HRIS

Implementation and Control

HRIS Planning
Assessment of overall business environment Assessment of strategic HR goals Tracking of new technologies and processes Optimization of HRIS resources Manage and control implementation activities

Factors to be considered during HRIS implementation

Resources Top management commitment full time/part time Business Process Customisations Change Management Planning for contingencies

Concerns to be managed in HRIS implementation

1. Security
Controlling access Type of security technology

2. Environment Type and nature of existing HRIS

Hardware and Soft requirements Feasibility of a new systems Identify and define users, controllers and implementers

Data Security systems considerations

Management considerations Physical Security Information Security

HRIS Implementation Stages

Identify all clients and build a representative team Define objectives Identify issues, if any Document the existing process Identify the needs of a system Define necessary functions Develop list of recommended solution

HRIS identification and acquisition

Step 1: Need Analysis
Evaluate HR department and business models Form core team for the purpose Identify the system requirements Analyse current and future reporting requirements Develop Proposal for Software Identify vendors and packages Select Develop proposal for procedures

Step -2: Design and Development

Develop detailed implementation plan Develop core groups Create suitable infrastructure Develop independent and suitable applications Implement applications Conduct necessary modifications Establish protocols Test system and user acceptance Train user teams

Step 3: Implement and Maintain

Implement core HR processes Train other users Make system available Link with othet systems Develop process manuals Test the pilot results Test user acceptance Distribute across functions Effectiveness assessment

Software Development Life Cycle

Recognition of need
Payroll Organization and position management HR process automation Recruitment and Selection Create central database HR planning Compensation planning Training and Development

Sub-Processes
Compliance reporting Employee relations Performance management Workflow management HR workflow notification Staff scheduling Applicant tracking

Feasibility Dimensions

Economic Behavioral Technical

Systems Analysis
Analysis
Documentation Observation of the situation Conducting interviews Questionnaire Administration

Systems Design
Output definitions Input definitions Program Design Systems specification Testing

Implementation challenges
Lack of goal clarity Poor problem identification Infrastructural failures Organizational support Faulty planning

Training needs
Reduce operating cost Easier transition from old to new Better efficiency out of the gate