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Human Resources Line of Business (HRLOB)

Human Resources Line of Business (HRLOB). Gary Gaspard, Associate Director HRLOB Directorate Government Employees Services Division. Agenda. Goals Organization Time and Labor Management Enterprise HRIS Solution Updates Enhancements Provider Assessment. HRLOB Goals.

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Human Resources Line of Business (HRLOB)

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  1. Human Resources Line of Business (HRLOB) Gary Gaspard, Associate DirectorHRLOB DirectorateGovernment Employees Services Division

  2. Agenda • Goals • Organization • Time and Labor Management • Enterprise HRIS Solution • Updates • Enhancements • Provider Assessment

  3. HRLOB Goals • Facilitates “Strategic Management of Human Capital” • Provide Government-wide, modern, cost effective, standardization and interoperable human resource solutions • Provide common core functionality to support the strategic management of human capital • Eliminate redundant HR systems and processes across the Federal Government

  4. NFC’s HRLOB Organization • HRLOB Directorate established within the Government Employees Services Division • Support development and operations ofsystems and services that meet OPM’s target requirements for HRLOB Shared Service Centers (SSC) • Responsible for the strategic direction of NFC’s HRLOB related offerings

  5. NFC’s HRLOB Organization • Operate HRLOB Help Desks • EmpowHR Help Desk • webTA Hosting Plus Help Desk • Provide “back office” services • Benefits management • Organizational and position management • Compensation Management • Personnel Action Request (PAR) processing • Staffing

  6. NFC’s HRLOB Organization • Manage HRLOB partnerships • OPM/OMB • Shared Service Center Advisory Council (SSCAC) • Multi Agency Executive Strategy Committee (MAESC) • APHIS – HR services • Kronos – webTA • Oracle – HRIS • Customer Advisory Council (CAB) • Functional Users Network (FUN) • Unisys – EmpowHR

  7. NFC’s HRLOB Organization • Manage HRLOB Enterprise Architecture • To effectively leverage technology in the modernization of business operations and supporting systems at NFC • Full-time HRLOB Enterprise Architect (EA) • Initial step is to establish EA Governance framework • Catalog current system/governance artifacts into a single EA repository • Perform software quality assurance functions

  8. NFC’s HRLOB Organization • Develop NFC’s HRLOB modernization blueprint • Aligns with OPM’s required SSC service offerings • Ensures appropriate information technology investments through Federal EA governance framework • Provide implementation services • Provide subject matter experts • HR Specialists • HCM Warehouse Business Intelligence support • Infrastructure Performance Management

  9. Time and Labor Management • webTA Hosting plus Highlights • Kronos Version 3.8.11 webTA • Automates workflow • Provides Employee/Manager Self Service functions • Multi-tier Help Desk support • Full Data Center hosting • Web services API to support electronic capture (badge swipe) of employee time • Supports 85,000 Federal employees

  10. Enterprise HRIS Solution • EmpowHR Highlights • Integrated suite of commercial and Government applications to support critical HR functions • PAR Processing • Benefits Management • Payroll Transaction Processing • History Corrections • Performance Management • Position Management • Oracle/PeopleSoft Version 9.0 based • Full HSPD-12 functionalities

  11. Enterprise HRIS Solution • EmpowHR Highlights (cont’d.) • Automates workflow • Ability to track Persons of Interest via Person Model • Supports Manager/Employee Self Service • Role based/row level security • Multi-Tier Help Desk support • Integration of User Productivity Kit (UPK) • Supports 200,000 Federal Employees

  12. HRLOB Updates • Completed the scheduled USDA migrations to webTA Hosting Plus • Migrated Government Printing Office to EmpowHR • Implemented EmpowHR ePerformance module at Library of Congress • Implemented EmpowHR Person Model • Implemented EPIC web for non-EmpowHR users

  13. HRLOB Enhancements • webTA Hosting plus • Integration with legacy payroll to update employee data and leave balances on daily and bi-weekly basis (release 3.8.14 currently in QA testing) • Implementation of webTA Reporting Module to expand reporting capabilities (CY 2010) • Version 4.0 Pilot (CY 2010)

  14. HRLOB Enhancements • EmpowHR • HCM Warehouse using OBIEE to support workforce analytics (currently in QA testing) • Talent Acquisition Manager/Candidate Gateway(CY 2010) • Override Code Implementation (CY 2010)

  15. HRLOB Enhancements • Help Desk improvement initiative: • Overall goals of improvements are: • Ensure accuracy of responses • Ensure consistency of responses • Streamline problem resolution • Independent reviews of business practices • Roll-out of Remedy 7.1 across functional and technical Help Desks and support organizations (Spring 2010) • Effectiveness of improvements communicated via enhanced metrics reporting • Adding expertise where needed, e.g., additional HR specialists in the EmpowHR Help Desk

  16. HRLOB Provider Assessment • OPM sponsored assessment to appraise HRLOB service providers’ ability to deliver services to their customers • Kickoff July 12, 2010; completion target is January 3, 2011 • OPM will request Agency POC’s for questionnaire responses • Business practices reviewed • Strategy and Architecture • Customer Relationship Management • Compliance • Performance Management • Integration and Interoperability

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