Chapter 3 Systems Considerations in the Design of an HRIS: Planning for Implementation

HRIS CUSTOMERS/ USERS Employees Non-employees Managers Analysts (Power Users) Technicians (HRIS Experts) Clerical Employees Organizational Employees Non-employees Job Seekers Sourcing Partner Organizations Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

CATEGORIES OF DATA Information About People. Information About The Organization. Data That Are Created As A Result Of The Interaction Of The First Two Categories. Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

TWO-TIER (CLIENT-SERVER) ARCHITECTURE Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

THREE-TIER ARCHITECTURE Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

N-TIER ARCHITECTURE Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

HRIS ARCHITECTURE One-tier Architecture (Mainframe) All Software Functionality Accessed Via The Mainframe Two-tier Architecture (Client-server) Spread Of Low Powered Processing Power Through PCs & High Powered Processing Through Mainframe Separation Of Application Technology From Database Technology Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

HRIS ARCHITECTURE Three-tier Architecture (Middleware) Middleware Is A Software Which Manages Data & Transactions Prior To Being Saved To Database N-tier Architecture Expandable To Multiple Web & Application Servers, That Can Be Geographically Dispersed, For Load Balancing & Worldwide Access Additional Print Servers & Process Schedulers Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

“Server Cloud” Operated Off-site CLOUD COMPUTING “Server Cloud” Operated Off-site Reduces Software And Equipment Capital Outlays Evaluation Process Must Include A Thorough Security Analysis Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

SECURITY Top Priority For Any HRIS Must Be Maintained On A Variety Of Levels (i.e., VPN, Firewall, Column-Level, Row-Level) Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

PLANNING SYSTEM IMPLEMENTATION: ROLES Project Manager Steering Committee/ Project Charter Implementation Team Project Scope Management Sponsorship Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

PLANNING SYSTEM IMPLEMENTATION: KEY ACTIVITIES Process Mapping Software Implementation Customization Change Management Go Live! Project Evaluation Potential Pitfalls Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

PROJECT MANAGER OPTIONS Hire A Consultant To Be The Project Manager. Hire A Full-time Project Manager Who Has Presumably Been Certified By The Project Management Institute. Select Someone Who Is Involved In The Project And Temporarily Move Him Or Her Into A Project Management Role. Pros And Cons Of Each Option! Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

“GO LIVE!” Option 1: Immediate Conversion Option 2: Parallel Conversion For Both Options: Critical To Have Support For Training And Software In Place. Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.

POTENTIAL PITFALLS Poor Planning Incomplete Steering Committee Or Steering Committee Without Top Management Support Implementation Team Problems Or Incomplete Implementation Team Failure To Assess The Politics Of The Organization Adequately Insufficient Process Mapping Scope Creep Poor Implementation Of Or Insufficient Change Management Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.