1. Introduction to HRIS MIS/Technical Review What is an HRIS/HRMS?
Introduce the SDLC
A couple of the goals/objectives you had hoped to accomplish which we will address in today’s class:
1. What is an Information System?
2. How/why are HRISs valuable?

2. Data vs Information Data - “Just the facts” >>raw facts
Information - data that has been transformed into a more useful or meaningful form

3. Data vs Information Finance Justin Communications Pujah Ty Zlotnick
Psychology
Shah
Alge
Richardson

4. Data vs Information LastName FirstName Major Favorite_Teacher
Richardson Ty
Psychology
Alge
Alge
Shah
Pujah
Finance
Alge
Zlotnick
Justin
Communications

5. How does data become information?
Transformation
Process
Data
Information
Key point: an information system, a transformation process need not be automated. Manual processes can just as easily sort data into meaningful records. However, automation can greatly enhance the ease at which this can be accomplished
The value of information and hence and information system is determined in part, by how long it takes a manager to make a decision. For example, determining how many students are in this class, organizing students into groups with complementary skills, determining how many students think Alge is the best instructor they have ever had.

6. What is a “System”
A set of elements or components that are formed and interact to accomplish a goal (e.g. transform data into information)

7. What is an Information System?
Processing
Input
Output
Information System
- Can be defined a number of different ways
- set of interrelated components/elements that collect (input), manipulate and store (processing), and disseminate (output), data and information and feedback.
- Processing can be done manually or automated w/computers. Payroll is a good example. Hours worked (input) must be converted to net pay. So processes calculate hours * pay = gross
Feedback is output that is used to make adjusments to input or processing activities
Feedback Loop

8. (Is paycheck accurate?)
An HR Example
Processing
(Calc. Net pay)
Input
(hours worked)
Output
(cut paycheck)
Here is a classic HR example:
Processes:
- Get hourly rate
- Multiply hours by rate
- If over 40 hours determine overtime pay
- Deduct taxes and employee charges (parking, investment, benef)
- Print paycheck
Can be manual or automated
Feedback Loop
(Is paycheck accurate?)

9. Evolution of Information Systems
Transaction Processing (e.g payroll)
Management Information Systems (e.g. daily & monthly absenteeism summary)
Decision Support Systems (e.g. How many employees should we hire?)
Expert Systems
Can you think of an example of HR expert systems;
Person-Position fits

10. Any Computer-based Info Systems (HRIS included)
Consists of...
Hardware
Software
Databases
Telecommunication
Procedures
People
Hardware: Physical I/O and Processing devices
Software: programs and instructions - tell computers what to do
Databases: repository for information
Telecom- enable orgs. To link computers effectively
People: IS people, HR people, Users - Users are also key in providing input into the functional design; whereas IS develop the programs. People are most important component
Procedures: policies & rules governing use of info system and dissemination of information/outputs produced

11. GIGO
System is only as good/effective/accurate as the people that build it and provide input into it, and utilize the data from it. Hence, people are the most important resource.
Example: Don’t ever assume that because info came from a computer it is always accurate
You don’t know how many students I have who cite resources on the interent thinking that because it came from the internet it must be a reliable source ( Who the heck is joe? You need coroboration and experience with the system to develop a working level of confidence. As will be seen, testing is critical to the success of any info system

12. What is a “Human Resource InformationSystem”
The application of computers to employee-related record keeping and reporting, and management decision making
How might HRIS be used to enhance management decision making?

13. History of HRIS 1950’s - virtually non-existent
1960’s - only a select few
1970’s - greater need
1980’s - HRIS a reality in many orgs
1990’s - Numerous vendors, specialties
1960’s pressures for social reform and increased regs. But only large companies could afford
1970’s: increased focus on regulatory needs; mainframe systems popular, online systems (IBM CICS), database, vendors, but most HRIS systems customized
1980’s- HR more complex, PC/computing available to most
1990’s-Automation the norm, numerous vendors, expanded role of HR

14. HR Software sales Micro PC
Growth of HRMS
$80
$60
HR Software sales Micro PC
Millions
$40
$20 -
1983
1985
1986
1987
1989
1991

15. Typical HRIS Record Keeping Requirements
Employee information
Wage and salary data
Review dates
Benefits
Education and training
Attendance
Performance data/appraisal results

16. Typical HRIS Reporting Reqs.
Employee profiles/lists
Summary reports on employee groups
Historical trends in work-related info
Person-position comparisons

17. HRIS Tracks... Medical Records Recruit/ Employ EEO/AAP Workers Comp
Payroll
Health &
Safety
People
Benefits
Jobs
Positions HR
Planning
System is only as good/effective/accurate as the people that build it and provide input into it, and utilize the data from it. Hence, people are the most important resource.
Example: Don’t ever assume that because info came from a computer it is always accurate
You don’t know how many students I have who cite resources on the interent thinking that because it came from the internet it must be a reliable source ( Who the heck is joe? You need coroboration and experience with the system to develop a working level of confidence. As will be seen, testing is critical to the success of any info system
Emp.
Relations
T&D
Pension
Admin
Comp.

18. Developing an HRIS: A host of decisions...
Fix what we’ve got (Improve current systems) vs. new system?
Make versus Buy?
Scope?
Goals/Objectives?
Strategy

19. Developing an HRIS: System Development Life Cycle (SDLC)
Planning
Analysis
Design
Typical steps in the development of new or modifying and existing HRIS
Notice the overlap, some work on next steps can begin while other phase completed.
Phase containment--identify potential problems early in the development process. The earlier you identify, the much less costly it will be down the road. Eg. Payroll miscalculations due to improper systems test (either under or over paying)--either way costly to org.
Ceriello book doesn’t identify Analysis as a step; it appears he lumps Analysis into the Planning phase.
Planning: where are we, where we going, what do we need to do to get there
Analysis:study exist systems/gaps; requirements; BPR
Design:Design in greater detail specific functions; determine/design best system (new or modified)
Implementation: Build, test and rollout system (coding/configure, convert data)
Maintenance/evaluate:
Implementation
Maintenance

20. Phase Containment
Identify and address any problems at their earliest possible step to avoid costly rework down the road
“Pay a little now, or a lot later!!!”
Does anybody have any examples of Systems Implementation Horror stories that might have been avoided had the problem been addressed early in the planning or analysis phase?
What factors/pressures cause individuals to ignore problems:
1. Meet deadlines
2. No one will notice, system is so big.
3. Social loafing - system will crash, but no one can tie it to me; I don’t feel like doing all of the rework necessary (ironically, creates bigger rework later).
Ex. Incompatible systems, interfaces; hard-coding stuff into programs. Y2K is perhaps one of the biggest lapses in phase containment ever. Even when people knew that Y2K was coming, still things being coded with the 2 digit date function.
Example: creating an algorithm to calculate employee tenure based on

21. Why HRISs Sometimes Fail
Unclear goals/objectives
System solves the wrong problem
Improper vendor/product selection
Low user involvement
Planning overlooks impact on clerical procedures
Lack of HR/functional expertise in designing
Underestimate conversion effort
Management- unrealistic expectations
Lack of overall plan for record mgt.
Lack of flexibility and adaptability
Misinterpret HR specifications
Poor communication between HR/IS
Inadequate testing
Spend some time discussing with class - ask for their input, how does HRIS improve safety? Or in groups, come up with way or ways in which HRIS improves HR/ORG. pick from list and explain.
- Safety: identify problem employees, blood type; what is cause of all these accidents
- Quick access to data = better service
- need less people to manage the manual processes/searches
- Competitive Adv: Frees of HR people perhaps to devise a strategy to attract best people
- Errors/accuracy: GIGO, but once carefully implemented it will be consistent in processing data (get it right up front)
- Quality: track performance electronically, electronic diaries, easier to put together an accurate perf. Review and devel. Quality training
- improved communication: sharing of data with employees/vice versa
- Efficiciency/Productivity: able to screen more applicants; provide accurate timely feedback to employees; better compliance
-opportunities: free up time
- Better decision making: target training on aggregate weakness of employees, select best people, design an efficient competitive comp. Plan., more accurate forecast of to allocate costs I.e. recruiting; what is causing accidents
- Control: better security measure prevent data/info from getting in wrong hands

22. Why are Carefully Developed Info Systems Important to HR?
Better safety
Better service
Competitive Advantage
Fewer Errors
Greater Accuracy
Higher Quality Products
Improved Health Care
Improved Communication
Increased Efficiency
Increased Productivity
More efficient administration
More opportunities
Reduced labor requirements
Reduced costs
Superior managerial decision making
Superior control
Spend some time discussing with class - ask for their input, how does HRIS improve safety? Or in groups, come up with way or ways in which HRIS improves HR/ORG. pick from list and explain.
- Safety: identify problem employees, blood type; what is cause of all these accidents
- Quick access to data = better service
- need less people to manage the manual processes/searches
- Competitive Adv: Frees of HR people perhaps to devise a strategy to attract best people
- Errors/accuracy: GIGO, but once carefully implemented it will be consistent in processing data (get it right up front)
- Quality: track performance electronically, electronic diaries, easier to put together an accurate perf. Review and devel. Quality training
- improved communication: sharing of data with employees/vice versa
- Efficiciency/Productivity: able to screen more applicants; provide accurate timely feedback to employees; better compliance
-opportunities: free up time
- Better decision making: target training on aggregate weakness of employees, select best people, design an efficient competitive comp. Plan., more accurate forecast of to allocate costs I.e. recruiting; what is causing accidents
- Control: better security measure prevent data/info from getting in wrong hands

23. Vendor Contacts PeopleSoft Oracle HR Applications
PeopleSoft
Oracle HR Applications
Ascentis Software - HROffice
Eric Systems Inc.
Infinium
Spectrum
Break into your assigned groups. Spend a few minutes to get to know each other better---pick a team name --be creative. Then after announcing your team name, I’ll assign a software vendor. Call or the vendor indicating you are master’s students in HR conducting a software evaluation as part of a class. You would like a demonstration version of the software the highlights usability and functionality.