Project Management Institute (PMI)

Upstate New York Chapter

Human Resources Information Systems (HRIS)

Project Management
A Practical Guide

Presented by Stewart Feller

September 19, 2007

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Agenda

 The Growth and Change of Human Resources (HR)

 Introduction to Human Resources Information

System (HRIS)

 Project Management of HRIS Implementations

 Preparing for and Living with the New HRIS

 Questions & Answers

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HRIS Implementations - a Practical Guide

 What is an HRIS and why do we need one?

 Who are some of the vendors?
 What other types of systems do they replace?
 Who needs to be involved in the
implementation of such a system?
 What impact does the the deployment of an
HRIS have on an organization?
 What are the current industry trends?

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The Growth OF Human Resources (HR)

 Personnel Departments became Human Resource

Departments
 Human Resources became Human Assets and now
have become Human Capital
 “Doing more with less” HR technology has pushed
administration down to the front line. “HR
Productivity Tools-Internet”
 Occupational Shifts-Women in the workforce
 Globalization and the Contingent workforce
 Technology for all the HR Disciplines

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Technology and Business Changes
Drive Need for HR Change

Old HR Model New HR Model

10% 10%
Admin.
Strategy
60%
60%
Admin Delivery Delivery Strategy
30% 30%

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HRIS Basics
HRIS vs. HRMS
ESS/MSS-Self-Service
ERP-Enterprise Resource Planning
Integrated systems (HR/PR/T&A)
ASP-Application Service Provider
BPO-Business Process Outsourcer
HRO-Human Resource Outsourcing
Service Bureau (ADP, Ceridian, Paychex)
ATS-Applicant Tracking Systems
TPA-Third party administrator (benefits)
T&A-Time and Attendance systems
(workforce management)

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Rainbow of Choices-HRIS/Payroll

Low End-Payroll HRIS-ASP Enterprise HRIS

Access/Excel Bureaus, Software ASP-SaaS, SW ERP’S, HRO’s

Non networked HRIS and Payroll, Enterprise systems

software systems, very often very often part of
service bureaus- integrated along larger company
mostly Payroll with Time and wide systems or
oriented Ex. HR Attendance and HRO, BPO
Track, HR office, reporting Ex. offerings, Ex.
Spectrum, Abra, Humanic, Oracle/PeopleSoft,
Paychex, PEO’s Ceridian, Ultimate, SAP, Accenture,
ADP HRB, Lawson
Kronos, Genesys

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Why do we need an HRIS?
 Store Master file
 Ensure organization is compliant (Gov’t, employee policy and
possibly unions)
 Administer benefits
 Administer attendance
 Track applicants
 Manage pay (jobs, positions, Org)
 Sustain employees (appraisals, career path, succession
planning)
 Administer Training
 Front end to payroll
 Much More

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Implementation is a series of
Interdependent Phases
 Initiation
 Discovery - Requirements Definition
 Design
 Construction
 Testing
 Rollout Planning
 Turn-Over
 Post-Implementation Support

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Project Manager Roles
Vendor
 Serves as primary contact with
Client
 Oversees Project & Budget
 Assists in Planning
 Ensures timely completion of
tasks
 Conducts Status Meetings
 Works with Project Leads
 Prioritizes and escalates
outstanding issues
Client
 Serves as primary contact with
Vendor
 Oversees the Project
 Assists in Planning
 Ensures timely completion of
tasks
 Conducts Status Meetings
 Assigns responsibilities
 Prioritizes and addresses
outstanding issues
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HRIS Implementations – the real questions to ask
 Why are they asking who is managing this project, don’t they
know it’s me?
 Policy vs. Practice: how do I avoid this struggle or the sales guy
said it could do that, why can’t you get it to work?
 HR, Payroll, Time & Attendance rules should not rule you!
 The invisible executive sponsor
 The alphabet soup of compliance or I need to know what HIPAA
means?
 I have to understand employee benefits to work on this project?
I can’t even get my own doctor bills paid!
 Oracle database and Internet Application Server (IAS) pricing
for dummies. What do you mean we don’t have that license?

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Preparing for a New HRIS
 Choose the right vendors and understand all costs
 Form the project team at the time of evaluation
 Establish Executive Sponsorship and SME
 Solicit IT input and support
 Consider in-house software license-Database, IAS,
etc.
 Analyze HR Workflow, Policy and Practice
 Conduct Workforce Surveys
 Examine Shadow systems
 Address the “I already work sixty hours a week”
response, upfront

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Recent HRIS Project Management Changes
 ASP & SaaS has changed the IT Dynamic for the
HRIS Project Manager
 Workflow functions that did not exist five years ago
require a great deal of stakeholder management
 Project Managers must “bound” the project or scope
creep is never ending with a system that touches
every employee
 Customization-what’s that?- It’s all about the tool set.
 Object oriented programming-It must be a new
“Workday”?

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Preparing the Organization & Implementing

Communicate at all levels-Get marketing involved!

 The HR and Payroll Towers-don’t fall into the mote!
 What’s in it for me?
 Line Managers are critical to your success
 This is the perfect time for HR to get their house in
order!

Get the Technology stuff right!

 To convert or not to convert - that is the question!
 Workflow for all
 Consultants-Who do we need and why?

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Living with the New HRIS

 Depending on the system-features for everyone

 I view the data set that is pertinent to me!
 Web Based Self-Service
 Employees & Managers have their view into the HRIS based on
workflow and rights
 Employee Portal-online benefit open enrollment, PTO request
 Line Manager Portal-PTO approval, online employee reviews,
recruiting workflow, employee change administration
 HR Tool-Single source for all HR data, compliance reporting,
benefit administration and report analytics

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Questions

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Thank You!

Stewart Feller
(201) 408-3704
Stewartf@corpsyn.com

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