A guideline towards managing the planning of an HRIS till the going live and roll-out

1. Human Resources Information System
From Planning to Going Live
By Miriam Alfy
November 2016

2. HRIS Module
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3. ASSESSMENT
HRIS Module
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4. Why do we need an HRIS ?
 To relieve the HR Team from workload?
 Or to make it easier for the staff to manage their
daily work life ?
 To support the top management in their success
pursuit ?
 Or to support the staff in their career development
pursuit ?
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5. Consider Stakeholders
 Appoint a steering committee
& a Project Manager
 Begin defining the HR Policy
and management questions
that need to be answered by
the HRIS.
Information lacks value unless it is used to
answer questions and informed decision
making.
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HRIS
IT
HR
EmployeeFinance
Decision
Maker

6. Planning
HRIS Module
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7. What’s in Planning Phase ?
 Decide on the needed Integration & Modules
▫ Payroll, Time Clock (attendance), Recruiting, Training, Performance
Management, Benefit Carriers, Leaves Management
 Decide on the BUDGET LIMIT
▫ Vendor, modules for phase 1, users, implementation, training,
maintenance, etc.
 Get Organized with Process Mapping
▫ Start working on your current processes & the workflow
Review Develop Test Release
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8. What’s in Planning Phase ?
 IT Requirements & what’s currently available & can
be made available.
 Cloud Based or On-Premise ??
 Time Plan
 Questionnaire time !
https://www.comparehris.com/hris-hrms-survey/
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9. Questionnaire time !
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10. Selection
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11. Selection tools
 Develop a weighing scorecard !
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Ability to grow
Price (Value)
Ease of Use
Interface with Systems
Features
Database
Training

12. You might want to consider….
A Good HRIS
•Core employee information—personal
information, emergency contact information,
etcetera.
•Job, pay and status information.
•Employee qualifications and competencies.
•Salary administration.
•Benefits administration.
•Absence tracking.
•Standard reporting.
A GREAT HRIS
•Applicant tracking.
•Training and development administration.
•Succession planning.
•Self-service—applicant/employee/manager.
•Knowledgeable and timely system support.
•Flexible report-writing tools.
•customization tools.
•Intuitive user interface.
•Integrated talent-management functionality.
•Automated open enrollment.
•Employee data history tracking.
•Workflow and routing capabilities.
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13. Implementation & Go-Live
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14. Implementation & Go-Live
•Be prepared with the right conversion format
•Manual Data Entry
•Be ready with history docs upload
Data Conversion
Phase
•HRIS dashboards should be configured to best fit the
needs of the company and employees
•Review and test the system
Configuration
•Employees should be trained
•Access rights !Training
• DO an organization-wide roll-out of the new system
•DO monitor received feedbackRoll-Out & Go-Live
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15. Sincerest appreciation for your time !
Best regards,
Miriam Alfy