Human Resource Information System Applications

HR Software Applications

Logistics Logistics

Externals Externals Externals

15 County Health Team

End Users

Vertical Programs Vertical Programs Bank

HR HR

Finance Finance Finance

HRIS Unit

Planning Planning Planning

Programs/ Departments

Portal

Database

JFK Sales

Connected through internet provided by

-

ERP - Information Flow

IT Unit

Assets Production

Key HR

processes

Traditional HR Systems

HRIS

Recruitment -Paper resume & paper posting-Position filled in month-Limited by geographical location

-Electronic resume and internet posting-Positions filled in weeks or days-Unlimited access to global applicant

Selection -Cost directed at attraction-Manual review of resume

-Cost directed at selecting-Electronic review of resume (scanning

Performance Evaluation

-Supervisor evaluation-Face to face appraisal

-360 degree evaluation-Appraisal software

Compensation and Benefit

-Time spent on paperwork (benefit changes)-Emphasize on salaries & bonuses-Change made by HR

-Time spent on assessing market salary-Emphasis on ownership and quality of life-Knowledgeable employee-Change made by employee online

Training & Development

-Standardized classroom training-Development process is HR driven

-Flexible on line training-Development process employee driven

Career Management

-HR lays out career paths-Reactive decision-Personal networking (local area)

-Employee manage their career with HR-Proactive planning with technology-Electronic and personal networking

Employee Relations

-Focus on employee-management relations-Strong Union presence -Equal employment opportunity -Task performance monitoring

-Focus on employee-employee relations-Weak Union presence-Intellectual property & data security-Use of technology monitoring

Retention Strategy

-Not a major focal point-Online employee opinion survey-The critical HR activities currently -Cultivating effective company culture

Work/Family balance

-Not a major focal point -Development & monitoring of program-Erosion of work/home boundaries

http://www.nmatec.com/hrwise/hr_roles.html

How can HR professionals allocate their efforts to contribute value for the

organization?

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OpenSystem

Designed for all

types ofbusiness

Database

Client / Server

FIFinancial

Acctg.

COControlling

AMAssetMgmt

PSProjectSystem

WFWorkflow

MMMaterials

Mgmt

HRHuman

Resources

SDSales

PPProductionPlanning

QMQuality Mgmt

PMPlantMaint.

Integrated Solution

Client/ServerArchitecture

ISIndustry

Solutions

ERP -ENTERPRISE RESOURCE PLANNING

Manual HR System

Manual ….cont’d

Definition of Some Terms

EMPLOYEE/MANAGER SELF SERVICEA program that allows employees and/or managers to handle many job-related tasks normally conducted by HR departments including benefits enrollment, and updating personal information. Employees and managers can access the information through the company's intranet, kiosks, or other Web-based applications.

HRIS (HUMAN RESOURCE INFORMATION SYSTEMS)Software-based systems that manage all or part of the human resource function for an organization.  

HRMS (HUMAN RESOURCE MANAGEMENT SYSTEM)The entire process of managing  an organizations resources.

ERPS (ENTERPRISE RESOURCE PLANNING SYSTEM)Large computer applications that integrate multiple operations of a company or business unit.   

SOFTWARE-AS-A-SERVICE (SaaS)Software hosted by a third party, usually accessed via a web browser, wherein you pay a monthly fee that covers licensing, system maintenance, and upgrades.

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HR Information System Value

% of Employers successfully satisfying objectives

Improve Data Access/Accuracy 86%86%

Superior Service 80%80%

Enable HR to Serve More Strategically 78%78%

Administrative Cost Savings 76%76%

Make Better Decisions 65%65%

Enable Recruiting of Key Talent55%55%

Source: 2009 Cedar Crestone HR Self-Survey Results – includes HR Managers and Directors for Small to Large Companies

Process Savings

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Process Manual Cost

Cost with Automation

% Savings

Salary Change $33.50 $18.26 45%

Approve Promotion $36.48 $14.01 62%

Create Job Requisition

$27.67 $11.11 60%

Performance Appraisal

$59.73 $47.60 20%

Enroll in Benefits $30.06 $4.59 85%

Enroll in Training $9.58 $2.31 76%

Change of Address $1.58 $0.36 78%

Apply for job $11.55 $6.09 47%Source: Cedar Crestone 2009Value Report

HR Information System Value

Succession planning is a process for identifying and developing internal personnel with the potential to fill key or critical organizational positions.Succession planning ensures the availability of experienced and capable employees that are prepared to assume these roles as they become available.

Career planning involves matching an individual’s career goals with opportunities existing in the organization.The organization should identify its own requirements and opportunities, and offer training and career information to its employees.The individual should recognize his goal, aptitude, and recognize what training, and development is essential for a specific career path.

Training Subsystem