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Human Resource Information System (HRIS) – Implementation and Control


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In this presentation, we will discuss the factors that need to be considered while implementing the HRIS in an organization along with issues that might occur and ways to handle and control the same in a professional way without hampering the general workflow.
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Published in: Education, Business, Technology

Human Resource Information System (HRIS) – Implementation and Control

  1. 1. HUMAN RESOURCE INFORMATION SYSTEMSChapter 5 – HRIS Implementation and Control
  2. 2. Chapter 5Important requirements for strategic HR information systems planningAssessment of overall business environmentAssessment of strategic HR goalsTracking of new technologies and processOptimization of HRIS resourcesStreamline of implementation activities
  3. 3. Chapter 5Factors that need to be considered during implementation of HRISResourcesFull-time CommitmentBusiness ProcessCustomizationsChange ManagementPlanning Contingencies
  4. 4. Chapter 5 Issues in implementation of HRISSecurity Controlling access Security technologyEnvironment Implementing a modified HRIS Hardware and software requirement and their adaptability Feasibility of new HRIS Definition of user groups, controllers and implementors
  5. 5. Chapter 5 Issues needed to control and maintain security of data before implementing a computerized HRISManagement considerationsPhysical securityInformation security
  6. 6. Chapter 5 HRIS implementation strategyIdentify all clients and build a representativeimplementation teamDefine objectivesDefine problemsDocument the current systemDefine necessary functionDevelop a list of recommended solutions
  7. 7. Chapter 5 HRIS Acquisition PhasesPhase 1 : Need Analysis Evaluate HR department and business models Form project team Determine automation needs Develop system specializations Analyse current and future reporting needs Develop RFP Identify and evaluate vendor packages Select vendors Develop proposal for management decision makers Establish formal guidelines and procedures to resolve inefficiencies Cont…………
  8. 8. Chapter 5Phase 2 : Design and Development Develop detailed project plan Develop user groups Purchase hardware Develop independent, focussed computer applications Implement independent applications as ready Modify in-house forms Customize initial system Establish procedures and guidelines to support system Test system and user acceptance Convert data Train HRIS staff and/or project team Cont…………
  9. 9. Chapter 5Phase 3 : Implementation andMaintenance Implement HR Core Train other HR user Make system available to HR Refine HR core Establish mainframe-micro link Develop/refine user documentation Conduct field analysis Development procedures for distributed processing Prepare technical documentation Develop other modules Test system and user acceptance Maintain/enhance modules Distribute to the field Evaluate effectiveness
  10. 10. Chapter 5 Systems Development Life CycleRecognition of need Payroll Processing Organization/position management HR process automation Recruitment and selection Central employee database HR planning Compensation planning Employee training and development Cont…………
  11. 11. Chapter 5 Compliance reporting Employee relations Performance management Workflow management HR workflow notification Staff scheduling Applicant tracking. Feasibility study Economic Behavioural Technical Cont…………
  12. 12. Chapter 5Systems Analysis Review of Documentation Observation of the Situation Conducting Interviews Questionnaire AdministrationSystems DesignSystems Implementation
  13. 13. Chapter 5 Phases in Systems DesignOutput definitionsInput definitionsProgramme DesignSystem SpecificationsTesting
  14. 14. Chapter 5 HR System Development FailuresLack of goal clarityPoor problem identificationInfrastructural failuresOrganizational supportFaulty planning
  15. 15. Chapter 5 Advantages of trainingReduce Operating CostEasier Transition from Old to NewBetter Efficiency out of the Gate
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