HRIS Alignment Model Core Principle: Human Resource Information System The core HRIS principle is that Organizational

Effectiveness begins with the alignment of Human Resources and Business Objectives. Organizations simply can not be effective without this alignment. The primary HRIS objective is a unified set of applications, practices and theories all focused on HRIS Alignment. HRIS partners closely with organizations to: 1) assess alignment, 2) architect aligned HRIS processes, and 3) build alignment. HRIS Alignment Models HRIS adapts Alignment models for different organizations and goals. One of our basic models is provided below. A more extensive hierarchical model consists of approximately 18 factors and over 180 facets. Factors consist of 10 drivers of alignment and 5 performance enablers -- each of which is cross referenced to individual Areas of Alignment (AOAs). This hierarchical model is used as a basis for the HRIS Talent and Performance Alignment Software and Process to assess alignment, localize and determine criticality of areas of misalignment and identify improvement opportunities. The central component in the basic HRIS Alignment Model consists of Key Business Objectives. Organizations and jobs are aligned to most effectively execute clear roles and cross functional synergies to accomplish business objectives. Talent is aligned with key position requirements to assure that the performance of each function is fully powered and optimized. Human resource processes are aligned and fine tuned to assure that talent is effectively placed, motivated, highly capable and retained. Culture is aligned to assure that the right behaviors are expected, encouraged and reinforced. At the end of the day the alignment of human resources and organizations is the starting point for success. Core components of the basic HRIS Alignment Model are illustrated as follows:

HRIS Alignment Process HRIS focuses on on aligning Human Resource Processes, Talent, Jobs, Culture and Key Business Objectives. To do this we: 1) assess alignment, 2) architect aligned HR processes, and/or 3) work closely with organizations to build alignment. HR alignment factors include the following:

Assessing HRIS Alignment

Architecting HRIS Process Alignment

Building HRIS Alignment

Individual results w/ business goals Talent levels w/ business objectives Individual w/ career goals Team and unit w/ business objectives Culture w/ business objectives Process w/ business objectives.

Talent Management Performance Management Employee Selection and Placement Succession Planning Rewards and Recognition

Assuring person-job fit Optimizing human performance Assuring bench strength Intentional culture shaping Organization and Job Design

HRIS Alignment Focal Points HRIS focal points for human resource alignment vary in accordance with the needs of each organization. Specific questions are mapped to the direct needs of an organization at any given point in time. We believe that human resource alignment assessments are only as good as the questions asked and the quality of the information gathered. Broad-based questions include the following:

What are the key business objectives most impacted by human resource effectiveness? To what extent are the organization structure and job responsibilities aligned with key business objectives? To what extent are employee (and new hire) knowledge, skills, abilities and other traits aligned with position requirements? To what extent are human resource processes aligned with talent and performance objectives? To what extent is culture aligned with performance expectations?