Tuesday, May 6, 2008

Needs Analysis for HRIS

Needs Analysis for HRIS

Here is a site I highly recommend for everyone to look through. It talks about the comparison and choosing of an HRIS. It is in depth and it is aimed primarily at organizations with 300 or more people. This was web site was put together by: Gijs Houtzagers http://web.inter.nl.net/users/houtzagers/paginas/Engelseversie/papersgb/hrw.htm

It covers a wide variety of topics basic to most HR software programs such as an HRIS.
For instance:
Figure 1: Overview of the data structure *
Figure 2: Data model of a three-tier system *
Figure 3: Workflow model *
Figure 4: Graphic report of human resource supply forecasting *
Figure 5: Model on behalf of the legal context of employment decisions *
Figure 6: Matrix model on behalf of task descriptions *
Figure 7: Model for the ORBA method *
Figure 8: Example of a CD pay structure *
Figure 9: Example of a flexible pay system *
Figure 10: Generic model of time and attendance *
Figure 11: Recruitment Process *
Figure 12: Form for performance assessment *
Figure 13: Graphic display of performance rating *
Figure 14: Example of team scaling *
Figure 15: Example of a rating form *
Figure 16: Training needs assessment model *
Figure 17: Relation model between employee, skills and jobs *
Figure 18: Example of an Internet applet for a skill profile *
Figure 19: Model for the relation between generic and local payroll *
Figure 20: Example of an activity value analysis *

Tuesday, April 29, 2008

Needs Assessments Prior to an HRIS Purchase

Needs Assessments
One of the major reasons HR professionals and organizations use Needs Assessments before purchasing an HRIS is due diligence. If they value their organizations they will evaluate what it is they need before they approach the sales people who will look at them as “easy pickings.” As Humpty Dumpty conveyed to Alice: “If you don’t know where you’re going, how will you know when you get there?” you have to have a plan. You need to fully describe the “current situation” and the targeted “end-state.” You need to know what are the required forms and in what format are they needed by both external regulators as well as internal ones. What does your organization want to achieve? Are they looking at increasing training? Also consider in your overall plan a benchmark of what your closest competitors are using. Look at what is being used by those organizations that are similar to you and yet are not actual competitors. They will normally tell you more information about the utility of their software. Get the input from everyone who will be involved in a manner that is appropriate. You could survey the employees and ask them if they would like a portal to the HR Department and if so “What do they want to see on the site?” Last but not least you need to do a “Gap Analysis.” This will help identify what you need to learn, to buy, to install, to license, and to plan for as far a future changes. Here is a good site on performing Needs Assessments a little old but still viable: http://alumnus.caltech.edu/~rouda/T2_NA.html

"Cheshire Puss,...Would you tell me, please, which way I ought to go from here?""That depends a good deal on where you want to get to," said the Cat."I don't much care where--" said Alice."Then it doesn't matter which way you go," said the Cat."--so long as I get SOMEWHERE," Alice added as an explanation."Oh, you're sure to do that," said the Cat, "if you only walk long enough."- Alice in Wonderland by Lewis Carroll

Monday, April 28, 2008

Air Force Personnel Center HRMIS

Air Force Personnel Center HRMIS
I love the HRMIS web site that the Air Force Personnel Center uses. They developed this site and their using SAS-based application called Interactive Demographics and Analysis System (IDEAS). For detailed information on the successes they have enjoyed with this ERP or Program see this site: http://www.sas.com/success/usairforce.html

Sunday, April 27, 2008



The North Chamber CIO Resource Guide says that "iNQUATE is an integrated six-module workforce management software application used to develop and communicate goals and objectives throughout the organization. It automates the performance management process and engages managers in the best utilization of human capital. Used together, the modules are ideally suited to conduct strategic planning and accommodate corporate change." Human Resource Executive online says "iNQUATE Corporation is launching an integrated Human Capital Management (HCM) system. Based on a Web-based SaaS model, it delivers results to growing small- to medium-size businesses, while keeping HCM simple. By transforming the way a company attracts and retains the right people to perform the right job, iNQUATE connects business strategy to quantifiable results, links people to performance, and ensures employees are engaged in the company's success." The Whois Registry shows their web site was created on 2006-05-30. They look good for a small to medium company. http://www.inquate.com/ . 2020Software is no longer carrying them on their site. No explanation was given for their removal at the site see: http://www.2020software.com/compare-software/category/6/Human_Resources_Software/ . Jumpstart is offering training in the use of iNQUATE as well as these other programs: Microsoft Dynamics Great Plains, Microsoft Dynamics Customer RelationshIp Management (CRM), QuickBooks, Vtrenz, and Scribe see: http://www.jumpstartcareers.com/

Friday, April 25, 2008

The Ideal Human Resource Information System

What is the ideal Human Resource Information System in your opinion? Some useful web sites: Chapter One of the Text The Human Resources Software Handbook: Evaluating Technology Solutions for Your Organization by James G. Meade ISBN: 978-0-7879-6251-7 http://media.wiley.com/product_data/excerpt/11/07879625/0787962511.pdf
This is one of the best texts on HRIS on the market there is today.Compare the Top Human Resources Software Solutions


Compares the Top Human Resources Software SolutionsHuman resources (HR) software (also human resources management systems (HRMS), human resources information systems (HRIS)) provides tools for managing employees. Common HR software functions include employee selection (also hiring, recruitment), compensation, evaluation and management of performance, promotions, managing relations, planning, payroll and retirement. HR software may be part of a broader ERP (enterprise software) system.Recommendations of the National Institute of Standards and Technology
These are the Recommendations of the National Institute of Standards and Technology. This covers Security Considerations in the Information System Development Life Cycle

Human Resources is moving dramatically to using systems that provide employees as well as the organizations access to vital information quickly. The HRMIS or HRIS offer portal to employees that allow them change the available information they have with the Human Resource Department. The organizations are able to create reports that satisfy government reports to accommodate such recent changes even as the Sarbanes Oxley Act.