Review to Chapter 2

1. Review to Chapter 2 Requirement is to digitized the form using html form code/ ms access/ other form designs software

2. Chapter 3 The Enterprise Human Resource Systems

3. The development of HRIS can add value to the organization • A well-planned, centralized HRIS has been emerging as a challenge in the globalization of economies. • Learning Objective: • To identify the types of core systems in managing HRIS

4. Types of Core Systems • Core Data Repository • This system can be managed and maintained in one environment or in an environment composed of a number of environments. • It is operated in a highly centralized and inflexible but secure and powerful environment • CDR is used to collect corporate resource data from upstream data sources (System of Record) and then distribute the data in flat files to downstream systems (IT applications)

5. 2. Document Repository • This composed of decentralized systems that are designed and deployed for specific purposes. • The document repository has a mechanism of storing and indexing annotated documents by providing keyword search and other queries.

6. Chapter 4 Learning Objective: To be familiarized with the different phases of SDLC Model Requirements: Answer the following questions System Development Life Cycle (SDLC) Model

7. 5 Phases of SDLC A. Inital Planning Phase -Understanding the system needs of human resource management starts with understanding the business processes that it supports. R1:What are the manual processes done in your HR unit?

8. B. Analysis Phase • This is made possible through the use of fundamental planning and a structured process associated with systems analysis and design. • Businesses/Internal/Organizational • R2: Who are the employees using the manual system? • If possible copy/create their organization chart.

9. Analysis Phase • Develop Functional Requirements R3: Interview HR employees – Which among the system they want to automate. 2. Identify Technical Requirement R4: How many users will use the system? name them if possible.

10. Identify System Options – build, buy, rent, outsource R5: Choose build as part of your requirement • Identify Shared services or an ERP system R6: Identify other offices who can use your deisgn/database.

11. C. Design Phase • Request for Information (RFI) - usually conducted through the use of data gathering techniques like interview, internet search, phone calls, teleconference etc. R6: List down the data gathering techniques you will use/ been used in conducting your requirements

12. 2. Request for a Proposal (RFP) - is a formal document which the client organization lays out its requirement for their PIS or HRIS. - Introduction, Business Operations, Benefits of the Solution, Work plan/Statement of Work, Projected Cost (considering Time)

13. D. Implementation Phase • Prior to implementation, a feasibility analysis guided by the ff: • Technical competencies • Afford projected projects • Legal and regulatory considerations • Operational issues, critically timing, resources to support them • Deadline to require a project

14. Factors towards succusful implementation • Tools – hardware/software/infra • Training of users, management, implementation team, key stakeholders

15. E. Operations and Support Phase • Final Phase of a successful project plan. • Focused on the “go live” phase of the new system and the expectation that will work properly, to its maximum potential, providing end-users with the intended functionality. • Monitor the system, determine what happen,

16. Chapter 5 Policies, Ethical considerations, and legal framework for HRIS

17. If there’s no policies in managing HRIS, the data or information will be at stake might destroy the credibility of the employee and image of the organization. • The personnel records and the minimum required data elements are provided. • The maintenance of personnel records is the responsibility of employee, his/her superiors, and the management.

18. Learning Objectives • To identify the information needed in the formulation of HRIS policies • To identify some records and forms used and maintained by the Personnel department • To list several things human resources can to do to foser data security in using HRIS

19. A. HRIS policy-formulation • Who are responsible in maintaining, updating, and securing personnel information • What data elements are maintained and updated? • Accessing confidential info like medical records • Records retention policy of the company • Records disposal policy • R7: make policy in your HRIS – follow the guide questions above.

20. B. PERSONNEL RECORD MANAGEMENT • Personnel records contain confidential information on these records has to be protected against loss, damage, tampering and the like. • They has to be kept up to date and examined periodically to eliminate those that are unnecessary. • Records of inactive employees are kept in a file. • Index system – use by the organizations for quick reference on the basic information on the employee

21. C. Security and privacy concerns • Security in an HRIS includes password, audit trail, blocked system • Privacy in an HRIS – some records are confidential so there should be policy on management

22. Data security and integrity • Risks and threats to data security grow. • HR responsibility to protect data and establish security issues throughout the organization. • Cybercrime and data integrity – one aspect is data alteration and destruction. • To control – security /policies, strong password

23. Ethics and employee rights • Laws that allow employees to inspect files • Allow employees to update information they believe inaccurate • Electronics surveillance of employees and employers – employees right to privacy.

24. Submit on or before 3rd saturday of march • Compile in a Folder • Reqt for Chapter 2 – Form • Reqt for Chapter 3-5 Mini Project Study • Final Exam