In at least 200 words, define HRIS and explain how it differs from e-HRM. Describe a relational database and its importance to HRIS.
|Planning for Implementation|
Read “Case Study: Vignette Revisited,” and the section titled, “New Information for the Case: Part 1,” from Chapter 3, Summary and Resources.
· Describe the concerns you would discuss with the SVP of HR.
· You realize the project is going to impact a lot of departments and people. Identify the different customers who would be logical members of the implementation team and explain why.
· Think through an HR process; describe the data you would want to collect.
· Describe the pros and cons of investing in computer hardware and housing the network internally or using a cloud based architecture. Why?
CASE STUDY: VIGNETTE REVISITED ________________________________
This case is revisited with some additional information that involves the understanding of the material in this chapter. The additional information will be added to the situation described in the vignette at the beginning of this chapter.
A billion-dollar retailer with more than 4,000 stores finds that it cannot move fast enough to beat the competition. The organization’s senior management arrives at the conclusion that it would be easier to achieve the strategic goals enumerated by the board of directors if the various organizational functions would share information. Shared information would enable them to develop and deploy new actions and tactics more quickly. The CEO and the president have therefore ordered the major functions to immediately update their information systems so that data sharing is possible. The senior vice presidents (SVPs) of accounting and human resources immediately decide that the only solution is to decide jointly on an ERP product. ERP software applications are a set of integrated database applications, or modules, that carry out the most common business functions, including human resources, general ledger, accounts payable, accounts receivable, order management, inventory control, and customer relationship management. To speed the installation along, they will install it using a rapid implementation methodology that a company down the street used. The goal is to have the new systems operational in nine months.
Shortly after this decision is made, the SVP of HR calls you into his office and tells you that you will be management sponsor for this project. You have to decide on everything. You sit back in your nice office and think:
What’s the problem with this scenario? It shouldn’t be difficult to select a vendor and then borrow the methodology from down the street. It worked for them; it should work for us! We’ll call a few vendors in the morning and find out about cost, time frame, and implementation methods. In the meantime, I should find out a little more about how to do this and who will be using it. I remember from my information systems class in college that this is a reasonable first step when it comes to buying software.
What do you think your response would be to this inquiry? Has your response changed now that you have read this chapter? If so, how?
New Information for the Case: Part 1
After some discussions with department heads from all the departments in the organization, you realize that there are a large number of people (stakeholders) who will be affected by the new systems. Furthermore, you come to realize how important HR data really are to these stakeholders. Based on this information, you think, “Wow, there are far more people who could be potentially using this information system than I expected!” The old textbook and the vendor information should provide a lot to think about.
Using the information from the section of this chapter titled “HRIS Customers/Users: Data Importance,” please answer the following questions:
1. Identify some of the customers who would be logical members of the implementation team and explain why.
2. Think through an HR process and sketch out what data are necessary to complete your sample process well. How much history does the organization need to convert to continue functioning?
3. Pick one area of the HR function (e.g., recruiting), and make a list of processes that will need to be mapped and possibly reengineered during this implementation.
Week One Lecture
Welcome to HRM400, Human Resource Technology Management. Do not let the name of the course scare you. This is not a highly technical course. You will be learning broad technological concepts and vocabulary, learning enough about different terms so you can have an intelligent conversation with a seasoned pro. No, you will not be an expert, but you will have enough understanding of the different terms to attend a meeting and understand the fundamentals of the discussion. During this lecture, I will define Human Resource Information Systems (HRIS), discuss current HRIS trends, provide tips for success, and provide a short list of search terms.
What is HRIS?
First thing I need to clarify is throughout this course I will be discussing Human Resource Information Systems (HRIS). Human resource information systems are “used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an organization’s human resources” (Kavanagh, Thite, & Johnson, 2015, p. 591). Please notice that there is nothing in the definition that indicates computers or technology. A human resource information system can be, for example, a paper based record keeping system that uses file cabinets. Human resources information systems do not have to be computerized. Some small businesses may still use paper-based systems for their record keeping. Hey, whatever works for you and your organization. However, for this course, assume we are talking about the use of technological tools and software systems.
HRIS is also known as Human Resource Management System (HRMS). You need to learn these different terms to assist you in researching literature to complete your discussion question responses and assignments. I will provide a list of search terms at the end of this lecture. There is also a very nice glossary at the back of Kavanagh’s (2015) textbook for your reference. If you truly want to be successful in your career, take time to learn the vocabulary.
Current HRIS Trends
Performance management systems are trending away from pure hierarchal structures and including ways to evaluate teams. Presently, holacracy, or self-managed teams are a popular fad management practices within some organizations. So, software designers are creating applications designed to incorporate multiple organizational designs in their performance management packages (Bersin, 2017). If you do not know what holacracy is, I recommend you visit www.holacracy.org
or read Holacracy: The New Management System for a Rapidly Changing World, by Brian Robertson (2015).
The article 9 HR Tech Trends for 2017
, by Josh Bersin (2017), discusses nine (9) different HR technological trends. Figure 1, below shows the different trends. These trends include:
2. An Explosion in Real-Time Engagement Evaluation,
3. The Rise of People Analytics,
4. Maturation of the Learning Market,
5. A New Landscape for Talent Acquisition,
6. The Growth of Contingent Workforce Management,
7. The Adoption of Team Management Tools,
8. A Wealth of Wellness Apps, and
9. Accelerated Automated HR.
Figure 1. Transformative Technology (Bersin, 2017)
1. The Performance Management Revolution
· Currently, there are more than a dozen companies that offer cloud-based (Links to an external site.) , performance management applications that focus on team performance. These systems are designed to integrate with other enterprise software systems.
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