automated feeds or other integrated linkages

ERPs HR PortalsNext GenPayrollAccess/Excel

Evolution

Manager Self Service Employee Self Service Executive Information System Payroll feeds Benefit calculations Reporting (including Managerial/Legal) Compensation Program Administration History Globality Budgeting/Planning Headcount Recruiting Skills Inventory, Career Development, Succession Planning,

Training, Competencies Job History and Employee Background Market Pricing/Matching/Survey Management

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Evolution

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Data

Compensation

Recruiting Benefits

HR

PayrollTraining

Reporting

History Calculations

Headcount

IT/Infrastructure

Executives

Legal/Audit

Security

Facilities

Strategy &Planning

Finance

Managers/Employees

Evolution

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Corporate HR audit

What are the company’s› Business Goals› Acquisition Strategies› Understanding of timeframes

What are the HR priorities for systems?

What’s the BUDGET?

ROI

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Plan for the Future

New System or a makeover?

Highly customized or configured?

How old is your current system?

Are there plug-in solutions out there for your needs?

Think ahead…20

Plan for the Future

What do you want your HR processes to be?

Keep the data clean

Clean data = money savings

Make sure you get a specification from your vendor

Remember your ROI requirements and business plan goals

Manage the implementation carefully

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Plan for the Future

Now that your system is built, keep it running smoothly

Remember to stay true to the processes designed into your system

Create plans for renewal of your vows

Reporting and analyzing off of your new data

Ensure ROI goals have been met

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Plan for the Future

1. It always takes more time and more money than you thought!

2. Review your processes first

3. Map out step by step who does what and how it will work prior to design (workflow is key)

4. Think globally at the beginning

5. Exceptions are the rule – flexible designs are key

6. Get detailed specs in writing before programming

7. Usability or user testing early in the design

8. Don’t underestimate the training required for the program fundamentals

9. Do ONE thing right first!

10. TESTING, TESTING, TESTING

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Plan for the Future

HR is a cost center - provide a service that business leaders need

Anticipate needs

Ask executives for their knowledge wish list

Turning information into knowledge

Be bold – think creatively

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Integrated ERP Systems

Advanced IVRs

Portals

PDA Access to Data

Decentralization25

Personalization

The Future

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• Saves time•Saves money•Reduces the risk of selecting the wrong HR payroll system• Save effort•Completely impartial and unbiased•Up to date•Other uses