Modern HR professionals are expected to take up more & more complex and important roles in terms of their contribution to the organization’s long term vision and strategy. Their work is gradually changing from repetitive and clerical to analytical, innovative and judgment-based. The integration of Information Technology with HR functions could help today’s HR professionals in meeting the demands of rising efficiency standards and transforming roles. Human Resource Information System makes the routine HR work more efficient and less time consuming and gives the HR professional the opportunity to add more value to the organization.
HRIS is offered as a software solution for businesses of all sizes to help automate and manage their HR, payroll, management and accounting activities. An HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. This can give back hours of the HR administrator’s day previously spent attending to routine employee requests. They also facilitate communication processes and save paperwork by providing an easily-accessible, centralized location for company policies, announcements, and links to external URL’s. In addition to these essential software solutions, HRIS offers other options to help companies understand and fully utilize their workforce’s collective skills, talents, and experiences.
This course is designed to show you learn the intricate details of the utility and functionality of a HRIS give you exactly the required information to help you choose the RIGHT and MOST EFFECTIVE HRIS for YOUR ORGANIZATION!
Workshop topics to be covered:
1. Brief Introduction to HRIS
2. Basic uses of HRIS, e.g. Attendance and Leave, Salary and Benefits, Discipline, Appointment and Separation administration; etc.
3. Advanced uses of HRIS, e.g. Performance Management, HR Planning, Staff Development; etc.
4. HRIS and Change Management Issues
Implementation and maintenance of HRIS!!!!!
1. Selecting the right solution
2. Formulating the implementation strategy
3. Setting up implementation plan
4. Forming the implementation team
5. Gap Analysis
6. Identifying the need for Business Process Reengineering (BPR)
7. Editing the SOP (Standard Operating Procedure) to incorporate the BPR
8. Chalking out training plan (considering different levels and roles)
9. Designing acceptance test cases
10. Identifying and making available of basic data (designation, role, level, grade, Existing Employee Profiles, PF history etc. )
11. Ensuring basic data entry with validation and verification (data can be imported electronically from previous legacy system)
12. Executing the training plan (explanation of required BPR should be part of the training)
13. Executing the acceptance test cases and continue it following configuration changes or customization of the system until and unless all the cases are passed
14. Parallel run of the system
15. Going live
16. Maintaining the system
17. After implementation change management