1. Introduction to HRIS • MIS/Technical Review • What is an HRIS/HRMS? • Introduce the SDLC

2. Data vs Information • Data - “Just the facts” >>raw facts • Information - data that has been transformed into a more useful or meaningful form

3. Data vs Information Finance Justin Communications Pujah Ty Zlotnick Psychology Shah Alge Richardson

4. Data vs Information LastName FirstName Major Favorite_Teacher Richardson Ty Psychology Alge Alge Shah Pujah Finance Alge Zlotnick Justin Communications

5. How does data become information? Transformation Process Data Information

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 Input Output Feedback Loop

8. An HR Example Processing (Calc. Net pay) Input (hours worked) Output (cut paycheck) 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 • 1950’s - virtually non-existent • 1960’s - only a select few • 1970’s - greater need • 1980’s - HRIS a reality in many orgs • 1990’s - Numerous vendors, specialties

14. Growth of HRMS $80 $60 HR Software sales Micro PC Millions $40 $20 1983 1985 1986 1987 1989 1991

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 Jobs Positions HR Planning Emp. Relations T&D Pension Admin Comp.

18. Developing an HRIS: A host of decisions... • Fix what we’ve 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/alphabetical.htm • PeopleSoft • Oracle HR Applications • Ascentis Software - HROffice • Eric Systems Inc. • Infinium • Spectrum