PENTECOST UNIVERSITY COLLEGE

FACULTY OF BUSINESS ADMINISTRATION

MANAGEMENT DEPARTMENT

(SOWUTOUN CAMPUS)

Human Resource Information Systems

PUHR 306

COURSE OUTLINE
SECOND SEMESTER
2018/2019 ACADEMIC YEAR

This document contains important information. Please read it carefully

and retain it throughout the semester.

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PURPOSE OF THIS COURSE

The 21st century organizational era is known as the information and knowledge era. HRIS has
become a critical tool for the development of HRM programmes to better manage the human capital
of the organization. The objective of this module will initially explore basic concepts of developing,
implementing and maintaining a HRIS. Thereafter the module will identify and evaluate major
advances in the field of HRIS. The impact of HRIS in relation to managerial decision-making will
be covered. The module will critically engage students in the theory and application of human
resource information systems as a sub-system of management information systems. Students will
be exposed to the theoretical foundations and practical applications that encompass HRIS. Case
studies relevant to HRIS in contemporary organizations will be reviewed with a view to critical
evaluation and problem identification and constructive problem solving.

LEARNING OUTCOMES

On completion of this course, students should be able to describe the role of HRIS in human
resource management. Students will be able to identify the areas in HRM that information systems
could play a critical role, and how HRIS could be used as a diagnostic and decision making tool.
HRIS management in organizations will be emphasized. Students should be able to have knowledge
of the Promotion of Access to Information Act and its implications for HRM. Students will be able
to appreciate the importance of contingency and disaster recovery planning protocols for HRIS.

COURSE CONTENT

Lecture 1 Introduction and Overview of Technology in HR

 HR Activities
 Technology and Human Resources
 Evolution of HRM and HRIS
 HRIS within the Broader Organization and Environment
Lecture 2 Database Concepts and Applications in HRIS
 Data, Information, and Knowledge 
 Database Management Systems
 Key Relational Database Terminology
 MS Access—An Illustrative Personal Database

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  Data Integration: Database Warehouses, Business Intelligence, and
Data Mining
 Big Data and NOSQL Databases
Lecture 3 Systems Considerations in the Design of an HRIS: Planning for
Implementations
 HRIS Customers/Users: Data Importance
 HRIS Architecture
 Best of Breed
 Planning for System Implementation
Lecture 4 The Systems Development Life Cycle and HRIS Needs Analysis
 The Systems Development Life Cycle
 Analysis
 Needs Analysis
Lecture 5 System Design and Acquisition
 Design Considerations During the Systems Development Life
Cycle
 Working With Vendors
 Assessing System Feasibility
Lecture 6 Change Management and Implementation
 Models of the Change Process
 Selected Change Models
 Why Do System Failures Occur? 
 HRIS Implementation 
 Critical Success Factors in HRIS Implementation 
Lecture 7 Cost Justifying HRIS Investments
 HRIS Cost-Benefit Analysis 
 Implementation Costs 
 Estimating the Value of Indirect Benefits 
 Estimating Indirect Benefit Magnitude 
 Mapping Indirect Benefits to Revenues and Costs 
 Methods for Estimating the Value of Indirect Benefits 
 Estimating the Timing of Benefits and Costs 
 Avoiding Common Problems 
 Packaging the Analysis for Decision Makers 
Lecture 8 HR Administration and HRIS
 Technical Support for Job Analysis 

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  The HRIS Environment and Other Aspects of HR Administration 
 HRM Administration and Organizing Approaches 
 Legal Compliance and HR Administration 
 HR Administration and Equal Employment Opportunity 
 HR Strategic Goal Achievement and the Balanced Scorecard 
Lecture 9 Performance Management, Compensation, Benefits, Payroll, and HRIS
 Performance Management 
 Compensation 
 Benefits 
 Payroll 
Lecture 10 HR Metrics and Workforce Analytics
 A Brief History of HR Metrics and Analytics 
 Limitations of Historical Metrics 
 Contemporary HR Metrics and Workforce Analytics 
 HR Metrics, Workforce Analytics, and Organizational 
Effectiveness
 So Where Are the Best Workforce Analytics Opportunities Likely 
to Be Found?
 An Example Analysis: The Case of Staffing 
 Building a Workforce Analytics Function 
 Useful Things to Remember About HR Metrics and Analytics 
Lecture 11 HRIS Privacy and Security
 Employee Privacy 
 Components of Information Security 
 Information Policy and Management 
Lecture 12 The Future of HRIS: Emerging Trends in HRM and IT
 Future Trends in HRM 
 Future Trends in HRIS 
 Future Trends in Workforce Technologies 
Lecture 13 General revision and conclusion

READING LIST

Kavanagh, M.J.; Thite, M. & Johnson, R.D. (2012), Human Resource Information Systems. Basics,
Applications and future Directions. (2nd Edition),Sage Publishers, USA.

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N.B: In addition to the compilation of readings, students are required to review a wide range of literary
material applicable to this course, which can be obtained via:
The Internet (e-journals and e-articles),
Newspaper articles,
Journals,
Magazines,
Library / Textbooks,
Dissertations/Theses

ASSESSMENT METHODS

The assessment methods will consist of an assignment (10%), IA (15%), attendance and class
interaction (5%), and end of semester examination (70%). (The assignment, presentation, attendance
and class interaction make up your Semester Class Mark for the course).

MARK STRUCTURE

As formal contact time is about 3 hours per week, you will see that you are expected to spend about 7
hours a week on directed self-study and assignment. The overall mark for the module will be determined
by weighting the marks you obtain during the semester and in the examination as follows:

Assignment 10%
IA 15%
Class interaction 5%
Examination 70%
Total (Final mark) 100%

ASSESSMENT
(DUE DATE 25th March 2019)

You are appointed as a HRIS consultant to draw up a disaster recovery plan for the HR Department
of a large organization. You are required to draw information from relevant literature, consult HR
Departments in organizations and create a disaster recovery plan for the organization with a view
to protecting its human resource information systems against any potential disaster.

INSTRUCTIONS FOR ASSESSMENT

The following rules must be followed to ensure that the marking is fair to all students. Failure to comply
with them could result in penalties or low marks.
 Students’ papers will be evaluated on the extent of research conducted (through in-text
citations) and paper quality (in terms of their academic writing skills).
 The assignment must be typed in one and half (1.5) spacing.

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  Font size: 12.
 It must consist of about 2 000 words excluding the bibliography and any appendices.
 The assignment must be appropriately structured and referenced according to the APA
referencing style.
 Page numbering: in the centre at the bottom.
 You must attach a cover page with the following information:
 The name of the course: HRISs (PUHR 140).
 The topic of the essay (see above).
 The date submitted.
 A signed statement that the essay is all your own work.
You are expected to read and refer to the internet, journals and books on the topic. You should use the
APA referencing style. The references in the bibliography should be listed in alphabetic order.

LATE SUBMISSION OF ASSIGNMENT

Late submission of assignment will be penalized at the rate of 5% per day. Assignments
tendered five (5) days after the due date will not be marked, and the student will be awarded
zero for the assignment.

FINAL EXAMINATION

The final examination will consist of one 3 hour paper covering all the work done during the
semester.

TIMETABLE/ LECTURE VENUE

As per the advertised time-table. Students must attend at least 80% of all contact sessions. Registers
will be maintained to regulate class attendance.

COURSE LECTURER
Your academic related queries should be directed to your lecturer after the lecture or during consultation
times, details of which appear on the lecturer’s office entrance.

Dr S O Atiku Email: soatiku@pentvars.edu.gh

1st Floor New Building Telephone: +233546142026

Please feel free to contact me with any queries, suggestions and complaints regarding this course. I look
forward to working with you and trust that you will find the course to be challenging and informative.