HR Career Possibilities for Information Age-HRIS

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HR Career Possibilities for Information Age-HRIS

  1. 1. HR Career Possibilities For Information Age - HRIS Prepared by Howin Chan 07 October, 2012
  2. 2. New Concept => HRISBy Kavanagh et al. (1990) definition, a HumanResources Information System (HRIS) is used toacquire, store, manipulate, analyze, retrieve, anddistribute information regarding an organization’shuman resources. An HRIS is not simply computerhardware and associated HR-related software.Although an HRIS includes hardware and software, italso includes people, forms, policies andprocedures, and data. (p. 29)
  3. 3. HRIS Concepts Start From 1977? Even Before IBM PC Born In 1981…By Hyde & Shafritz ideas (1977) in their article HRIS -Introduction to Tomorrows System for Managing HumanResources: “Given the fact that human resources constitutessuch an important part of any organizations resource base, thedevelopment of an information system that provides anongoing assessment of the utilization of these resources is anatural reaction to an essential managerial need.” (p.70)
  4. 4. Examples Of HRIS JobsHRIS AdministratorHRIS SpecialistHRIS AnalystHRIS Team Lead HRIS HRIS Consultant SpecialistHRIS Deployment Manager HRIS HRISHRIS Director Deployment Manager HRIS Jobs AnalystRegional Head of HRIS Regional Head ofHRIS Implementation Consultant HRIS HRIS Team Lead HRIS Director
  5. 5. HRIS Job Description“…troubleshooting, working on HR systemimplementations and helping Figure out socialnetworking strategies. Some are even involved inmetrics and workforce analytics.” (Roberts, 2009).System MaintenanceData Accuracy and Integrity MaintenanceReportingData Analysis
  6. 6. Why I Want To Pursue The HRIS?I really think HRIS is going to change the HR practicein the business world. Generally, in order to increasethe effectiveness of HRM, organizations arebecoming more and more dependent on HRIS (Ball,2001; Lippers and Swiercz, 2005). At the functionallevel, HRIS can keep track of employees, applicants,and contingent workers qualifications,demographics, performance evaluation, professionaldevelopment, payroll, recruitment, and retention(Troshani et al., 2011).
  7. 7. Why I Want To Pursue The HRIS?With HRIS, the administrative efficiency maintains fasterinformation processing, improved employeecommunications, greater information accuracy(Beadless, et al., 2005), lower HR costs and overall HRproductivity improvements (Wiblen et al., 2010).Strategic value can be derived using HRIS tools that assistdecision-making concerning vital HR functions (Farndale etal., 2010). For example, an HRIS can be considered as a toolthat provides strategic planners with the neededinformation enabling them to forecast future workforcedemand and supply requirements.
  8. 8. Why I Want To Pursue The HRIS?In conclusion, HRIS is the best option for me to utilize myHR and industrial psychology skill set. Also, the strategicdecision making aspect of HRIS provides me a with veryhigh self-actualization satisfaction level.As a Christian, I also enjoy to contribute my efforts toensure the HR/Payroll data is processed accurately andeffectively as these procedures directly impact employees’pay and benefits. I feel good knowing that workers areable to care for their families and themselves.
  9. 9. Pros And Cons To Be HRIS ProfessionalPros Bright career future and good earning potential Learning and exposure to new technologies Fulfill the self-achievement needs through the system design and implementation.Cons Continuous learning, one may never be a true expert SaaS model (Software as a Service) makes it tough to be a system expert
  10. 10. Future Career Trends For HRIS“ForHRIS, HRMS, HCM, and HR Tech jobs, wehave the followingtrends for keywordsearches since May2010. Basically, providing the trend ofhow many arelooking using anyone or combinationof the 4keywords…”(O’Brien, 2012)
  11. 11. Future Career Trends For HRIS“Now, let’s takethe samedatabase andlet’s look attrends basedupon specificsystems (whichwould includemore than HRISmodules).” (O’Brien, 2012)
  12. 12. What Knowledge, Skills, And Abilities Should A Person Have To Be Successful In HRIS? Critical Thinking The ability to see patterns in underlying processes Knowledge about the concept of relational database Comfort with Technology, statistics and mathematical models Working knowledge of IS and All HR functions Experience and skill in process improvement methods Project management skill (Robert, 1999)
  13. 13. Recommendations To A Person Who Would Like To Pursue HRIS“Learning by doing, taking college classes and, perhaps most important, acouple of years of mentoring by an inexperienced HRIS consultant.”(Roberts, 1999)Take the college education in HRIS, for instance: University At Albany – MBA (HRIS): http://www.albany.edu/business/school- of-business-mba-full-time-human-resources.php College Class HRIS: (University of Denver) http://www.albany.edu/business/school-of-business-mba- full-time-human-resources.php (Carlow University) http://www.carlow.edu/academics/schools/sch- mgmt/courses/hris-courses.htmlHRIP (Human Resource InformationProfessional) Certification:http://www.ihrim.org/certification/Index.htm
  14. 14. ReferencesHyde, Albert C. & Shafritz, Jay M. (1977) Introduction to Tomorrows System for Managing Human Resources. PublicPersonnel Management, March-April 1977, p.70-77.Roberts, Bill. (2009).Need an HRIS Person? Consider a Digital Native. HR Magazine. September, 2009, p.104-107.Roberts, Bill. (1999). What does it take to develop an HRIS Professional? HR Magazine. February 1999, p.110-116.Ball, K.S. (2001). The use of human resource information systems: a survey. Personnel Review, 30(6), 677-693.Lippers, S. K., & Swiercz, P. M. (2005). Human resource information systems (HRIS) & technology trust. Journal ofInformation Science, 31(5), 340-353.Troshani, I., Jerram, C., & Rao, S. (2011). Exploring the public sector adoption of HRIS. Industrial Management andData Systems, 111(3), 470-488.Beadles II, N. A., Lower, C. M., & Johns, K., (2005). The impact of human resource information systems: Anexploratory study in the public sector. Communications of the IIMS, 5(4).Wiblen, S., Dery, K., & Grant, D. (2010). Transitioning From a Proprietary to Vanilla HRIS: The Resulting Implications forTalent. Proceedings of the 3rd European Academic Workshop on Electronic Human Resource Management,Bamberg, Germany, May 20-21.Farndale, E., Hugh, S., & Paul, S. (2010). The role of the corporate HR function in global talent management. Journalof World Business, 45(2), 161-168.O’Brien, Garrett. (2012) A Link Between Job Search Keyword and Hiring Trends? Retrieved from the web site The HRISWorld: http://www.thehrisworld.com/2012/01/a-link-between-job-search-keyword-trends-and-hiring-trends/

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