Transcript
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Using current technology to full capacity;
How to plan for the future;
Communication of an HRIS system's value beyond HR;
Thinking about new ways of using data to help move your business forward; and,
Effectively budget and manage your HR Technology resources.
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Use systems that are appropriate for your company
Contact your audit and legal departments
Trust Managers and Employees
It’s all about the data or data is power
Act as if your HRIS group is a “Center of Excellence”
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Overview
Evolution› Technology› HRMS
Plan for the Future
The Future
Example
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Human Resources (HR)› The persons employed in a business or organization;
personnel. › The field of personnel recruitment and management.
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Recruit, Hire, Train, Sustain, and Reward the Right People.
Overview
Information Technology (IT)
– The development, installation, and implementation of computer systems and applications.
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Turning data into knowledge
Overview
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Recruiting
Training
Salaries
Overtime
Benefits
Executive Comp & Perqs
Job Documentation
Compliance
Promotions
Incentives
Succession Planning
Human Resources
Communications Job Evaluation
Information Technology
Excel
PowerPoint
Access
HRIS
Payroll
Overview
Manager Self Service
Employee Self Service
Development
Growth
Reward
Success
Measurement
HRIT, HRIS, HRMS, etc.
Major HRIS Vendors:› Oracle, PeopleSoft, SAP, etc.› Lawson, ADP, Best, Ultimate, etc.
Payroll› PeopleSoft, Lawson, SAP, Oracle› ADP, ProBusiness, Ceridian
Other systems› Compensation Mgmt - AIM, Kadiri, Workscape, etc.› Planning – Aon, Mercer, Watson Wyatt, Towers Perrin, etc.› Incentives - Centive, Synygy, Westport Software, etc.› Benefits – Aon, PeopleClick, Workscape, SynHRgy, etc.› Portals, Recruiting, Learning Management, Talent
Management, etc.
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Overview
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The Early Years
Abacus 3000 B.C.
Rotating Slide Rule 1622
Pascal’s Adding Machine 1642
Jacquard’s Loom Machine 1801
Babbage’s Difference Engine 1801
Zuse’s Z-1 Machine1938
Colossus1943
Evolution
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1950s
1960s
1970sMainframesStorageCOBOL(1959)
PascalFortranBasic
CalculatorsMicrocomputingApple II
1980sSoftwareProcessing powerCDs
1990sUser InterfaceNetworkingEmail/The Internet
2000sWirelessConvergence
Evolution
DBMS
Payroll
HRIS
Enterprise Resource Planning14
Transactions
Storage
Analysis
Access
Evolution
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HRISPayroll
• Transactions entered manually and centrally
• Stores data and transactions
• Calculations are done outside of the system
• Simple exports to benefit providers
eHR
• Transactions entered manually and centrally
• Stores data and transactions
• Performs simple calculations
• Provides feeds to other systems and providers via export
• Transactions are initiated by employees or managers
• All calculations are parameterized for easy changes
• Other systems use ODBC, automated feeds or other integrated linkages
ERPs HR PortalsNext GenPayrollAccess/Excel
Evolution
Manager Self Service Employee Self Service Executive Information System Payroll feeds Benefit calculations Reporting (including Managerial/Legal) Compensation Program Administration History Globality Budgeting/Planning Headcount Recruiting Skills Inventory, Career Development, Succession Planning,
Training, Competencies Job History and Employee Background Market Pricing/Matching/Survey Management
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Evolution
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Data
Compensation
Recruiting Benefits
HR
PayrollTraining
Reporting
History Calculations
Headcount
IT/Infrastructure
Executives
Legal/Audit
Security
Facilities
Strategy &Planning
Finance
Managers/Employees
Evolution
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Corporate HR audit
What are the company’s› Business Goals› Acquisition Strategies› Understanding of timeframes
What are the HR priorities for systems?
What’s the BUDGET?
ROI
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Plan for the Future
New System or a makeover?
Highly customized or configured?
How old is your current system?
Are there plug-in solutions out there for your needs?
Think ahead…20
Plan for the Future
What do you want your HR processes to be?
Keep the data clean
Clean data = money savings
Make sure you get a specification from your vendor
Remember your ROI requirements and business plan goals
Manage the implementation carefully
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Plan for the Future
Now that your system is built, keep it running smoothly
Remember to stay true to the processes designed into your system
Create plans for renewal of your vows
Reporting and analyzing off of your new data
Ensure ROI goals have been met
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Plan for the Future
1. It always takes more time and more money than you thought!
2. Review your processes first
3. Map out step by step who does what and how it will work prior to design (workflow is key)
4. Think globally at the beginning
5. Exceptions are the rule – flexible designs are key
6. Get detailed specs in writing before programming
7. Usability or user testing early in the design
8. Don’t underestimate the training required for the program fundamentals
9. Do ONE thing right first!
10. TESTING, TESTING, TESTING
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Plan for the Future
HR is a cost center - provide a service that business leaders need
Anticipate needs
Ask executives for their knowledge wish list
Turning information into knowledge
Be bold – think creatively
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Integrated ERP Systems
Advanced IVRs
Portals
PDA Access to Data
Decentralization25
Personalization
The Future
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• Saves time•Saves money•Reduces the risk of selecting the wrong HR payroll system• Save effort•Completely impartial and unbiased•Up to date•Other uses
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