HRIS Chapter 3: Systems Design and Implementation

Employees who directly input and manage data within the HRIS, such as entering new employee information and ensuring accurate payroll.

Any employee who interacts with the HRIS outside of the clerical role, primarily to manage personal information.

Individuals outside the organization who use the HRIS for specific purposes.

Information specific to individuals, such as their name, address, skills, and training.

Data related to the organization itself, including job descriptions, organizational structure, and compensation guidelines.

Data generated through the interaction of employee and organizational information, such as performance reviews and compensation decisions.

Job seekers interacting with the recruitment platform, seeking information about open positions.

Organizations partnering with the company who need access to specific HR information, like job descriptions and candidate details.

Individuals who use the HRIS system to perform their daily tasks, such as accessing payroll information or updating employee records.

Individuals within the organization who are responsible for overseeing and managing different aspects of the HRIS, often requiring advanced knowledge of the system functionality and its integration with other systems. They may be involved in training users, troubleshooting issues, and developing custom reports.

Managers use HRIS data for informed decision-making regarding their teams. They access reports and dashboards for real-time insights into employee performance, recruitment channels, retention rates, and training needs.

HRIS data empowers managers to make informed decisions about training program enrollment, based on employee performance data. By analyzing performance trends, managers can identify areas where targeted training could improve employee skills and productivity.

HRIS data provides managers with insights into different recruitment channels, enabling them to make informed decisions about where to focus recruitment efforts. By analyzing the success rate of different channels (e.g., job boards, social media, referrals), managers can optimize their recruitment strategy.

HRIS data helps managers make informed decisions about employee retention. By analyzing employee turnover data, managers can identify potential issues that lead to attrition and take proactive steps to address them. This can include improving employee engagement, providing better career development opportunities, or addressing concerns about workplace culture.

A software solution for managing human resources within an organization, including employee data, payroll, benefits, training, and performance management.

HRIS includes reporting and query tools, creating user-friendly reports and dashboards that make complex HR data easily accessible and understandable for managers, helping them make decisions quickly and confidently.

This layer is responsible for processing the user's requests, performing calculations, and accessing data from the database. It handles the business logic that determines how the system should respond to user actions.

This layer provides the user interface that allows users to interact with the HRIS. It receives input from users, displays information, and translates user actions into requests for the Application Layer.

This layer is where the HRIS stores all its data, such as employee information, payroll records, and job descriptions. The Application Layer retrieves and updates data from this layer.

A software component that acts as the bridge between the application and the database. It manages data and transactions before saving them to the database.

A type of architecture where the processing power is divided between client computers and a central server. This allows for more efficient processing of tasks like name or address validation.

A type of architecture where data storage, application processing, and user interface are all on the same central computer.

A type of architecture where the processing power is distributed across three tiers: the client, the application server, and the database server. This allows for greater scalability and improved security.

A system that uses a central server to process and manage data for all users. This approach was common in the early days of computing.

The issue where accessing data over a network can be slow and require significant bandwidth.

The challenge faced by two-tier and three-tier architectures where each user needs to install specific software on their computer to access the system.

This approach involves hiring a consultant to manage the HRIS implementation project. Consultants bring expertise and a fresh perspective but might not be familiar with the company's specific needs.

Choosing an internal candidate for a project management role, often someone experienced in HR or related fields, can save costs and ensure a deep understanding of the company's operations.

A quick, direct switch to the new HRIS system. There's minimal downtime but a potential for errors and disruptions.

Running the old and new systems simultaneously for a period. This allows for careful testing and a smoother transition but can be costly and time-consuming.

Poor planning is a major cause of HRIS implementation failure. It's essential to have a well-defined project scope, timeline, and budget.

A cloud computing model where a service provider manages all aspects of the IT infrastructure, including hardware, software, and networking. Users access services over the internet.

A software architecture where each layer or functionality is handled by separate software components. These components communicate with each other to complete tasks.

A software architecture where the user interface runs on a client computer (e.g., a desktop or laptop), and the application logic and data access run on a separate server.

An approach to software development where different vendors' software products are combined to create a complete system.

The ability of different software applications to exchange data and work together seamlessly. Like a shared language for different software.

The use of a common data description language, such as XML, to ensure data consistency and compatibility across various applications.