HRIS Unit 1: Getting started

1. HRIS Unit 1: Getting started

2. Searching for an HRIS solution 2 types of org culture influence the implementation of HRIS: • Flexible, learning oriented org – change is easier to introduce – process can be highly efficient. • Diffuse, diverse org – resistant to change – difficult sell. How do you asses your organization? - See questions.

3. The new HRIS: Good deal or $6 million paperweight 3 broad integration issues: • Hardware, data and interface • Be sure the technology fits business goals over time • Best of breed offers best interface, now running on web browsers • People – resistance, training • Processes – do you adapt processes to the technology, or do you adapt technology to existing processes?

4. The utility and selection of an HRIS Don’t underestimate importance of buy-in… must have support. Benefits of HRIS: • Leaps in efficiency and response time • Better knowledge management • Calculate complex reporting

5. Important HRIS subsystems • Recruitment • Personnel administration • Time, labor, knowledge management • Training and development • Pension administration • Payroll • Compensation and benefits • Performance evaluation • Auditing • Outplacement

6. Selection of a system • What kind? ERP or specialized software • How do you rank vendors? See questions. • Selection of project team • Developing HR professionals • Employee self-service

7. Who’s in charge of HRIS? HR v. IS? Who has ownership? Biggest problem – HR and IS do not talk to one another.

8. HRIS Team Selection HRIS Team building – who needs to be involved? HR v. IT Process Owner Core Team Peripheral support

9. Core team should consist of no more than 10-12 people – mixed group with different backgrounds, skills, anilities, etc. What are core considerations and objectives of team building meetings?

10. What does it take to develop an HR professional? Requires experience in both HR and IS. Should you hire or train?? Which is more important – HR or IS? Skills required for HRIS professionals: • HR • IS • Management

11. What do you look for in a consultant? • Money • Staffing – how much time are you buying? • Post-implementation support

12. Questions to ask before you outsource any HRIS.20 questions to help you judge your readiness for new HRIS software See questions.

13. Planning and HR system merge Case: Presbyterian Health Care System Mission of a merge: provide accurate and seamless transition 4-part plan: • Stabilize – staff and costs • Integrate – merge data • Upgrade – after data merge, update to latest version of chosen software • Web Rollout – fully operational web-function

14. Powering a systems overhaul How does an organization get to a point that requires a total system overload? Usually, orgs don’t fix what ain’t broke. Thus, change comes when change is required. Delays due to this incur significant costs in the HR function. How must you handle a total systems overhaul? 2 main internal clients: executives and employees. Must sell project to executives and get buy-in from employees. Involve employees EARLY – increase buy-in How to overcome user resistance? Must secure buy-in by: • Involve users – hold workshops, consistent and frequent updates and meetings • Make deals and compromises – home-grown systems

15. A low-cost alternative to traditional HRISHRIS at a small price