HUMAN RESOURCE

INFORMATION
SYSTEMS
Chapter 5 HRIS Implementation and
Control

Chapter 5
Important requirements for strategic HR
information systems planning
Assessment of overall business environment
Assessment of strategic HR goals
Tracking of new technologies and process
Optimization of HRIS resources
Streamline of implementation activities

Chapter 5
Factors that need to be considered during
implementation of HRIS

Resources
Full-time Commitment
Business Process
Customizations
Change Management
Planning Contingencies

Chapter 5
Issues in implementation of HRIS
Security

Controlling access
Security technology

Environment

Implementing a modified HRIS

Hardware and software requirement and their adaptability
Feasibility of new HRIS
Definition of user groups, controllers and implementors

Chapter 5
Issues needed to control and
maintain security of data before
implementing a computerized
HRIS
Management considerations
Physical security
Information security

Chapter 5
HRIS implementation
strategy
Identify all clients and build a representative

implementation team
Define objectives
Define problems
Document the current system
Define necessary function
Develop a list of recommended solutions

Chapter 5
HRIS Acquisition Phases
Phase 1 : Need Analysis

Evaluate HR department and business models

Form project team
Determine automation needs
Develop system specializations
Analyse current and future reporting needs
Develop RFP
Identify and evaluate vendor packages
Select vendors
Develop proposal for management decision makers
Establish formal guidelines and procedures to resolve inefficiencies
Cont

Chapter 5
Phase 2 : Design and Development

Develop detailed project plan

Develop user groups
Purchase hardware
Develop independent, focussed computer applications
Implement independent applications as ready
Modify in-house forms
Customize initial system
Establish procedures and guidelines to support system
Test system and user acceptance
Convert data
Train HRIS staff and/or project team
Cont

Chapter 5
Phase 3 : Implementation and

Maintenance

Implement HR Core
Train other HR user
Make system available to HR
Refine HR core
Establish mainframe-micro link
Develop/refine user documentation
Conduct field analysis
Development procedures for distributed processing
Prepare technical documentation
Develop other modules
Test system and user acceptance
Maintain/enhance modules
Distribute to the field
Evaluate effectiveness

Chapter 5
Systems Development Life Cycle
Recognition of need

Payroll Processing
Organization/position management
HR process automation
Recruitment and selection
Central employee database
HR planning
Compensation planning
Employee training and development
Cont

Chapter 5

Compliance reporting
Employee relations
Performance management
Workflow management
HR workflow notification
Staff scheduling
Applicant tracking

. Feasibility study

Economic
Behavioural
Technical
Cont

Chapter 5
Systems Analysis

Review of Documentation
Observation of the Situation
Conducting Interviews
Questionnaire Administration

Systems Design
Systems Implementation

Chapter 5
Phases in Systems Design
Output definitions
Input definitions
Programme Design
System Specifications
Testing

Chapter 5
HR System Development Failures
Lack of goal clarity
Poor problem identification
Infrastructural failures
Organizational support
Faulty planning

Chapter 5
Advantages of training
Reduce Operating Cost
Easier Transition from Old to New
Better Efficiency out of the Gate