This document discusses human resource information systems (HRIS) and their implementation and use at Energypac. It provides overviews of HRIS solutions and modules, how an HRIS can improve efficiency and effectiveness at Energypac, and how an HRIS can be designed for Energypac's management. It also discusses which departments need to be involved in an HRIS project, benefits of using an HRIS for benefits administration, challenges to implementation, and factors to consider when evaluating HRIS vendor support.

1. To MyPresentation…

2. Human Resource Information
System on Energypac.

3. Human Resource Information System...

4. Solutions offered by HRIS Systems…
 HR and Payroll Factors
 HRIS Popular Modules
 HRIS Summary

5. Analysis Human Resource Information System in Energypac…
 Corporate Overview
 Overview
 Vision

6. Efficiency and Effectiveness HRIS in Energypac…
 HRIS must be capable of changing the work
performed by the Human Resources personnel by
dramatically improving their level of service, allowing
more time for work of higher value, and reducing their
costs.

7. HRIS Designed For Energypac Management…
 Workflow - Walker describes this as being like e-mail
with a database and built-in intelligence.
 Manager self-service - Managers can have access to
'front-end' applications on their desk tops in the form
of HR portals.
 Employee self-service - Similarly, employees can
view company information, change selected personal
details, make benefit enquiries (pension plans, sick
pay entitlement), book leave and apply for training
programmers.

8. HR Need to Work with During an HRIS Project…
 Information Technology Department - The IT department
can be critical throughout all stages of an HRIS project.
Having a highly knowledgeable member of the IT
department on the project team can help the company to
better manage the technical aspects of implementation and
software use.
 Administration - Depending on the structure of the
organization, it may be possible to have all members of
upper management that are involved in making decisions
work on an HRIS project.
 Accounting or Finance - Since the accounting or finance
department is in charge of keeping track of all revenues
and expenses, it is critical that the accounting department
be included in the budgetary conversations.

9. HRIS Benefits Administration On Energypac…
 Benefits Administration Customization - Most HRIS
solutions offer customization options for benefits open
enrollment and management. This allows employers to set
up rules like auto-enroll, tax percentages, dependent types,
and benefits tiers.
 New Hire, Open Enrollment, and Life Events - Filling out
paper enrollment forms is time consuming and hardly the
way HR Professionals should be spending their time.
 Employee Self-Service and Benefits - When employee self-
service portals are linked to benefits through the HRIS,
employees have greater control over and access to their own
information.

10. Challenges to HRIS Implementation Energypac…
 Employee and Manager Training - The value of
training employees and managers to use a new system
should not be underestimated.
 Employee Change Management - Managing change is
different from training, but can be addressed during
HRIS training meetings.
 Configuring HRIS for Optimal Function - HRIS often
have so many possible features available to use that
companies become overwhelmed and stick to the
basics.

11. Evaluating HRIS Vendor Support…
 Implementation Support - Make sure you know what you
can and cannot handle. If you’re a one-person show at your
company then you may need to rely on the vendor to do the
majority of the implementation work.
 Training Support - The level of training support you need
depends on the product and number of modules being
purchased. If you are only implementing a payroll system,
training may be limited to the payroll administrator and
their backup.
 Ongoing (Post-Implementation) Support - Day-to-day,
post-implementation support can make or break your
HR/payroll vendor relationship.

12. Have a Good Day .