Creates business inteligence
, where it provides userswith
relevant data
Effectiveness and efficiency-
reducing lead times, costs and
service levels
used to attract, hire retain and maintain
talent: support workforce admin and
optimize workforce managment
Impact of HR tech on industry
decreased
transactional
activities ( admin
work)
increased client
customer focus
(employee and
managers outside
of HR)
Increased delivery
of strategic
services
HRIS
Integrated systems used to
gather, store and analyse
information regarding an
organization's human
resources
Major Components
HR admin
T&D
Performance evaluation
health &safety
Recruitment
Pension Admin
Compensation
and
Benefits
Admin
Labour Relations
Time Attendance
Employment Equity
Organization Managment
Payroll
Key Functions
Create & Maintain employee records
Legal Compliance
Forecasting and Planning of HR requirments
Talent Managment
Strategic Alignment
Enhanced Decision Making
Selection of HRIS Technology
Phase 1: Adoption
Determining the need and
considerations: Company Profile,
Management needs, Technical
considerations ( hardware, OS,
network Database), HR ( employee
transactions, form reports or listings
are maintained, Cost
Phase 2: Implimentation
Data transferred and Secure controlled
environment. Essentially Data is
transferred to a new system in a
controlled environment so that the
system can be tested to ensure proper
functioning
Phase 3: Integration
Training employees and
managers on the system
so that they can access
information properly
Electronic HR ( E-HR)
Types
Employee Self Service (ESS)
Enables employees access and manage their
personal information ( access via Internet).
They can change personal info, look up
scheduals and other info w/out going to HR
Management Self Service (MSS)
Enables managers access to a range on info
about them sleves and the employees who
report to them and the process of HR related
paperwork that pertains to their staff
A form of technology that
enables HR professionals to
integrate an organization's
HR strategies, processes and
human capital to improve
overall HR service delivery