hris presentation
TRANSCRIPT
Chapter 21Chapter 21Human Resource
Information Systems
MANAGEMENT INFORMATION SYSTEMS 7/ERaymond McLeod, Jr.
Copyright 1998 Prentice-Hall, Inc.
The HR manager is often a The HR manager is often a director who is not a director who is not a
member of the executive member of the executive committee.committee.
The importance of the human resourcefunction and the human
resources information system hasgrown over the last ten years
Recruiting Hiring Education& Training
Terminat-ion
BenefitAdministration
PotentialEmployees Employees Retired
Employees
Data Management
The Firm
Primary HR ActivitiesPrimary HR Activities
The HRISThe HRIS
The name HRMS (Human Resource Management System) is catching on in industry.
1990/91 HRSP Survey 1990/91 HRSP Survey (513 firms)(513 firms)
Mostly large companies 2,000 organizations represented in the U.S.,
Canada, and other countries More than one third of the respondents were
multinational
The HRIS UnitThe HRIS Unit
Usually a part of HR (73.5%). Can be in IS (8.4%) Size ranges from 0 to 260 employees Usually not subdivided (65.9%)
The Evolution of the HRISThe Evolution of the HRIS First, paper files were located in the Personnel
department. Then, punched card and magnetic media files were
located in IS. Government legislation in the 1960s and 70s
eventually called management's attention to the importance of HR data.
In the late 1970's the concept of an HRIS was born.
An HRIS ModelAn HRIS Model
The problem is the packaging of so many different applications
Accountinginformation
system
Human resourcesresearchsystem
Manufacturingintelligencesubsystem
Work forceplanning
subsystem
Work forcemanagementsubsystem
Benefitssubsystem
Internalsources
Environmentalsources
Inputsubsystems
Outputsubsystems
Users
Data Information
Environmentalreporting
subsystem
HRISDatabase
HRIS ModelHRIS Model
Recruitingsubsystem
CompensationSubsystem
Accounting Information Accounting Information SubsystemSubsystem
Two main types of data1. Personnel -- name, birth date, sex, marital
status, education, skills, etc.2.Accounting -- hourly rate or monthly salary,
taxes, insurance deductions, etc.
Human Resources Human Resources Research SubsystemResearch Subsystem
Examples: - Job analyses and evaluations- Succession studies- Grievance studies
This research can generate new data for the database (job analyses)
And it can use existing database contents (succession studies)
Human Resources Intelligence Human Resources Intelligence SubsystemSubsystem
HR has the responsibility for interfacing with the most environmental elements of any functional area.
Government -- stay current on legislation. File reports. Suppliers -- employment services Labor unions, local community, competitors -- sources of
employees Global community intelligence Financial community -- employee planning Competitor intelligence
Environmental Human Environmental Human Resources DatabasesResources Databases
Executive search firm databases University databases Employment agency databases Public access databases Corporate job banks
The HRIS DatabaseThe HRIS Database
Type of data:
1. Employee82.5% of the firms maintain only employee data
2. Nonemployee8% of the firmsmainly organizations external to the firm
Possible HRIS Database Possible HRIS Database LocationsLocations
Firm'scentral
computer
HRcomputer
Operatingdivision
computer
Outsideservicecenter
0
100
200
300
400
Firm'scentral
computer
HRcomputer
Operatingdivision
computer
Outsideservicecenter
342
174
52 32
Database LocationDatabase Location
Operating division -- decentralized Outside service center -- outsourcer Central computer is still the most popular
location HR computer in only 34% of the firms Some firms keep database in multiple
locations
Executives
Non HR
10 3 41 12 3 4 5
(2.78)
Managers
(3.09)
HRDirector(3.79)
Other HRManagers
(4.33)
Not at all Occasionally Monthly Weekly Daily
Users of the HRIS DatabaseUsers of the HRIS Database
PeriodicReports
DatabaseQueries
MathematicalModels
ExpertSystems
94.584.4
34.7
8.7
PeriodicReports
DatabaseQueries
MathematicalModels
ExpertSystems
Percentage of firms
reporting output types
Basic Forms of HRIS OutputBasic Forms of HRIS Output
SoftwareSoftware
Custom software is usually developed jointly by HR and IS
Some software is integrated into a core HRIS
Some is standalone
Work Force Planning Work Force Planning SubsystemSubsystem
Enable manager to identify future personnel needs
Organization charting Salary forecasting Job analysis/evaluation Planning Work force modeling
Number of Firms Using Number of Firms Using Work Force Planning ApplicationsWork Force Planning Applications
In BeingApplication name use developed _____________________________________________ Organization charting 238 58 Salary forecasting 237 47 Job analysis/evaluation 176 66 Planning 68 61 Work force modeling 66 29 _____________________________________________Totals 785 261 Percent applications in use: 75
Recruiting SubsystemRecruiting Subsystem
Applicant tracking
Internal search
Number of Firms Using Number of Firms Using Recruiting ApplicationsRecruiting Applications
In Being Application name use developed
____________________________________________Applicant tracking 235 98 Internal search 111 56 ____________________________________________Totals 346 154
Percent applications in use: 69
Work Force Management Work Force Management SubsystemSubsystem
Performance appraisal Training Position control -- ensuring that headcount does
not exceed budgeted limits. Relocation Skills/competency Succession Disciplinary
Number of Firms Using Number of Firms Using Work Force Management Work Force Management
ApplicationsApplications In Being Application name use developed
_____________________________________________Performance appraisal 244 60 Training 216 102 Position control 177 108 Relocation 121 33 Skills/competency 115 107 Succession 110 102 Disciplinary 63 39 _____________________________________________Totals 1046 551 Percent applications in use: 65
Compensation SubsystemCompensation Subsystem
Most systems in use
Merit increases Payroll Executive compensation Bonus incentives Attendance
Number of Firms UsingNumber of Firms UsingCompensation ApplicationsCompensation Applications
In Being Application name use developed ___________________________________________ Merit increases 404 36 Payroll 389 21 Executive compensation 273 39 Bonus incentives 230 31 Attendance 191 69
_____________________________________________Totals 1,487 196
Percent applications in use: 88
Benefits SubsystemBenefits Subsystem
Defined contribution Defined benefits Benefit statements Flexible benefits Stock purchase Claims processing
Number of Firms UsingNumber of Firms UsingBenefits ApplicationsBenefits Applications
In Being Application name use developed
_____________________________________________ Defined contribution 275 38 Defined benefits 270 47 Benefit statements 234 57 Flexible benefits 195 55 Stock purchase 149 16 Claims processing 88 11 _____________________________________________Totals 1211 224 Percent applications in use: 84
Environmental Reporting Environmental Reporting SubsystemSubsystem
Reporting firm’s personnel policies and practices to the government
EEO records EEO analysis Union increases Health records Toxic substance Grievances
Number of Firms UsingNumber of Firms UsingEnvironmental Reporting Environmental Reporting
ApplicationsApplications In Being
Application name use developed _____________________________________________EEO records 402 43 EEO analysis 352 47 Union increases 165 13 Health records 102 41 Toxic substance 80 32 Grievances 66 31 _____________________________________________Totals 1,167 207 Percent applications in use: 85
Executive Perception ofExecutive Perception ofHRIS ValueHRIS Value
HRIShas littlevalue
HRIS isvalued lessthan othersystems
HRIS isvalued on apar withother systems
HRIS isvalued higher thanother systems
HRIS isthe most highly valued
9
185
242
4
Top mgmtis unawareof HRIS
2531
Users of HRISUsers of HRIS
HR director X X X X X XOther executives X X X X X XCompensation/benefits manager X XHR planning manager XEmployee/labor relations manager X XEEO/AAP manager X X X X X XRecruiting & selection dvlpmnt mgr X XTraining manager XManager of accounting X XPayroll manager X XOther managers X X X X X X
Work Force
Planning
Recruiting
Work Force
Managem
ent
Com
pensation
Benefits
Env i ronm
entalR
eporti ng