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
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