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• STRATEGY
• COMPETITIVENESS
• PEOPLE
• HRM
PROCESSING
INPUT OUTPUT
(Calculating Net
(hours worked) (cut Paycheck)
Pay)
Feedback Loop
(Is paycheck accurate?)
IS in HR EXECUTIVE SUPPORT
Plant Location
Merger/Acquisition support
DECISION SUPPORT
MANAGEMENT REPORTING
Staffing
EEO,OSHA etc.
Absenteeism by department Benefits Planning
BASIC HRIS
CAPABILITY
WITHOUT HRIS
• Prepare evaluation forms
• Print and copy them
• Distribute forms to employees
• Employees fill in evaluation
• Evaluation forms personally submitted to HR Manager
• Re-write results to the computer or file them
• Manual processing of data gathered
• Prepare result sheets
• Print, copy and distribute them to employees
• File all the forms for future use
Performance evaluation
WITH HRIS
Define evaluation
forms
Online evaluation
Entry
One-click access to
Results
Evaluation reports
Strategic Decision
making process can
take place
Performance evaluation
WITHOUT HRIS
• Prepare leave application forms
• Print and copy them
• Manually maintain employee attendance information daily
• Maintain company calendar
• Employees applying for leave fills in an application form
• Application form personally submitted to Supervisor
• Manual check for employee’s leave status history
• Supervisor’s approval or rejection
• Application form personally submitted to HR manager
• Manual update of employee’s personal leave information
file
Online leave
Approval/Rejection
View/check/modify - online:
personal information
qualifications
leave application
leave balance
leave cancellation
leave approval/rejection
salary information
company calendar
appraisal results
online appraisal process
Employee self-service
10. HEALTHCARE
COST
1. THAT
IMPRESSES CEO 9. PAY BENEFITS
MOST
2. HUMAN VALUE
8. COST PER HIRE
TOP10
ADDED
CALCULATIONS
3. RETURN ON
HUMAN CAPITAL
FOR HRIS 7. RETURN ON
TRAINING
INVESTE
Recruiting
• Employee background and
Employee selection
experiences
Employee placement
FUNCTIONAL • Performance evaluation and rewards
Employee promotion
• Skills inventory
Assignments matching
Internal Reporting
Absentee rates
• Benefits programs Human resources accounting
• Compensation programs Productivity assessments
• Insurance programs External Reporting
OPERATIONS
• Employee demographics Equity monitoring
• Position description Vacancy reporting
Health & safety reporting
BENEFITS
• Saving time
• Saving costs
• Work re-allocation
Saving time [efficiency]
• Easy data maintenance
• Administrative processes automated
• Employee ‘self-service’ (kiosk)
• Adequate information base that leads to timely
and Quick decision making
• Responding faster to employee inquiries to
enhance efficiency and productivity
Saving Costs [efficiency]
• Less time spent on tasks = less money
• Minimum paperwork
FEASIBILITY TESTING
TRAINING
STUDY SYSTEM
SELECTING CONTRACT
STARTING UP AUDIT
PROJECT TEAM NEGOTIATION
• Functional
Personal development plans for employees, Individual
training plans according to employees training needs,
Performance evaluation meetings, etc.
• Operational
Maintaining data in the system , Administration
HRIS Unplugged
• Strategic:
• strategic decision making ………….……2%
• Functional:
• functional decision making …………….23%
• Operational:
• Operational day-to day tasks …………75%
Time Allocation
Ideal DECISION MAKING PROCESS
• Strategic:
• strategic decision making ………….……2%
• Functional:
• functional decision making …………….23%
• Operational:
• Operational day-to day tasks …………75%
Time Allocation
CONCLUSION
“By automating Human Resource practices, HRIS saves
time and money, effectively reallocates work processes
and thus provides competitive advantage and adds
strategic value to the organization.”
HandleR