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hris notes

hris notes

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Published by Veena Sugunan

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Published by: Veena Sugunan on Jul 02, 2012
Copyright:Attribution Non-commercial


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HRIS Alignment ModelCore Principle: Human Resource Information System
The core HRIS principle is that Organizational Effectiveness begins with the
of HumanResources and Business Objectives. Organizations simply can not be effective without thisalignment. The primary HRIS objective is a unified set of applications, practices and theories allfocused on HRIS Alignment. HRIS partners closely with organizations to: 1)
aligned HRIS processes, and 3)
HRIS Alignment Models
HRIS adapts Alignment models for different organizations and goals. One of our basic models isprovided below. A
more extensive hierarchical model
consists of approximately 18 factors and over180 facets. Factors consist of 10 drivers of alignment and 5 performance enablers -- each of which iscross referenced to individual Areas of Alignment (AOAs). This hierarchical model is used as a basisfor the 
 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 functionalsynergies to accomplish business objectives. Talent is aligned with key position requirements toassure that the performance of each function is fully powered and optimized. Human resourceprocesses are aligned and fine tuned to assure that talent is effectively placed, motivated, highlycapable and retained. Culture is aligned to assure that the right behaviors are expected, encouragedand reinforced. At the end of the day the alignment of human resources and organizations is thestarting 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 andKey Business Objectives. To do this we: 1)
alignment, 2)
alignedHR processes, and/or 3) work closely with organizations to
alignment. HRalignment factors include the following:
Assessing HRIS Alignment Architecting HRIS ProcessAlignmentBuilding HRIS Alignment
Individual results w/ businessgoals
Talent levels w/ businessobjectives
Individual w/ career goals
Team and unit w/ businessobjectives
Culture w/ business objectives
 Process w/ business objectives.
Talent Management
Performance Management
Employee Selection andPlacement
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 eachorganization. Specific questions are mapped to the direct needs of an organization at anygiven point in time. We believe that human resource alignment assessments are only asgood as the questions asked and the quality of the information gathered. Broad-basedquestions 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 keybusiness objectives?
To what extent are employee (and new hire) knowledge, skills, abilities and other traitsaligned with position requirements?
To what extent are human resource processes aligned with talent and performanceobjectives?
To what extent is culture aligned with performance expectations?

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