Welcome!

HUMAN RESOURCE INFORMATION SYSTEMS

(HRIS)

WORKSHOP FACILITATOR: MINHAS BHOJANI

LEARNING OBJECTIVES OF SESSION

• UNDERSTAND THE RELATIONSHIP

BETWEEN STRATEGIC HRM AND HRIS

• UNDERSTAND THAT AN EFFECTIVE HRIS

FACILITATES THE ACHIEVEMENT OF

HRM OBJECTIVES

• IMPROVE SERVICE STANDARDS

THROUGH HRIS

ACTIVITY

• LIST DOWN THE FUNCTIONS / ACTIVITIES OF HRM

• WHAT DO YOU UNDERSTAND BY HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

• TELL US 3 ADVANTAGES OR DISADVANTAGES OF HRIS BASED ON YOUR UNDERSTANDING OF HRIS

WE NOW HAVE THE TECHNOLOGY TO ALLOW

US TO REDUCE HR ADMINISTRATION AND TO

PROVIDE IMPROVED LEVELS OF SERVICE TO

OUR INTERNAL CUSTOMERS. IT IS OUR

CHALLENGE TO EMBRACE NEW TECHNOLOGY

AND TO FINALLY STEP OUT OF OUR

PERSONNEL ADMINISTRATION HISTORY TO A

PLACE OF LEADERSHIP.

Rob Sharp, HR Consultant, Employee Connect

Yes……

What Is HR?Your Resume Looks Great, You Have More Than enough experience And I Think You’d be Perfect For The VP Of HR Job!

Before I Welcome You Aboard, Do You Have Any Questions?

DEFINITION OF HRIS

HRIS IS ANY ORGANIZED APPROACH FOR

OBTAINING RELEVANT AND TIMELY DATA ON

WHICH TO BASE HUMAN RESOURCE

MANAGEMENT DECISION

DEFINITION OF HRIS

THE HRIS SHOULD BE DESIGNED TO PROVIDE INFORMATION THAT IS:

TIMELY: A MANAGER MUST HAVE ACCESS TO UP-TO-DATE INFORMATION

ACCURATE: A MANAGER MUST BE ABLE TO RELY ON THE ACCURACY OF THE INFORMATION PROVIDED

CONCISE: A MANAGER CAN ABSORB ONLY SO MUCH INFORMATION AT ANY ONE TIME

RELEVANT: A MANAGER SHOULD RECEIVE ONLY THE INFORMATION NEEDED IN A PARTICULAR SITUATION

COMPLETE: A MANAGER SHOULD RECEIVE COMPLETE, NOT PARTIAL, INFORMATION

Current 5 - 7 years ago

Difference

Maitaining RecordsCollect, track and maintain data on employees

Auditing / ControllingEnsure compliance to internal operations, regulations, legal and union requirements

HR Service ProviderAssist with implement and administration of HR practices

Practice DevelopmentDevelop new HR systems and practices

Strategic Business PartnerMember of the management team. Involved with strategic HR planning, organisation design and strategic change

23.0% 11.0% Significant Increase

Significant Decrease

Significant Decrease

Significant Decrease

Significant Increase

Human Resources Roles Are Changing

A study by the Center for Effective Organisations, University of Southern California, and The Human Resources Planning Society.

15.0% 22.0%

12.0% 19.0%

31.0% 35.0%

19.0% 13.0%

Current 5 - 7 years ago

Difference

Maitaining RecordsCollect, track and maintain data on employees

Auditing / ControllingEnsure compliance to internal operations, regulations, legal and union requirements

HR Service ProviderAssist with implement and administration of HR practices

Practice DevelopmentDevelop new HR systems and practices

Strategic Business PartnerMember of the management team. Involved with strategic HR planning, organisation design and strategic change

23.0% 11.0% Significant Increase

Significant Decrease

Significant Decrease

Significant Decrease

Significant Increase

Human Resources Roles Are Changing

A study by the Center for Effective Organisations, University of Southern California, and The Human Resources Planning Society.

15.0% 22.0%

12.0% 19.0%

31.0% 35.0%

19.0% 13.0%

HRIS OverviewThe big picture - reasons for change

SavingsComplexity Duplication

World-class HR

Poor accessibility Inefficient paper-drivenprocess

Inconsistencies

IDENTIFY NEEDS OF DATABASE

MANUAL / AUTOMATE

MODULES OF HRIS

• PAYROLL• COMPENSATION ADMINISTRATION• BENEFITS ADMINISTRATION• EXPATRIATE MANAGEMENT• TRAINING & DEVELOPMENT• CAREER PLANNING & DEVELOPMENT• HR PLANNING• PERFORMANCE APPRAISAL• ATTENDANCE• SELECTION / RECRUITMENT PAYROLL

COMPENSATIONADMINISTRATION

BENEFITSADMINISTRATION

EXPATRIATEMANAGEMENT

TRAINING & DEVELOPMENT

CAREER PLANNING& DEVELOPMENT

HR PLANNING

PERFORMANCEAPPRAISALS

ATTENDANCE

SELECTION / RECRUITMENT

HRISINTEGRATED

DATABASE

MODULES OF HRIS

PAYROLL

COMPENSATIONADMINISTRATION

BENEFITSADMINISTRATION

EXPATRIATEMANAGEMENT

TRAINING & DEVELOPMENT

CAREER PLANNING& DEVELOPMENT

HR PLANNING

PERFORMANCEAPPRAISALS

ATTENDANCE

SELECTION / RECRUITMENT

HRISINTEGRATEDDATABASE

Personal DetailsChecking your personal

details

Address

Personal contactnumber

Emergencycontact number

Marital status

Academicqualifications

Benefits

Payroll bank accountDependencies

THE AUTOMATED HR MACHINE -

SELF SERVICE CONCEPT

• EMPLOYEE / MANAGER SELF-SERVICE

• E-LEARNING

• RETIREMENT CALCULATORS

• LOAN CALCULATORS

• PERFORMANCE MANAGEMENT

• DECISION-MAKING TOOLS

• POLICIES AND PROCEDURES

• RECRUITMENT AND SELECTION

• CAREER MANAGEMENT

AUTOMATE RESUME TRACKING PROCESS

• RECEPTION OF APPLICATION

• PRESCREENING RESUMES

• CORRESPONDENCE

• APPLICATION FORM

• TESTS

• PRELIMINARY INTERVIEW

• ISSUANCE OF LETTERS LIKE MEDICAL, OFFER,

ETC

CASE STUDYA MATTER OF PRIVACY

YOUR COMPANY HAS RECENTLY REVAMPED ITS HRIS. PAYROLL AND HR

RECORDS ARE NOW INTEGRATED INTO ONE DATABASE. ALTHOUGH

ACCESS TO CONFIDENTIAL HR INFORMATION IS RESTRICTED, SOME SEMI-

PRIVATE INFORMATION SUCH AS THE EMPLOYEE’S NAME, ADDRESS AND

TELEPHONE NUMBER CAN BE ACCESSED ONLINE BY ALL SUPERVISORS.

EMPLOYEES CAN ALSO ALTER THEIR OWN PERSONNEL RECORDS (FOR E.G.

CHANGES OF ADDRESS, TELEPHONE NUMBERS OR NUMBER OF

DEPENDENTS). EMPLOYEES LIKE THE NEW SYSTEM BECAUSE IT MEANS

THAT THEY KNOW THEIR PERSONNEL FILES ARE UP TO DATE AND THAT

INFORMATION IS READILY AVAILABLE IN AN EMERGENCY. FURTHERMORE,

THE NEW SYSTEM HAS RESULTED IN CONSIDERABLE IMPROVEMENTS IN HR

RECORD KEEPING AND THE ABILITY OF THE HR DEPARTMENT TO GENERATE

MORE USEFUL MANAGEMENT REPORTS. HOWEVER, AN EMPLOYEE IN THE

SALES DEPARTMENT IS EXTREMELY UPSET; SHE HAS BEEN RECEIVING

OBSCENCE PHONE CALLS AND BLAMES THE NEW HRIS. SHE ALLEGES THAT

THE CALLER MUST BE SOMEONE FROM THE COMPANY BECAUSE HER

NUMBER IS UNLISTED

CASE STUDYA MATTER OF PRIVACY

• SHOULD INFORMATION SUCH AS TELEPHONE NUMBERS BE

AVAILABLE TO OTHER EMPLOYEES?

• WHICH IS MORE IMPORTANT - THE COMPANY’S NEED TO COLLECT

JOB-RELATED INFORMATION OR AN EMPLOYEE’S RIGHT TO

PRIVACY?

• SHOULD EMPLOYEES BE ALLOWED TO CHANGE THEIR OWN FILES?

• WHICH PERSONNEL DATA SHOULD BE CLASSIFIED (A) RESTRICTED

AND (B) UNRESTRICTED?

QUESTION / ANSWER SESSION

?????