Introduction to HRIS

1
Introduction to HRIS

• MIS/Technical Review
• What is an HRIS/HRMS?
• Introduce the SDLC

2
Data vs Information

• Data - Just the facts gtgtraw facts
• Information - data that has been transformed into
  a more useful or meaningful form

3
Data vs Information
Finance
Justin
Communications
Pujah
Ty
Zlotnick
Shah
Psychology
Alge
Richardson
4
Data vs Information
LastName FirstName Major
Favorite_Teacher
Psychology
Ty
Richardson
Alge
Alge
Shah
Pujah
Finance
Alge
Zlotnick
Justin
Communications
5
How does data become information?
Transformation Process
Information
Data
6
What is a System

• A set of elements or components that are formed
  and interact to accomplish a goal (e.g. transform
  data into information)

7
What is an Information System?
Processing
Output
Input
Feedback Loop
8
An HR Example
Processing (Calc. Net pay)
Output (cut paycheck)
Input (hours worked)
Feedback Loop (Is paycheck accurate?)
9
Evolution of Information Systems

• Transaction Processing (e.g payroll)
• Management Information Systems (e.g. daily
  monthly absenteeism summary)
• Decision Support Systems (e.g. How many employees
  should we hire?)
• Expert Systems

10
Any Computer-based Info Systems (HRIS included)
Consists of...

• Hardware
• Software
• Databases
• Telecommunication
• Procedures
• People

11
GIGO
12
What is a Human Resource InformationSystem

• The application of computers to employee-related
  record keeping and reporting, and management
  decision making

13
History of HRIS

• 1950s - virtually non-existent
• 1960s - only a select few
• 1970s - greater need
• 1980s - HRIS a reality in many orgs
• 1990s - Numerous vendors, specialties

14
Growth of HRMS
80
60
HR Software sales Micro PC Millions
40
20
1983
1986
1987
1989
1991
1985
15
Typical HRIS Record Keeping Requirements

• Employee information
• Wage and salary data
• Review dates
• Benefits
• Education and training
• Attendance
• Performance data/appraisal results

16
Typical HRIS Reporting Reqs.

• Employee profiles/lists
• Summary reports on employee groups
• Historical trends in work-related info
• Person-position comparisons

17
HRIS Tracks...
Medical Records
Recruit/ Employ
EEO/AAP
Workers Comp
Payroll
Health Safety
People
Benefits
Positions
Jobs
HR Planning
Emp. Relations
TD
Pension Admin
Comp.
18
Developing an HRIS A host of decisions...

• Fix what weve got (Improve current systems) vs.
  new system?
• Make versus Buy?
• Scope?
• Goals/Objectives?
• Strategy

19
Developing an HRIS System Development Life Cycle
(SDLC)
Planning
Analysis
Design
Implementation
Maintenance
20
Phase Containment

• Identify and address any problems at their
  earliest possible step to avoid costly rework
  down the road
• Pay a little now, or a lot later!!!

21
Why HRISs Sometimes Fail

• Unclear goals/objectives
• System solves the wrong problem
• Improper vendor/product selection
• Low user involvement
• Planning overlooks impact on clerical procedures
• Lack of HR/functional expertise in designing
• Underestimate conversion effort

• Management- unrealistic expectations
• Lack of overall plan for record mgt.
• Lack of flexibility and adaptability
• Misinterpret HR specifications
• Poor communication between HR/IS
• Inadequate testing

22
Why are Carefully Developed Info Systems
Important to HR?

• Better safety
• Better service
• Competitive Advantage
• Fewer Errors
• Greater Accuracy
• Higher Quality Products
• Improved Health Care
• Improved Communication
• Increased Efficiency

• Increased Productivity
• More efficient administration
• More opportunities
• Reduced labor requirements
• Reduced costs
• Superior managerial decision making
• Superior control

23
Vendor Contacts
Http//www.ihrim.org/market/onlineguide/alphabetic
al.htm

• PeopleSoft
• Oracle HR Applications
• Ascentis Software - HROffice
• Eric Systems Inc.
• Infinium
• Spectrum