1-eHR+Introduction

The goal of this section of the course is for us to understand the role of HRIS within the HR function. I am creating the basic outline for this topic as a guide for how you will go about creating and editing pages

=HR Review & HRIS Overview= This page contains a basic overview of Human Resources and an Introduction to Human Resource Information Systems

Human Resources
    Is **__//Defined//__** as the policies, practices, and systems that influence employees’ behavior, attitude, and performance. //For a look at the nature of HR work and how it is changing click [|here].//  There are many **__//tasks & functions of Human Resources//.__** Some of the responsibilities of HR specialists are organizing job orientations, job analysis, Recruiting and selection, Employee relations, performance management, Training, employee development, compensation and benefits. Because of the focus on people, the responsibilities of those employed through the HR department play a large role in marketing (and hence selling) the company to the public (For more information on these HR terms, type each term into [|www.thefreedictionary.com] )  HR is also in a //**__transformational stage__**.// The following pyramid illustrates where HR spends most of its time. As one can see, the largest function of the HR department is administrative work, which in actuality, can be defined as simple paperwork. With the introduction of company friendly HR systems, more time (and value) is being added to the company through more emphasis on the strategic path.

Human Resource Information Systems
 Is **//__defined__//** as a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent human resources information. Information systems include business policies and procedures, hardware, software, forms, data and the people who use them. They can be any system used to support the HR Mangers; from a filing cabinet containing hand written forms and reports, to an integrated computerized system that focuses on a wide variety of HR functions and has features like self service modules for employees and managers.  HR costs are considered a significant organizational expense. The **//__computerization__//**, as well as automation, of HR practices have not only changed the way companies do business, but have also increased the time available to look at the more strategic, long term, future of the company.  There are 3 key **//__motivations for adopting an HRIS__//**. As discussed, //automation// of HR processes through technology can drastically improve the efficiency of a company, thus improving overall productivity. The second motivation is ease of //information retrieval//. HRIS allows for easier access to information with better documentation. The third motivation is for HR to spend more time thinking about the //strategic future// of the company. This will enable the HR department to better brand the company with regards to its practices, systems and procedures that affect employee life.  There are several ways **//__HRIS interact with the broader environment__//**. HRIS's directly influence //human resource practices//. The introduction of new technologies can change the way companies do business, how much staff is needed, and even how much money should be spent on tasks. Creating a happy, safe, and fair //business environment// is the core of the HR function and the systems that enable us to maintain that core need are constantly changing. The transactional activities (records keeping and employee servicing) are a major time consumer in HR and rely on strong //internal information systems//. //External information systems// that allow HR to make informed decisions about traditional activities such as recruiting, selecting, training, etc. are also important. //Strategic management processes’// which can shape the future of HR and the company can be considered the most important interaction between HRIS and the broader environment.  The **//__history of HRIS__//** begins about 60 years ago and was seen simply as a business expense. During the 1960’s and 1970’s, research into computer development was becoming more popular. The need for basic HR data and due to new legislation regarding HR practices, demand for HRIS increased but, computers were still too expensive for most organizations. The 1980’s and 1990’s also saw a major wave of new legislation regarding human resources practices ranging from workplace diversity, age regulations, and veteran and disabled persons employment opportunities. For a review of legislation that has affected HR over the last 80 years click [|here]. Today, costs have been driven down dramatically with the cost of personal and business computers. HR has changed the way it operates by even outsourcing certain tasks such as payroll. Today, more and more HR departments are focusing on the strategic path. Old systems __//** were seen to be inflexible and difficult to maintain. The high cost of running a computer set the pace for how HR functioned. Batched processing uses a high rate of utilization in order to drive down costs. This process allowed many users to access the mainframe at the same time, but also had the power to shift job processing to when resources were less busy. **//__New systems__//** are flexible, can be mobile, and web-deployed. The large impact of the internet on everyday life allows many HR operations to be completed faster and through other means besides face-to-face cooperation (i.e. via cellular phone, fax, PDA device, Bluetooth). HRIS have also integrated with other organizational systems and the sharing of data is now in real-time. Employees can also now access their own records including payroll, benefits and 401k.  There are 3 **//__types of HRIS__//**. There is a //manual system//, which involves hand filed documents and reports. This type of system is mostly limited to smaller organizations. There are also //functional systems//. These focus on one specific functional area of HR and have many different options to choose from. //Integrated systems// focus on several or all HR functions. Such examples today include systems developed by Oracle, SAP or Lawson. **//__ An organization can get an HRIS __//** in a few ways. Small companies may purchase //self-developed systems//, which are simple systems to help run the business. Medium to larger organization may //purchase software,// which normally addresses single or multiple modules. Adjustments may have to be made to the business process with purchased software as a lot of time the software is preset to function a certain way. Finally, larger organizations may opt to //outsource// some HR functions such as Payroll. **//__ HR Functional Modules __//** can be anything HR is responsible, including (but not limited to) planning and forecasting, job evaluation and analysis, recruiting and selection, compensation, benefits and training. The HRIS that support these modules are directed at one function, and can either be stand alone or part of an integrated system. The challenge with a stand alone system is that it will eventually have to be integrated with other modules.  Some **//__key suppliers of HRIS__//** include Oracle (PeopleSoft), SAP, Lawson, Ceridian, ADP and Empagio. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'"> To see a brochure from Oracle for HR Management Systems click //[|//here//]//. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'"> There are a few ways **//__HRIS technology has changed HR__//**. As has been a big theme, as whole HR is becoming more strategic and a bigger emphasis in organizations. There’s more spending on technology which is directly affecting the decrease in number of employees. Some of the work is being outsourced, and employees are finding themselves to be more self reliant. There are even new work options available including telecommuting and virtual teams.
 * //__<span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'">

Walker Introduction

 * __Main Theme:__** Web-based technologies are drastically changing the structure of the Human Resources department and the way HR issues are addressed.


 * __Web Based HR__** takes advantage of portal technology where users can point-and-click to personal information and become more self-sufficient in decision making. Employee self service and manager self service do not require browser-based portal technology, but the flow of information is easier with it.

The **__changes in the role of HR positions__** has changed. There is a scarcity of knowledge workers, those HR employees that specialized in understanding and building the systems of the future. There is now a more specific focus on individualized HR program for each employee.


 * __New HR positions__** include strategic partners (from lower to upper levels of management), centers of expertise (centralized or localized HR functional specialists) and service centers (centralized for administrative inquiries)

Walker Chapter 1

 * __Main Theme__**: To provide an explanation of the tools being integrated into the everyday processes of HR.


 * __Keys to successful implementation__** include strategic alignment (with the goals of the business), business intelligence (to inspire new insights and learning) and efficiency and effectiveness (to reduce costs and allow time for work of higher value).
 * __Typical problems in implementation__** include the high cost, lack of coordination of function and facilities by multiple vendors, and redesigning the work process to truly address the most important inefficiencies.

<span style="FONT-SIZE: 12pt; LINE-HEIGHT: 150%; FONT-FAMILY: 'Arial','sans-serif'; mso-fareast-font-family: 'Times New Roman'"> **__//Single strategy//__** essentially means a company chooses one vendor for their HR technology strategy. This was most common in the 1990s when HR technology strategies became an issue. This failed because it did not guarantee an overall strategy. **__//A comprehensive strategy//__** involves many resources and is able to accommodate HR’s reach to a global path.
 * __Key Technologies__**
 * //Portals//: provides many sources of information in a unified way via a browser-based web page
 * //Self-Service//: Mangers may use desktop applications to track employee records, access policies and procedures, etc. Employees may use it to change personal records or perform other duties previously accomplished by HR staff.
 * //Interactive Voice Response//: changes are made over the phone by pushing buttons from a menu.
 * //Service Centers//: E-mails or on-line inquiries can be transformed into phone calls where users can ask a question. Faxes may also be generated to instruct users.
 * //HR Databases//: is the backbone of all electronic procedures done in HR. It’s the primary editor, processor, record-keeper, and functional application system.
 * //[|Data Marts]//: applies to information from a single source (i.e. HR) that is stored in a database for business information purposes.