Human Resource Information System Applications

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Human Resource Information System Applications

Human Resource Information System Applications

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  • 1. HR Software Applications
  • 2. ERP - Information Flow Planning Planning Assets Production Finance Finance Database HR Portal Logistics Logistics JFK Connected through internet provided by IT Unit Sales - Programs/ Departments HRIS Unit 15 County Health End Users Team VerticalBank Programs Externals Externals
  • 3. Key HR Traditional HR Systems HRIS processes -Electronic resume and internet posting Performance Evaluation -Paper resume & paper posting -Position filled in month -Limited by geographical location -Cost directed at attraction -Manual review of resume -Supervisor evaluation -Face to face appraisal Compensation and Benefit -Time spent on paperwork (benefit changes) -Emphasize on salaries & bonuses -Change made by HR Training & Development -Standardized classroom training -Development process is HR driven -Time spent on assessing market salary -Emphasis on ownership and quality of life -Knowledgeable employee -Change made by employee online -Flexible on line training -Development process employee driven -HR lays out career paths -Reactive decision -Personal networking (local area) -Focus on employee-management relations -Strong Union presence -Equal employment opportunity -Task performance monitoring -Employee manage their career with HR -Proactive planning with technology -Electronic and personal networking -Focus on employee-employee relations -Weak Union presence -Intellectual property & data security -Use of technology monitoring Recruitment Selection Career Management Employee Relations Retention Strategy Work/Family balance -Not a major focal point -Not a major focal point -Positions filled in weeks or days -Unlimited access to global applicant -Cost directed at selecting -Electronic review of resume (scanning -360 degree evaluation -Appraisal software -Online employee opinion survey -The critical HR activities currently -Cultivating effective company culture -Development & monitoring of program -Erosion of work/home boundaries
  • 4. How can HR professionals allocate their efforts to contribute value for the organization?
  • 5. ERP -ENTERPRISE RESOURCE PLANNING Integrated Solution SD Sales FI Designed for all types of business Financial Acctg. MM CO Materials Mgmt Controlling PP AM Production Planning Asset Mgmt Database Client / Server QM PS Project System Quality Mgmt PM WF Plant Maint. Workflow HR Client/Server Architecture IS Human Resources Industry Solutions Open System 03
  • 6. Manual HR System
  • 7. Manual ….cont’d
  • 8. Definition of Some Terms  EMPLOYEE/MANAGER SELF SERVICE A program that allows employees and/or managers to handle many job-related tasks normally conducted by HR departments including benefits enrollment, and updating personal information. Employees and managers can access the information through the company's intranet, kiosks, or other Web-based applications.  HRIS (HUMAN RESOURCE INFORMATION SYSTEMS) Software-based systems that manage all or part of the human resource function for an organization.  HRMS (HUMAN RESOURCE MANAGEMENT SYSTEM) The entire process of managing an organizations resources.  ERPS (ENTERPRISE RESOURCE PLANNING SYSTEM) Large computer applications that integrate multiple operations of a company or business unit.  SOFTWARE-AS-A-SERVICE (SaaS) Software hosted by a third party, usually accessed via a web browser, wherein you pay a monthly fee that covers licensing, system maintenance, and upgrades. 12
  • 9. HR Information System Value % of Employers successfully satisfying objectives Improve Data Access/Accuracy 86% Superior Service 80% Enable HR to Serve More Strategically 78% Administrative Cost Savings Make Better Decisions 76% 65% Enable Recruiting of Key Talent 55% Source: 2009 Cedar Crestone HR Self-Survey Results – includes HR Managers and Directors for Small to Large Companies
  • 10. HR Information System Value Process Savings Salary Change $33.50 $18.26 45% Approve Promotion $36.48 $14.01 62% Create Job Requisition $27.67 $11.11 60% Performance Appraisal $59.73 $47.60 20% Enroll in Benefits $30.06 $4.59 85% Enroll in Training $9.58 $2.31 76% Change of Address $1.58 $0.36 78% Apply for job $11.55 $6.09 47% Source: Cedar Crestone 2009Value Report 15
  • 11.  Succession planning is a process for identifying and developing internal personnel with the potential to fill key or critical organizational positions. Succession planning ensures the availability of experienced and capable employees that are prepared to assume these roles as they become available.  Career planning involves matching an individual’s career goals with opportunities existing in the organization. The organization should identify its own requirements and opportunities, and offer training and career information to its employees. The individual should recognize his goal, aptitude, and recognize what training, and development is essential for a specific career path.
  • 12. Training Subsystem