Monday, May 10, 2010


HRIT Spring Term 2010 

Once you get the Decision Process done, and done right, the rest of a typical HRIT project becomes pretty easy.  

Step 1.  Stakeholders, culture, ideal type, organizational goals, decision process, critical decision criteria add up to a pretty sound corporate HRIT structure.  

Step 2.  Management by Memo; the How-to’s of Pay (Data, Information, Knowledge)

Step 3.  Human Resources; the mechanics of HR, or how transactional HR really gets done  (payroll, benefits, compliance, application tracking, managerial reports, enrollments, employee training and employ development

Step 4. Go-Shopping  (email #4)     

All in one type vendors , SAPKRONO'sCeridian , ADP , ORACLE 

Resources like HRO , or Sometimes the Right Thing , ADECO , PARAGON , PINSTRIPE ,TAS , HR TEchnology Partners , Deloitte , KPMG ,  CIO , OUT Sourcing Center , Workday ,  

Sunday, April 18, 2010


Class 4 Notes
April 19th


Discuss the “Relationship” between HRIT Project Management of the Developmental Life Cycle (page 82, figure 4.1).  What is the relationship between the Developmental Life Cycle and the Top 5 Technical Skills (listed below)

What You Really Need To Know About HRIT #1

Top 5 HR Technical Skills (build a working definition of each skill listed below)

                Communications methods (leadership skills)
                Content management (Data, Information, knowledge)
                HRIT planning (management frame SDLC)
                HRIT Implementation (Planning/Steering committee pages 60/61)
                HRIT industry knowledge (Magic Quadrant, HR Software Analysis)

Email #3 Discussion

Discuss why technology improves HR efficiencies, and why sometimes it does not in your firm (address each topic below) Due: April 26th

End users perspective
HR management’s perspective
HR Strategy perspective
Communications channels
Hidden agenda’s
Disruptive technologies

What You Really Need To Know About HRIT Discussion #2

HRIT Things that work really good

1
Basic employee data (demographics)
95%
Agree
2
Payroll
83%
Agree
3
HR reports (1-9, EEO-repots)
75%
Agree
4
Benefits administration
61%
Agree
5
Employee directory
61%
Disagree
6
Compliance management
58%
Agree
7
Employee attendance
48%
All
8
Company to employee communications
46%
All
9
Compensation
46%
Agree
10
Retirements benefits planning
46%
All
11
Job postings
45%
All
12
All HR forms (W-2, OHSA)
43%
All
13
Application tracking
42%
All
14
Performance tracking
37%
Agree
15
Self service
36%
All
16
Expense tracking
35%
All
17
Training and development
34%
Agree
18
JAS (Job analysis systems)
23%
All
19
Employee Surveys
20%
More

HRIT Things that don’t work so good

                Budgeting
                Funding approval
                Infrastructure alignment
                Implementation cost
                Addressing security concerns
                Too wide of HRIT scope in HRIT plan
                Lack of competence
                Difficulty managing vendors
                Lack f planning
                Lack of teamwork
                Lack of understanding how to get buy-in

Who accesses HR Data (HRIT?)

HR
Yes
Payroll
Yes
IT
Yes
Managers
Yes
HR SME’s
Maybe
Finance
Yes
Secondary staff
Yes
Training
No
CEO/President
Yes
Security
Yes
Employee Self Service Best Practices


Benefits enrollment
Benefits life events enrollment
Benefits new hire enrollment
Benefits education
Career development
Communications with HR
Direct HR services/transactions 
Direct deposit
Expense reporting
Mobility recruitment
Pat statements
Performance management
Employee data changes
Surveys
Time-off tracking
Time-hourly reporting
Training registration and tracking
W-3 Viewing
W-4 changes
Company policy


When all is said and done things that we in HRIT accomplish most/best

                Increased accuracy of employee data
                Decreased cycle time
                HR spends less time of repetitive administrative transactions
                Improves overall management organization wide
                HR staff gain HR competencies
                HR staff play a larger role in organizational strategy
                Improves organizational communications
                Increases employee satisfaction
                Positive return on investment


Week Four Questions: 

1.     How has the use of HRIS evolved over the past 10 years in organizations, and how might this influence an organization’s evaluations of additional or updated investments in HRIS?
2.     Discuss the importance of communication in managing a technology change.  What roadblocks might an organization face if they fail to create a good communication plan?

Week Four Key Terms (assigned/slide)


·      Information
·      Long Range Planning
·      MIS
·      Needs Analysis
·      SHRM
·      Human Capital Management
·      Traditional HR
·      Transactional HR
·      Transformational HR
·      Trend Analysis


Week 4 #1


Do You Remember the “Epic Win” clip?
Good Identity is about creating an Epic Win 

Good Data Collects The Dots
Great Data Connects The Dots

Word Processing Versus People Processing
Word processing is fun it processes words
I like words because they reveal ideas
If the right words are used they can tell a great story

People processing is what HRIT really does
Good people processing collects the right dots
Great people processing connects rights Dots
And reveals a compelling KSA story

KSA  
Secrets of the YaYa KSA’s
KSA are the human side of supply and demand
Intelligent technologies collects them and distributes them rationally

So, how would you collect and connect the dots of your group mates?
What data that defines their identity in a compelling way?  

Monday, April 12, 2010

Class #3 Objectives


HRIT Spring Term 2010 
 
What We Really Need To Know About HRIT (Next Three Weeks, counting this week)
We need to arrange ourselves in groups of 4. Four to a table (two tables aligned) 
Step #1 Answer the three questions (one document, which I will collect)
Step #2 Listen to What We Really Need To Know About HRIT mini-lecture. Individual assignment is to email your answers to me by April 19th
Step #3 Develop your assigned "Key facts" question while you work on step #4 (below)  
Step #4 Create your key term slide (don't forget to list your tables mates names on the slide, lower righthand corner) 
Step #5 Build your top five technical skills working definitions
Step #6 Discuss how to Divide Up the HR Software Analysis Overview Assignment 
Step #7 Start Discussing the Magic Quadrant Article Outline Assignment    

Sunday, April 4, 2010

Class #2 Lecture Notes


1.     It happened again (HRIT knowledge supply and demand)
        Employers asking questions during interviews about HRIS
     HRIT Project Management offers     
2.     Finding HR (Clicking toHR
        Centralized data collections theory 
        Communications channel (data, devices, documents) process map 
3.     Brief selected Chapter Objectives Reviews
4.     Read chapters 4 and 5 for next class
5.     Homework assignments listed in bold below
6.     People Stay Where They Play (Hyper Productively)

Tuesday, March 30, 2010

ProfTom's Homework #1 Perspectives


ProfTom's Homework Perspectives 

·      Understanding the mess on your desk/desktop
            When I see piles of unfinished paper work, unsigned forms, mazes of post-it notes accumulating on a normal HR (Human Resources) worker desk two thought comes to mind; in-compeletd communications and workflow.    
·      Understanding HRIT communications mandate
            Simply put the communications channel between workers and HR is vital.  Good HRIT (Human Resources Information Technology) maximizes that communication.  
·      Understanding the HRIT Basics
            Good HRIT improves HR transactions while reducing transaction cost, improves traditional HR functions delivery, while being value-added and transformational in nature. 
·      Understanding HRIT industry changes
            The HRIT industry itself, vendors and service providers and constantly changing. One of the primary goals of an HRIT professionals is keeping track of all the changes.  
·      Understanding HRIT constant changes
·      Understanding the social side of HRIT
            Social interactions and how we manage them play a vital role in the success of all business behaviors. In HR this gets complicated because most of our interactions with the workforce we provide HR services for are using some form of                             electronic device like email, text messaging and websites. Good HRIT improves HR's electronic social interaction.

Three Major HRIT Service providers