HRIS Applications I

1. HRIS Applications I

2. Major HR Functions • Organizational design & HR planning • Staffing • Employee & organi-zational development • Compensation & benefits • Performance management • Quality of work life & compliance • Communications & public relations

3. Organizational Design & Human Resource Planning • HR planning • Job analysis • Job design • Work teams • Information systems

4. HR Planning IS • To assess future supply and demand • HRIS applications: • Turnover analysis • Personnel planning • Succession planning • Labor relations planning • Organizational charting

5. HR Planning - Work Force Profile Review • Reports, standard & ad hoc examples • Average age and length of service by division • Average age by function and job type • Age bands of over 55, under 30 for turnover • Interpretations • Identify factors that affect how HR supports strategic direction • Answer questions to identify current problem areas & anticipate future problems, opportunities

6. Data requirements, examples historical data promotion demotion transfer turnover retirement job type division time frame average salary, benefit costs anticipated growth or decline rate anticipated salary growth rates turnover reason length of service performance rating Work Force Dynamics Reporting • Focuses on employee movements over time

7. Example: Turnover Analysis Categories of Turnover Year Home Int’l Profile of People Leaving the Company:

8. Transition Matrix Historical Transition Information (1993-1994)

9. Flow Projection: Attrition Report Attrition Report (no hires or reductions) 1989 1990 1991

10. Personnel Planning Analysis

11. HR Planning Summary • Decision support systems, “what if” analyses • Stimulate thinking about policies & programs • Data collection, analysis, and evaluation to summarize information • Offers information, not interpretation or decision • Used to: • identify gaps and surpluses • evaluate policy compliance • determine implications of implementing new programs

12. Staffing • Recruiting, interviewing, hiring • Employee selection methods • Induction, orientation • Affirmative action, EEO planning • Promotion, transfer, separation • Outplacement services

13. Staffing/Employment IS • Identify, attract, select prospective employees within budgetary & legal guidelines • Maintain pertinent employee data over time • HRIS applications: • Applicant tracking • Recruiting analysis • Selecting: tests and evaluation • Basic employee information • EEO/AA • Position control • Scheduling

14. Applicant Tracking Example Race: C. Caucasian B. Black O. Oriental A. American Indian H. Hispanic Referral Source: 1. Walk-in 2. Ad 3. Agency 4. Referral 5. File search Status Disposition: 1. Another chosen 2. No opening 3. Declined interview 4. Declined job 5. Hired

15. Title VII and other laws Prohibit discriminating File reports of employment patterns Data maintenance, manipulation, analysis, reporting Applicants & employees Selection rates in hiring, promotion, other Adverse impact (4/5 rule) EEO Reporting

16. Impact Ratio: M-F Promotion • Data from HRIS: • # in job group, begin AA planning period • Male: 60, Female: 20 • # promotions during AA planning period • Male: 20, Female: 4 • Compute rate of selection • 20 male promotions/60 potential male promotees = .33 • 4 female promotions/20 potential female promotees = .20 • Compute impact ratio • .20 female rate/.33 male rate = .61 • Is there adverse impact?

17. Affirmative Action • Who: Government contractors & organizations found with illegal hiring • Utilization analysis: compare employment of women and minorities in the work force with their availability in the labor market • Establish goals & timetables to eliminate any instance of underutilization of women and minorities in the employer’s work force. • Plan action steps to be taken by management to reduce underutilization, attain goals & timetables.

18. Employee & Organizational Development • Attitude surveys • Career planning, development • Employee assistance, counseling • Skill training, non-management • Retirement preparation programs • Management, supervisory development

19. Training & Career Development IS • Training needs analysis • Formal education needs • Training administration • Computer-based training • Training evaluation • Career profile • Future development • Career planning

20. Training Administration • Data requirements • Employee ID • Current job • Previous jobs with firm • Other work experience • Education reimbursement • Course title • Educational degrees • Apprenticeships • Training class lists • Training location • Training cost • Formal education experience • Skills acquired • Certifications • Education completed • Training evaluations

21. Training Administration Reports • Employee development a major cost/value • Cost/benefit analyses • Standard individual or summary reports: Employee job history, employee training report, career profile. • As turnaround documents • Ad hoc inquiries

22. Citibank’s Jobmatch Candidate Matched to Requisitions Distribute to PS Options--Same Group only: No Grades 7 to 9 Min Salary: 319C Candidate: Staffmember, John Q Per No: 0190025 Grade 07 Teller Banking Group: Consumer Services Performance Rating: F Special Qualifications: Prefer Wall St Assignment - - - - Scores- - - - -

23. Training Evaluation • Data Requirements • Same as training administration • For DSS, add: training outcome measures: exam scores, trainer evaluations, and job performance changes after training, an information on training participants. • Reports • DSS with statistical model • Air force Technical Training Impact Model (TTIM)