Professional Documents
Culture Documents
BMO5565
SYSTEMS
Week 1
Introduction to Human
Resource Information
Systems (HRIS)
HRIS
Human resources information system (HRIS)
Computerized system that provides current and
HRIS DEFINITION
Not just hardware-software
Includes people, forms, policies, procedures,
and data
Purpose provide service
Variety of users
Strategic users
Operational decisions makers
End level users
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
Systems: Basics, Applications, and Future Directions, 2e 2012 SAGE Publications, Inc.
Benefit in particular to
HRM
Help achieve employee goals tied back to
organisation
Time analysis to assess full productivity
Real time visibility of employee, managersskills capabilities
Identifying critical job roles and risk levels to
fix
Workforce status such as for up-to-date
accreditation, qualifications, certificates etc.
LECTURE OBJECTIVES
Need of HRIS
Explaining combination of these two fields
External environment
Technology
LANs, portals
Labor market
Human resources planning
External environmental scanning
Societal concerns
Employee information requests
Privacy issues
Pollution
Community awareness
Michael J. Kavanagh, mohan thite, and richard D. Johnson - human resource information
systems: basics, applications, and future directions, 2e 2012 SAGE publications, inc.
EXTERNAL
ENVIRONMENT
Competition
Compensation management
Labor market surveys
Compensation planning
HR state-of-the-art
Professional organizations
Professional publications
Role of HRM
Early 20th Century
21st Century
Caretaker
Strategic Partner
Employee focus
Records
Cost effectiveness
Employee development
(Internet)
Storage capacity and processing power
increases
HR main part of strategy planning strategic partner
Globalization of companies
Hardware-software tools in decisionmaking
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
Systems: Basics, Applications, and Future Directions, 2e 2012 SAGE Publications, Inc.
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COMPETITIVE ADVANTAGE
Three Categories Of Resources:
Physical
Organizational
Human
Most Critical
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
Systems: Basics, Applications, and Future Directions, 2e 2012 SAGE Publications, Inc.
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HRD Functions
Training and development (T&D)
Organizational development
Career development
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Organizational
Development
The process of improving an organizations
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Career Development
Ongoing process by which individuals
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maturity
No single structure used
Depends in large part on how well the HRD
manager becomes an institutional part of the
company i.e., a revenue contributor, not just
a revenue user
Werner, J. M., & DeSimone, R. L. (2006). Human Resource
Development (4th Edition). Mason, Ohio: Thomson SouthWestern.
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HR Manager Role
Integrates HRD with organizational goals and
strategies
Promotes HRD as a profit enhancer
Tailors HRD to corporate needs and budget
Institutionalizes performance enhancement
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HR Systems Designer/Developer
Assists HR manager in the design and
development of HR systems
Designs HR programs
Develops intervention strategies
Plans HR implementation actions
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ACTIVITIES OF HR
Transformational
Traditional
Transactional
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
Systems: Basics, Applications, and Future Directions, 2e 2012 SAGE Publications, Inc.
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employee services
Traditional (15-30%)
Recruitment, selection, training, performance
Transformational (5-15%)
Knowledge management, strategic redirection
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HRIS
The effective management of human
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component
Application and HR-function focused
HRIS
Technology and processes (E.G., Databases,
enterprise resources planning (ERP)
architecture, smart phones, etc.) that support
employee access to HR data and the move to eHRM.
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
Systems: Basics, Applications, and Future Directions, 2e 2012 SAGE Publications, Inc.
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Managerial
Executive
HRM Example
Payroll processing
Time and attendance
entry
Executive Information
System
Succession planning
Aggregate data on
balanced scorecard
Provides aggregate,
high-level data
Helps managers with
long-range planning
Supports strategic
direction and decisions
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Type of
System
HRM Example
Boundary Spanning
Decision Support
System
Expert System
Office Automation
Systems
Collaboration
Technologies
Enterprise
Resources Planning
System
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systems
Updating/implementing systems long-term
effort to streamline HR processes and
delivery
Shift from siloed solutions to integration
More emphasis on change management
Metrics trend analysis
Manager self-service
http://www.towerswatson.com/assets/pdf/2247/2247.pdf
Figure 1.2
NATIONAL CULTURE
EXTERNAL ENVIRONMENT
GOVERNMENT REGULATIONS
LABOR MARKET
SOCIETAL
NCERNS
CORPORATE CULTURE
STRATEGIC
MANAGEMENT
SYSTEM
STRATEGIC
HUMAN
RESOURCES
MANAGEME
NT
HR PROGRAMS
Planning
Recruiting & Selecting
Training
Performance Management
Compensation
Quality Of Life & Safety
Employee & Labor Relations
BUSINESS
PLAN AND
GOALS
HR GOALS
Retention
Climate/Morale
Productivity
Accident Rate
Absenteeism
HUMAN RESOURCES
INFORMATION SYSTEM
IT
KNOWLEDGE
HR
KNOWLEDGE
FEEDBACK
FEEDBACK
TECHNOLOGY
HR PROGRAMS
EVALUATION
HR metrics
HR Scorecard
Value Added
ROI
HRM RESEARCH
COMPETITION
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
Systems: Basics, Applications, and Future Directions, 2e 2012 SAGE Publications, Inc.
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A MODEL OF ORGANIZATIONAL
FUNCTIONING
Organic model
HRIS is critical to the efficient operation
of an organization
Interrelatedness between the strategic
management system, the strategic HRM
system, and the performance goals,
business and HR are generated during
the strategic planning process.
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource
Information Systems: Basics, Applications, and Future Directions, 2e 2012 SAGE
Publications, Inc.
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A MODEL OF ORGANIZATIONAL
FUNCTIONING
The HR goals drive the HR programs that
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A MODEL OF ORGANIZATIONAL
FUNCTIONING
National culture impacts entire model
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
Systems: Basics, Applications, and Future Directions, 2e 2012 SAGE Publications, Inc.
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Example HRIS
SAP HCM
Chris 21- Australian Payroll
Talent 2
Intelligent Workforce Management (Mitrefinch
Australia )
Web task
Visit http://www.successfactors.com/en_us.html a