HRIS IS NOT JUST A TOOL .. IT'S A STRATEGIC WEAPON! .. bahan presentasi saya sebagai keynote speaker pada HRIS Expo and Conference 2014, diselenggarakan oleh PPM Manajemen di Balai Kartini, Jakarta, 10-11 September 2014

1. Human Resource Information Systems (HRIS) :
Not Just a Tool, It’s a Strategic Weapon!
RIRI SATRIA
CEO – Value Alignment Advisory

2. My name is RIRI SATRIA
President Director / CEO – Value Alignment Advisory (VA2) – since 2012
Consultant – strategic management and organization development - since 1996
Education background in computer science (UI), strategy (PPM) and HR management (IPB).
Lecturer – Master of Information Technology – University of Indonesia – since 2004
Lecturer – Master of Management – PPM School of Management – since 2000
Chairman – Alumni Association, Faculty of Computer Science, Univ. Indonesia – since 2011
Previously worked at KPMG Indonesia and PPM Management.
… Literature and arts enthusiast … Active blogger and social media enthusiast …
http://about.me/ririsatria
http://strategy4management.wordpress.com
http://www.facebook.com/ririsatria.va2
http://twitter.com/ririsatria
http://www.linkedin.com/in/ririsatria
ririsatria@va2indonesia.com or ririsatria@gmail.com
http://www.facebook.com/ValueAlignment

3. The Loyalty Effect
(Fred Reichheld)
• Customer Loyalty
• Employee Loyalty
• Investor Loyalty

4. Why Financial Management is
Strategic to Organizations?
… because it gives strategic
information to the CEO to
make strategic decisions ..

5. What Makes HR Management become
Strategic to Organizations?
… if it could give
strategic information
to the CEO to make
strategic decisions ..
… but what strategic
information of HR?

6. Human Resource is the Highest Critical
Success Factor for Business Performance
BRILLIANT
BUSINESS
STRATEGIST AND
RISK ANALYST
UNUSUAL HIGH
QUALITY
PRODUCES
CREATIVITY AND
BUSINESS
INNOVATIONS
UNUSUAL SERVICE
EXCELLENCE
SPECIAL SKILLS
HIGH
PRODUCTIVITY

7. The Shifting of Human Resource Management
Model in Organizations or Corporations
Personnel Management
Model.
……… - end of 1970s.
Only for administrative
things in personnel
management.
Human Resource
Development (HRD) Model.
1980s – mid 1990s.
People is not just a
production component. We
should develop the capacity /
competency of the people.
Human Capital (HC) Model.
Mid 1990s – now.
People is the strategic
asset. So any expense on
people is not a cost, it’s an
investment. People is the
heart of organizations /
corporations.

8. The Shifting of HR Management Model
Technology and business changes drive need
for HR Management change.

9. The Roles of Human Resource Management
Professionals (Dave Ulrich)

10. The Shifting of Information Systems Model
in Organizations or Corporations
Electronic Data Processing
(EDP) Model.
1940s – mid 1970s.
Only for data processing, not
more than that.
Management Information
Systems (MIS) Model.
Mid 1970s – mid 1990s.
The role of information
technology is to support
managerial activities such as
decision making process.
Strategic Information Systems
(SIS) Model.
Mid 1990s – now.
The role of information
technology is develop
competitive advantages of the
organizations or corporations.
Big data and business
analytics.

11. The Shifting of HRIS Model
First Generation HRIS Model,
known as personnel
administration and data
processing (example : payroll
applications)
1970s – 1980s.
Second HRIS Model for managerial
decision making (specially in HR
management).
Mostly not integrated to business
strategy systems.
Mid 1970s – mid 2000s.
Third HRIS Model, Enterprise
(Strategic) HRIS, also named
Human Capital Information
Systems (HCIS)
Integrated systems for all HR
management activities and
business strategy systems. It is
also empowering people to
develop their capacity and social
capital. Use big data and business
analytics.
Mid 2000s – now.

12. Big Data and Business Analytics

13. Business Analytics (SAP Model)

14. The Strategic Human Resource
Information Systems Model
COMPETITIVE ADVANTAGES
OF THE ORGANIZATION /
CORPORATION
STRATEGIC HUMAN RESOURCE
MANAGEMENT (S-HRM) or
HUMAN CAPITAL (HC)
STRATEGIC INFORMATION
SYSTEMS (SIS)
STRATEGIC HUMAN RESOURCE
INFORMATION SYSTEMS (S-HRIS)
or HUMAN CAPITAL
INFORMATION SYSTEMS (HCIS)

15. Example
• Business strategy :
• Leading in innovative products with short time to market.
• Human Resource Management Strategy :
• Create a leading creative team with high competence in creativity and
product simulation.
• Information Systems Strategy :
• Main strategic information systems in-house and outsource the support
applications.
• HRIS Roles :
• Provide information about the competency and product of creative team.
• Provide the learning management systems for creativity.
• Built social capital with other creative workers community.

16. Second Generation HRIS Core Modules
• Personnel Information Systems.
• Organization Structure Management.
• Recruitment Management.
• Training and Development Management.
• Personnel Posting and Career Management.
• Performance Management.
• Leave Management.
• Report Management.
Companies in Indonesia
mostly using this second
generation HRIS ..

17. Example : Netis HRIS Architecture

18. Third Generation HRIS / Enterprise-HRIS
or HCIS Core Modules
• All old HRIS core modules.
• Learning Management Systems (not just training and development). We are
talking about Knowledge Management and Learning Organization.
• Performance Management (that linked to business strategy and activities,
competency management, not just an ordinary key performance indicators
management).
• Investment Analysis of HRM activities (that linked to financial and
accounting information systems).
• Social Capital Development (empowering employee and enggagement
satisfaction management to gain competitive advantage)

19. Closing Remarks
• Now, we have the Third HRIS Model, the Strategic or Enterprise-HRIS that also
named as Human Capital Information Systems (HCIS) is not just a tool for
managing people. It is a strategic weapon to develop competitive advantages and
improve business improvements.
• The Third HRIS Model combined the concepts of Strategic HR Management or
Human Capital with Strategic Information Systems (SAS).
• The Third HRIS Model has strategic modules : Learning Management Systems,
Performance Management, Investment Analysis, and Social Capital Development.
The modules are integrated to business strategy and activity modules.
• The Third HRIS Model also adopt big data and business analytics model.
• It is not the technology that lead the HR Management practices, but the
technology should follow the HR Management strategy and practices.

20. http://about.me/ririsatria
http://strategy4management.wordpress.com
http://www.facebook.com/ririsatria.va2
http://twitter.com/ririsatria
http://www.linkedin.com/in/ririsatria
ririsatria@va2indonesia.com or ririsatria@gmail.com
http://www.facebook.com/ValueAlignment
PT. Solusi Inovasi Dayaguna
Menara Rajawali level 7-1, Jl. DR. Ide Anak Agung Gde Agung
Kawasan Mega Kuningan, Jakarta Selatan 12950, Indonesia
Telepon : +62 21 29552660 ; Fax : +62 21 29552661