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 Understand the different types of users

 Understand the difference between the
architectures
 Approach to implement of HRIS

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 Two general group of users

 Employees
 HR Management [Control group]
 HR Analyst [Power users]
 HRIS Technology Specialist [HRIS experts]
 HR Operational Users
 Employee
 Nonemployee
 Job seekers
 Sourcing Partner Organizations
 Business Partner Organizations

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 HR Managements includes
 HR Manager
 HR Director
 Vice president
 CEO
 HRIS should provide real time access to accurate
data, that helps to
 facilitate decision making with regard to the employee
 contribute to the achievements of the units strategic goals
 view work with employee specific operational [attendance,
salary distributional, etc] or historical data
 Dashboard is very helpful for this group of users

 Primary role
 Acquire as much information as possible and examine it
 Provide reasonable alternatives with appropriate supporting
information to facilitate the decision process of the
managers
 Analysts accesses more area of HRIS than other
users
 Analysts must have proficiency with reporting
and query tools
 Reporting can be done by using
 Standard reports
 Ad-hoc queries

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 This role is to ensure that appropriate HR

staff members have all the access
 HRIS experts are the interface between HR
business process & functionalities and IT
personnel's

 Spend a significant portion of their day

interacting with HRIS
 They must understand the process required
to enter information in to the HRIS
 They entered information in HRIS

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 They are not involved in HR and are not likely

to make decision with HR data
 They uses self service features to reduce
unnecessary clerical jobs
 Self service features may include
 Managing self personal information
 Computer base training
 Fill-up HR forms

 Job seekers use job/career portal

 Job portal should be very easy to use and
easy to access as there is no opportunity to
provide training

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 Souring partner organization includes

executive recruiting firms
 They require certain information to complete
their tasks, for example
 Position description
 Job specification
 Desired candidate competency
 Potential salary range

 Outsourcing partners may need to

information from HRIS
 Examples:
 Compensation and Benefit management
 Training service provider
 Must ensure secured data communication
and privacy

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 This architecture was used very early

 HRIS application was hosted at mainframe
computers
 Mainly process the Payroll
 This architecture is commonly known as
single tier
 Every thing resided in the mainframe
 User interface
 Application processing
 Data storage

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 The Two-tier architecture is divided into two

parts:
 Client Application (Client Tier)
 User Interface
 Business logic
 Database (Data Tier)
 Also known as client server application.
 Client system sends the request to the Server
system
 Server system processes the request and
sends back the data to the Client System

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 The Three-tier architecture is divided into three

parts:
 Presentation layer (Client Tier)
 Application layer (Business Tier)
 Database layer (Data Tier)
 The application layer(business logic layer) also
processes functional logic, constraint, and rules
before passing data to the user or down to the
DBMS
 The goal of Three-tier architecture is:
 To separate the user applications and physical database
 Proposed to support DBMS characteristics
 Program-data independence
 Support of multiple views of the data

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 N-tier (or multi-tier) architecture refers to

software that has its several layers rendered by
distinct IT environments (tiers) under a client-
server logic.
 These distinct environments (Tiers) typically
involve different servers, data center networks
and often geographies.
 Most of the time it makes sense to split the
above-mentioned tiers to achieve further
architecture
 flexibility,
 synergy,
 security, and
 efficiency.

 Cloud computing is the

 on-demand availability of computer system resources,
 especially data storage (cloud storage) and computing
power,
 without direct active management by the user.
 Cloud providers typically use a "pay-as-you-
go" model

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 Characteristics of Cloud computing

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 Service Model
 Infrastructure as a Service [IaaS]:
 This type of service basically provides access to an operating
systems or cluster of connecting systems
 Example: Amazon Elastic Cloud Computer provides on
demand OS
 Platform as a Service [PaaS]:
 The next level of services includes application and web
service technology prebuild into the leased computer.
 Enterprise can build customized software on top of these
service
 Example: Microsoft Azure
 Software as a Service [SaaS]:
 A complete application is delivered on the internet.
 This can be simple as an email service or can be HRIS solution

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 Market drives for the  Loss in governance

cloud  Lock in to one provider
 Scalability  Data protection
 Cost effective  Compliance
implementation  High operational cost
 Timely update

Benefit Risk

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 Two available options

 Acquisition of HRIS from any vendor
 Development of HRIS by internal team or consultant

 HR management shall consider following factors

before taking decision on system acquisition or
development
 Schedule for implementing the HRIS
 Staff availability with proper skill set
 Cost
 Capital expenditure
 Operational expenditure
 Licensee characteristics (i.e, yearly renewal fee, perpetual,
etc)
 Interface with the other information systems
 Compatibility with strategic business plan
 Compatibility with the organization IT infrastructure
 Future requirements for changes the functionality

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