Productivity Through HRIS

Jaspreet Singh Nandre

Manas Nial

Preetam Debasis h Sahoo

Shakti Prasad Chhotar ay

Snigdha
Subhabrat a

Sonali Majumd ar

Pradhan

Agenda
• Introduction to HRIS • Different packages of HRIS • Importance of HRIS • Improvising productivity through HRIS • Advanced HRIS

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Introduction
• Concept of HRIS? • Functions of HRIS. • Need of HRIS. • Effectiveness. – Adequacy of information – Specificity – Relevance

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Introduction
• Advantages – Faster access – Integration – Multiuser benefit • Pre requisites for implementation of HRIS – Corporate climate – Employee status – The technology platform
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ERP Packages
• Packages range from Large scale enterprises to medium and small scale companies • Integrate all the individual processes of the individual departments into a single system
Market Share
6% 13% 5% 3% 2% 46% Microsoft 25% Sibel JD Edward HR Office Ascentis
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SAP Oracle Peoplesoft

SAP
• Started in 1972 by 5 former IBM employees • It is the world's largest inter-enterprise software company and 4th largest independent software supplier • Its basic idea was to provide customers with the ability to interact with a common corporate database • Built around their latest R/3 system, which is a competition to the IBM’s AS/400 platform, it provides the capability to manage – – – – financial, asset, and cost accounting, production operations and materials, Personnel archived documents

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• Latest R/3 version is an internet enabled package

Oracle(11i) E-Business Suite
• Oracle E-Business suite is a collection of ERPs which is built up on their core RDBM database technology • Contains several business lines such as Oracle Financial, Oracle Logistics, Oracle HR, Oracle Sales etc. • Seamless Integration and Complete Flexibility is the basic feature of the Oracle E-Business Suite • It also includes Oracle Marketing and Oracle Supply Chain Management • Main competitor of Oracle is SAP
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HR specific ERP
• ABRA SUITE: for human resources and payroll
management

• ABS (Atlas Business Solutions): General
Information, Wages information, emergency information, Reminders, etc.

• HRSOFT: Generate a wide range of
reports, resumes, employee profiles, replacement tables and succession analysis reports, Identify individuals for promotion, skills shortages, unexpected vacancy, Discover talent deep, Competency Management, career development.

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Contd..
• CORT (HRMS): Applicant tracking, Attendance tracking
and calendars, Wage information, Skills tracking, Reports-to information, Status tracking, Job history tracking.

• HUMAN RESOURCE MICROSYSTEMS: Sophisticated data collection and reporting, flexible spending
accounts, compensation, employment history, timeoff, EEO, qualifications, Applicant/Requisition Tracking, Position Control/Succession Planning.

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Contd..
• ORACLE- HRMS: Oracle irecruitment, Oracle SelfService Human Resources, Payroll, HR Intelligence, Oracle Learning Management, Oracle Time and Labor

• PEOPLESOFT: Enterprise eRecruit, Enterprise Resume
Processing, Enterprise Services Procurement, Workforce Planning, Warehouse

• SPECTRUM HR: iVantage® and HRVantage®. iVantage
is a Web-based HRIS product designed for organizations with up to 10,000 employees.

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Contd..
• SAP HR: Human Capital Management (HCM) for
Business, All-in-One: Rapid HR.

• VANTAGE: HRA: 'Point-and-Click' report
writing, internal Messaging System for leaving reminders to yourself, to someone else or to everyone using HRA - very useful for Benefit Applications, Disciplinary Actions, Special Events, Employee Summary Screen for Basic, Leave (Absenteeism) and Salary/Position History, skills & training module, Leave Tracking Module

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Importance of HRIS
Strategy Competitiveness People HRM

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CONT…….
AN ORGANISATI ONAL PROCESS
HRIS
STRAT EGY

ORGANISATION

COMPETITIVENE SS

PEOP LE

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CONT……
• DECISION -MAKING PROCESS -

Strategic
Functional

-create a comprehensive learning organization -

-personal development plans for employees, individual training plans + HRIS -Operational -maintaining data in the system + using HRIS

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CONT…
-personal information
- census information - qualifications - leave application - leave balance - leave cancellation - leave approval/rejection - salary information - company calendar - appraisal results - online appraisal process

Working of HRIS

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CONT….
BENEFITS: (efficiency efficiency) Saving time (efficiency) -Adequate information base that leads to timely and just decision making. -Responding faster to employees inquiries . (efficiency efficiency) Saving costs (efficiency) -Less time spent on tasks= Less time - Minimum paperwork reWork re-allocation effectiveness) (effectiveness) -Helping the employees performing better . -Integrating the human resource function .

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HRIS : The strategic value
Efficiency – cost & time Effectiveness- PEOPLE => Adding

strategic value to the organization
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HRIS: the way to gain Competitive Advantage
PEOPLE- the most valuable asset, competitive advantage HRIS -manages PEOPLE efficiently and effectively => HRIS- gaining competitive HRIS-

advantage

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Increasing productivity
• Manage HR globally on a single system of record while complying with local laws and regulations with the global core HCM system • Forecast, deploy, track and manage your labor with workforce management • Cut costs and increase productivity with workforce service delivery • Attract, retain, and motivate a superior workforce with integrated talent management • Integrate and Streamline Your HR Processes • Optimized Workforce Management—optimized staffing schedules can impact customer satisfaction, drive sales and reduce operating costs
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Contd.
• Reduced production time—produce a weekly labor schedule in minutes rather than several days • Schedule Management—Staffing schedules based upon peak periods can lead to increased customer satisfaction. • Leverage Mathematical Modeling—Forecast and demand planning features incorporate a statistical analysis engine to forecast daily and weekly business demand

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• Work from a Single Source of Truth
Increase accuracy and timeliness by providing both managers and employees a single point of entry to all your HR information and processes.

• Drive Employee Self-Service
Enable employees to manage everything from profilesincluding skills, resumes, contact details, and bank datato learning, benefits, payroll, and more, through selfservice portals. Increase worker productivity.

• Empower Managers
Enable managers to perform transfers, regrading, employee training enrollment, terminations, skills searches, and more. Manage the recruiting process.

• Support Career Development
Provide employee access to targeted training and job opportunities. Enable managers to graphically search for suitably skilled individuals or groups and then match them to work or learning opportunities.
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• Reduce costs associated with labor-intensive research and responses to common employee issues by using an automated global help desk solution. • Free HR staff to focus on strategic business activities instead of administrative tasks. • Pre-built, secure integration between PeopleSoft Enterprise HR and PeopleSoft Helpdesk for HR reduces data entry, improves data accuracy, and leverages existing system investments. • Agent's talents are matched with workforce issues to deliver the right answer in realtime, translating to less down time.
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Appraisals
• • • • Support for multiple types of appraisals. Collaborative appraisal system Include competencies and objectives in the appraisal Create and maintain appraisal and assessment templates HR professionals can easily create and maintain appraisal templates, competency-assessment, and objective-assessment templates.

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Contd…..
• Increase Productivity Keep sales reps motivated with on time and reliable payments and direct access to compensation plans, calculations, and transactions. • Align Your Workforce Increase sales line of sight to corporate strategy to increase sales success rates. • Gain Flexibility Complete coverage for any compensation plan design. Plans can be quickly created, modeled, and rolled out to meet changing business needs. • Financial Control Manage administrative costs and gain visibility into your variable payouts. Support corporate governance initiatives.

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Learning management
• • Increase Efficiency by Managing Learning Content Assemble and deliver learning content rapidly Enable the reuse and assembly of learning content that makes use of mixed media and multiple learning modalities. Deliver the optimal blend of classroom and online training. Extend Solution Value by Providing Learning to Customers and Partners Provide self-service access to learning for customers and partners. Retain onestop administration. Automate catalog distribution and enrollment. Simplify Administration by Efficiently Scheduling and Managing Resources Place the right resources and equipment in the right locations. Define learning event needs only once. Ensure instructors possess the necessary competencies and experience. Consolidate training initiatives on a scalable, cost effective LMS. Simplify Administration by Efficiently Scheduling and Managing Resources Place the right resources and equipment in the right locations. Define learning event needs only once. Ensure instructors possess the necessary competencies and experience. Consolidate training initiatives on a scalable, cost effective LMS
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• • • •

• •

• Workforce Insight— Monitor workforce demographics in line with your recruitment and retention objectives. Analyze efficiency of the entire recruitment process lifecycle, understand and prevent the drivers of employee turnover. • Targeted Workforce Development — Gain insight into the movement of top and bottom performers in the organization to engage and develop internal talent. Gain insight into learning demand by analyzing course enrollments by job, delivery methods, and organizations. • Improved Compensation— Understand how compensation impacts performance, ensure compensation is equitable and consistent across roles, and align variable compensation with your organization's objectives and goals. • Leave and Absence— Get a comprehensive view into employees' current, planned, and historical absence events; monitor absence trends as a predictor for employee engagement. • Better Understanding of HR Performance— Assess HR's overall performance and employee productivity using industry benchmarks such as revenue per employee, contribution per headcount, and return on human capital.

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• •

• •

• •

• • • • • •

Gain Daily Business Intelligence Leverage predefined KPIs to set management goals. Consolidate all key information on a single homepage, with one-click access to automated out-of-tolerance notifications, KPIs, reports, and more. Manage Workforce Development and Learning Analyze competence gaps by person and job. Analyze skills gaps for groups and individuals. Manage training attendance, resource use, costs, and success rates. Optimize Compensation Analyze salary trends. Compare average salaries by group. Look at salary distributions and skews by grade, performance, and service test. Evaluate benefits plans for maximum value. Manage Recruitment Analyze time and costs by recruitment method. Review recruitment success rates. Analyze applicant statistics and dropout reasons. Analyze Workforce Composition Understand workforce trends by job, geography, user-defined categories, minority groups, and business areas. Manage Utilization and Productivity Analyze planned and unplanned hours by cost band over time. Analyze absenteeism by reason over time.
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HRIS Strengthening Implementation Toolkit: Welcome
This Toolkit provides a package of HRIS procedures and tools to HRH stakeholders, HR information system managers and software developers to facilitate applying the HRIS strengthening processes and iHRIS software developed by the Capacity Project. The Toolkit collects briefs, forms, case studies, resources and other materials to assist with all five steps of the HRIS strengthening process.
Goal: Understand the HRIS strengthening process. Section I: Building HRIS Leadership Goal: Establish and manage a Stakeholder Leadership Group to guide HRIS strengthening activities. Section II: Assessing and Improving Existing Systems Goal: Identify, assess and improve existing systems and processes that support the HRIS. Section III: Developing Software Solutions Goal: Identify requirements for, select and deploy HRIS software solutions. Section IV: Using Data to Make Decisions Goal: Understand and improve the use of HRH data for planning, decision making and sharing.

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Introduction
Goal: Understand the HRIS strengthening process. Before getting started, read the materials in this section to learn what can be accomplished by strengthening human resources information systems for health workers and understand the five steps of the HRIS strengthening process developed by the Capacity Project. About tool kit: Acronyms list, contributors and contact information. Overview: Strengthening HRIS Why strengthen human resources information systems? What is an HRIS? What has the Capacity Project accomplished, and what have we learned? PDF HRIS Strengthening Implementation Guidebook What is the problem that HRIS strengthening addresses and why is a mature HRIS necessary? What are the five stages of the five-step HRIS strengthening process? How do you use the Toolkit?

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Section I: Building HRIS Leadership Goal: Establish and manage a Stakeholder Leadership Group to guide HRIS strengthening activities. We advocate a country-level participatory approach to strengthening HRIS, the foundation of which is a leadership body composed of stakeholders in the system. The materials in this section provide the tools needed to organize the group and guide its work. Establishing the Stakeholder Leadership Group Who are the stakeholders? What is the role of the Stakeholder Leadership Group? Establish the leadership group and plan the group's initial activities. Stakeholder Leadership Group Principles of Operation and Terms of Reference Determine how the Stakeholder Leadership Group will operate and what the group's purpose, vision and goals will be. Developing Human Resources Policy and Management Questions Develop the key questions that the human resources information system will address.
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• Section II: Assessing and Improving Existing Systems
• • Goal: Identify, assess and improve existing systems and processes that support the HRIS. An initial step in information system strengthening is to determine what systems and infrastructure are in place to support the HRIS, as well as the data that will feed into the system. The tools in this section guide the process of assessing and improving existing systems that will support the HRIS. Learn who is involved in the HRIS assessment and develop interview questions. Identify the gaps that emerge from the assessment results. Health Information System and Strengthening Activity Survey Conduct a high-level inventory of all health information systems that may support or link to the HRIS. HRIS Assessment Questionnaire Collect baseline information about any human resources information systems currently operating. Technical Brief: Data Quality Considerations in HRIS Strengthening Understand basic data quality concepts and best practices for ensuring data quality in HRIS strengthening activities. PDF Designing Data Collection Tools and Procedures Ensure that data collected are current and complete, and reduce errors in the data. Determine data flow and compliance for sharing data while maintaining data security. Sample Health Worker Data Collection Form Use this sample form to gather data on health workers. The form can be modified, filled out on the computer, or printed and completed by hand.
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• Conducting the HRIS Assessment
• • • • • • • • • • • •


• •

Section III: Developing Software Solutions
Goal: Identify requirements for, select and deploy HRIS software solutions. The next step is to develop HRIS software solutions that are customized for the country context and answer the key HR policy and management questions for that country. This section provides case studies and tools for developing an initial HRIS solution or deploying the Capacity Project's suite of mature HRIS solutions. Use Case Development Tool Understand what a use case is and how use cases help with developing software requirements. Develop use cases to specify important goals of the HRIS. Case Study: Developing an HRIS Step Solution Illustrates how an HRIS step solution was implemented in Swaziland. A Brief Guide to the iHRIS Software Suite Describes the three solutions in the iHRIS Suite, the requirements for installing and running the software and the Open Source license under which the software has been released. A Brief Guide to iHRIS Qualify Describes the benefits and features of the licensure, qualification and training tracking system in the iHRIS Suite. A Brief Guide to iHRIS Manage Describes the benefits and features of the human resources management system in the iHRIS Suite. A Brief Guide to iHRIS Plan Describes the benefits and features of the workforce planning and modeling software in the iHRIS Suite. iHRIS Software Suite Install the Windows version of the iHRIS Suite on your desktop computer or download versions of all three components to install on a Linux server. iHRIS Software Documentation Access the user's manuals, use cases and technical documentation for the iHRIS Suite.

• • • • • • • • • • • • • • • • •

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• Section IV: Using Data to Make Decisions
• Goal: Understand and improve the use of HRH data for planning, decision making and sharing. • The primary aim of any HRIS should be to promote better use of data to drive effective decision-making for addressing daily challenges and positively impacting HR policies and practice. The briefs included in this section will improve the use of data to make decisions. • Technical Brief: Building the Bridge from Human Resources Data to Effective Decisions: Ten Pillars of Successful DataDriven Decision-Making • Presents ten fundamental and practical pillars to aid in building a bridge from HR data and reports to effective HR policy and management decisions. PDF • Technical Brief: An Overview of Human Resources for Health (HRH) Projection Models • Why are workforce projections valuable? What are the most common HRH projection approaches? How do you choose an effective projection model? How do you optimize projection results? PDF • Creating a Data-Sharing Agreement • Why consider sharing HRIS data? What is a data-sharing agreement and why is it necessary? What should be addressed in a data-sharing agreement? What happens if the agreement is violated?

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Thankyou

&

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