Download as PDF, PPTX
Human Resource Information System (HRIS) – Implementation and Control
Chapter 5 focuses on the implementation and control of Human Resource Information Systems (HRIS), outlining key requirements such as assessing business environments and strategic HR goals. It details factors for successful implementation, phases of HRIS acquisition including need analysis, design, development, and ongoing maintenance, while also addressing potential issues like security and organizational support. The chapter emphasizes the importance of training and effective planning to ensure a smooth transition and maximize efficiency.
In this document
Powered by AI
Introduction to HRIS; chapter focuses on planning, implementation, and control of HR information systems.
Identifying requirements for effective HRIS, including assessments of business environments, goals, technologies, and resource optimization.
Key factors for successful HRIS implementation: resource allocation, commitment, business processes, customizations, and change management.
Focused on security issues during HRIS implementation, including access control, hardware/software adaptabilities, and feasibility assessments.
Essential management considerations, including physical and information security aspects prior to HRIS deployment.
A strategic approach for HRIS implementation, including client identification, objective definition, and current system documentation.
Focuses on need analysis, project team formation, evaluation of HR needs, RFP development, and vendor selection.
Design and development phase, with detailed project planning, user groups setup, hardware purchases, and system customization.
Implementation and maintenance phase addressing core systems, training, documentation, evaluation, and module enhancements.
Covers the lifecycle of HR systems, including needs recognition, process automation, recruitment, and employee databases.
Discussion on compliance reporting, HR workflow management, staff scheduling and a feasibility study across parameters.
Describes systems analysis through documentation review, observations, and interviews; followed by systems design and implementation.
Details on phases in systems design, including output/input definitions, programming design, system specifications, and testing.
Identifies reasons for HR system failures: unclear goals, poor identification, infrastructural issues, and lack of support.
Highlights benefits of training including cost reduction, smoother transitions, and improved efficiency in HR operations.
Promotes online engagement through social media for ongoing learning about HRIS and related resources.
More Related Content
Similar to Human Resource Information System (HRIS) – Implementation and Control
More from We Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
Human Resource Information System (HRIS) – Implementation and Control
- 1. HUMAN RESOURCE INFORMATION SYSTEMS Chapter 5 – HRIS Implementation and Control
- 2. Chapter 5 Important requirementsfor strategic HR information systems planning Assessment of overall business environment Assessment of strategic HR goals Tracking of new technologies and process Optimization of HRIS resources Streamline of implementation activities
- 3. Chapter 5 Factors thatneed to be considered during implementation of HRIS Resources Full-time Commitment Business Process Customizations Change Management Planning Contingencies
- 4. Chapter 5 Issues in implementation of HRIS Security Controlling access Security technology Environment Implementing a modified HRIS Hardware and software requirement and their adaptability Feasibility of new HRIS Definition of user groups, controllers and implementors
- 5. Chapter 5 Issues needed to control and maintain security of data before implementing a computerized HRIS Management considerations Physical security Information security
- 6. Chapter 5 HRIS implementation strategy Identify all clients and build a representative implementation team Define objectives Define problems Document the current system Define necessary function Develop a list of recommended solutions
- 7. Chapter 5 HRIS Acquisition Phases Phase 1 : Need Analysis Evaluate HR department and business models Form project team Determine automation needs Develop system specializations Analyse current and future reporting needs Develop RFP Identify and evaluate vendor packages Select vendors Develop proposal for management decision makers Establish formal guidelines and procedures to resolve inefficiencies Cont…………
- 8. Chapter 5 Phase 2: Design and Development Develop detailed project plan Develop user groups Purchase hardware Develop independent, focussed computer applications Implement independent applications as ready Modify in-house forms Customize initial system Establish procedures and guidelines to support system Test system and user acceptance Convert data Train HRIS staff and/or project team Cont…………
- 9. Chapter 5 Phase 3: Implementation and Maintenance Implement HR Core Train other HR user Make system available to HR Refine HR core Establish mainframe-micro link Develop/refine user documentation Conduct field analysis Development procedures for distributed processing Prepare technical documentation Develop other modules Test system and user acceptance Maintain/enhance modules Distribute to the field Evaluate effectiveness
- 10. Chapter 5 Systems Development Life Cycle Recognition of need Payroll Processing Organization/position management HR process automation Recruitment and selection Central employee database HR planning Compensation planning Employee training and development Cont…………
- 11. Chapter 5 Compliancereporting Employee relations Performance management Workflow management HR workflow notification Staff scheduling Applicant tracking . Feasibility study Economic Behavioural Technical Cont…………
- 12. Chapter 5 Systems Analysis Review of Documentation Observation of the Situation Conducting Interviews Questionnaire Administration Systems Design Systems Implementation
- 13. Chapter 5 Phases in Systems Design Output definitions Input definitions Programme Design System Specifications Testing
- 14. Chapter 5 HR System Development Failures Lack of goal clarity Poor problem identification Infrastructural failures Organizational support Faulty planning
- 15. Chapter 5 Advantages of training Reduce Operating Cost Easier Transition from Old to New Better Efficiency out of the Gate
- 16. “Like” us on Facebook: p // / http://www.facebook.com/welearnindia “Follow” us on Twitter: http://twitter.com/WeLearnIndia http://twitter com/WeLearnIndia Watch informative videos on Youtube: http://www.youtube.com/WelingkarDLP