HRIS Different life cycles

HRISImplementation: Life Cycle Project Life Cycle

and HR Responsibilities
Product Life Cycle
Mr. Sampath Jayasundara
BSc. (Col.), PG Dip.in Comp. Sc. (Col.), MBA (Sri J.), MBCS
Software Development Life cycle

HRIS Implementation -Critical HRIS - Project Life Cycle

Success Factors
Project Manager HRIS Need Assessment
need, Budget, and timing
Steering Committee/Project Charter
Pre implementation stage of HRIS:
Implementation Team HRIS planning
Project Scope HRIS expectation
Management Sponsorship Processes/procedures for automation
Planning for Productivity through HRIS
Process Mapping HRIS cost-benefit value analysis
Getting Management support for HRIS
Understand the limitations of computerization of HRIS
 HRIS - Project Life Cycle
HRIS - Project Life Cycle
Vendor selection and contract award
Requirement Specification stage/Business Business negotiation
process re-engineering Agreement finalization
Kick off meeting/setting up teams
Make or Buy Decisions
Request for Proposals stage Requirement discussions and agreement on final solution
(Solution document/ Requirement document sign off)
Vendor Evaluation
Features System design/Design changes
Price
Software development/Gap development
Track record of vendor/references
Financial stability etc. System testing

HRIS - Project Life Cycle HRIS - Project Life Cycle

System Implementation System handover
Installations Hand over system security rights
Close trap doors
Configurations
Train on system administration functions
Train users to operate the new system
Convert data in the old system so that it can be used System Maintenance
in the new system Maintain the system, correcting errors or bugs that appear
Convert from the old system to the new system (initial phase of operation)
Direct conversion bring it up to date because of changes in regulation,
Parallel conversion organizational structure, or procedures (middle phase of
operation)
Phased conversion
Finally make changes required due to hardware or software
Pilot conversion upgrades (later stages of operation)
Acceptance testing
 Why Automation??
Computerisation brings many benefits to a HR
department. Each HR function finds its own
special blessings in automation. In virtually
every case, the automation of HR records will
do the following.
Increase data accuracy
Increase processing speed
Create more useful, sophisticated results
Increase productivity
Fast and accurate decision making
Reason for failures
Sometimes, human resources systems cannot do
the job as a consequence of:
Unclear goals and objectives
Lack of top management commitment and involvement
System solves the wrong problems
Started too big; aimed too high
Improper vendor / product selection
Low level of user involvement
Planning overlooks impact on clerical procedures
Characteristics of Typical HRIS
Most successful HRIS share several characteristics. They are:
Able to accommodate data initiated by employees or by
employer.
Responsive to changes in regulations, conditions.
Time-consuming to develop.
Expensive to implement.
Allow only authorised users access to sensitive data.
Expandable, so human resources can add new applications
later.
More transaction driven than computational.
Reason for failures cont.
Lack of human resources expertise with computers
Management has unrealistic expectations
Lack of overall plan for human resources record
management
Lack of flexibility and adaptability
Misinterpretation of HRIS specifications
Poor communication between parties involved
Underestimation of conversion effort
Improper testing of the HRIS