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Strategic Implementation of Human Resource Information Systems

Dive into the world of HRIS, a systematic procedure for managing human resource data. Explore components like data collection, recruitment, payroll, and more. Learn about the acquisition, implementation, and maintenance of HRIS, including needs analysis, design, and development. Discover how HRIS enhances strategic HRM practices and impacts job analysis, EEO reporting, performance appraisal, and more. Delve into ethical and evaluation issues in HRIS applications while exploring the future of using HRIS in HRM practices.

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Strategic Implementation of Human Resource Information Systems

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Presentation Transcript

  1. Human Resource Information Systems: A Definition • HRIS -- Systematic procedure for collecting, storing, maintaining, retrieving & validating date needed by the organization about its human resources.

  2. HRIS Components • Data collection: • Payroll & benefits • Performance appraisal • Training & development • Recruitment & selection • Employment & job data • Report generation

  3. Acquiring & Implementing HRIS Needs Analysis Implementation & Maintenance Design & Development

  4. Needs Analysis • Determine departmental needs for data • Determining needs for reports • Analyze short and long term needs • Determine system specifications • Vendors bid or packages are considered • Make decision on system

  5. Design and Develop • Decide on project plan and user groups • Purchase system • Modify and customize • Develop procedures and guidelines • Test system and user acceptance • Convert data • Train systems staff

  6. Implement & Maintain • Train HR users • Make system available to HR • Develop user documentation • Conduct field analysis • Test system and user acceptance • Maintain & enhance • Evaluate & modify

  7. Strategic HRM Job analysis EEO reports Recruitment & selection HR development Performance appraisal Compensation& benefits Health & safety Labor relations The future Using HRIS in HRM

  8. Ethical & Evaluation Issues • Ethical issues • Disclosure • Privacy • Evaluation issues • Efficiency • Equity

  9. Backwards & Forwards • Summing up. We review the components of HRIS and its uses in HRM from strategic HRM to reporting EEO data, linking compensation and performance appraisal and a look at expert systems. Finally, ethical considerations were considered. • Looking ahead: Next time we take up the issue of job analysis, the foundation for much of the work in human resource management.

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