Professional Documents
Culture Documents
What Is an HRIS?
distribute information regarding an organizations human resources. An HRIS is not simply computer hardware and associated HR-related software. Although an HRIS includes hardware and software, it also includes people, forms, policies and procedures, and data
comprehensive database Increasing competitiveness by improving HR operations and improving management processes Collecting appropriate data and converting them to information and knowledge for improved timeliness and quality of decision making Streamlining and enhancing the efficiency and effectiveness of HR administrative functions Shifting the focus of HR from the processing of transactions to strategic HRM Improving employee satisfaction by delivering HR services more quickly and accurately
Good to Great
J. Collins - Those HR programs which make the difference between
good and great are those policies and ideas which support the employers strategic interests and invest in business simplification.
Emerging HR Trends
Philosophical approach
in shift and overtime policy as well as new teleworking options Funding for PEAK (Performance Enhancement And Knowledge building) awards Support for community volunteerism Succession planning
Strategic Interests
Publicly prudent in cost; increased productivity Supportive of diversity for student learning Investment in technology Emphasis on total compensation for effective
Example of Goals
Online HR services development Total Compensation statements Business simplification initiatives including pay frequency
study, EPAF (Electronic Personnel Action Form) uploads, immigration technology, and time reporting Development of campus HR Master plan , Employment Climate Survey , Career Enhancement pilot , HR component to Institutional Strategic Plan Campus-based Wellness councils and initiatives Development of metrics for demographic change and modeling for benefits Employee engagement in benefit cost reduction strategies
Compliance
Federal and state employment laws have created needed change in HR policy over the last two years in:
Family and Medical Leave for military families Identity and Confidentiality of data Civil Unions Pension Protection
As well as minor change in other areas of employment such as first responders, jury duty and many tax laws relating to employee benefits
Friendly Workplace Act, Employment Non-discrimination, as well as safety, labor and leave proposals. Healthcare initiatives
Summary
employment
Summary of Initiatives
New actions/goals
Emphasis on employee
compensation
Reference
www.usnh.org http://www.sagepub.com/upm-data/25450_Ch1.pdf
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