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- HRIS - & -Emerging Trends in HRM PRESENTED BY PARTHASARATHI SAMANTARAY RAHUL BHARDWAJ ROHIT BHANU SANDEEP NAINWAL ITM7

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What Is an HRIS?

system used to acquire, store, manipulate, analyze, retrieve, and

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

Why Do We Need HRIS?


Providing a comprehensive information picture as a single,

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

Friedman and Collins

The World is Flat


T. Friedman - Education is a process not a place. Security is still an important concept for employees. However, employee security should be developed by moving away from reward for lifetime employment and towards concepts which invest in lifetime employability of employees.

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

Employability Move from policies which encourage


lifetime employment to strategies which invest in lifetime employability

Strategic Invest in strategies which support emphasis


on student centered, public employer goals

Contemporary Compliance Use best practice to


develop response to changes in state and federal law

Lifetime Employment Strategies


Lifetime employment policies emphasize and reward loyalty to, and stability with, the same organization
Examples in policy:
Longevity payment for years of service Overtime policy Shift differential with values from the early 80s Some aspects of traditional vacation and sick time Some aspects of the tuition benefit

Compensation tools which emphasize job duties rather than

individual skill attainment

Lifetime Employability Strategies


Lifetime employability emphasizes investment in the employees skills and in organizational flexibility. Rewards and enhanced productivity provide employee security by investing in transferable and contemporary skills.

Examples of potential new programs or policy:


Training, including online options for skill building Tuition Benefit (increase in professional development) Wellness incentives and healthy life style programs Organizational and employee flexibility in work schedules including change

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

recruitment of highly qualified workforce


Engaged workforce

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

Future Issues in Compliance


Examples of laws passed with future implementation dates:
Disability policy
Equal Pay provisions Paycheck Fairness, Employee Freedom of Choice, Family

Friendly Workplace Act, Employment Non-discrimination, as well as safety, labor and leave proposals. Healthcare initiatives

Summary

Trend to policies which support flexibility and productivity

through investment in employees skill attainment


Trend to reduce rewards which are tied to continuity but

not tied to contribution or organization strategic interests


Trend to invest in employee engagement strategies Coming increase in compliance issues in compensation and

employment

Summary of Initiatives
New actions/goals
Emphasis on employee

Traditional Programs of declining value


Legacy compensation programs

engagement in health, energy, employer strategic goals Attainment

Skill and Knowledge Flexibility in work schedules Emphasis on total

(longevity, shift, overtime, PAT vacation)

Non-consumer engaged Paper-based delivery of

employee health benefits


services

compensation

Compliance Productivity through business

Compensation based on service

rather than skills and performance

simplification and technology

Reference
www.usnh.org http://www.sagepub.com/upm-data/25450_Ch1.pdf

Thank You

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