HRIS Chapter 1 (3) PDF

Chapter One Introduction to Human Resource Information System (HRIS) Course: Human Resource Information System Course Code: BSHR3102 Specialization: HRM Level:...

Chapter One Introduction to Human Resource Information System (HRIS) Course: Human Resource Information System Course Code: BSHR3102 Specialization: HRM Level: Advanced Diploma Outcome-2:Discuss the evolution, components, and process of HRIS in an organization Contents 1. Technology and the Field of HRM 1.1. Mainframe Computing Phase 1.2 Client Server Systems 1.3 ERP and Web-based Systems 1.4 Cloud-based Applications  1. Technology and the Field of HRM 1 2 3 4 Client Server ERP and Mainframe Systems Web-based Computing (Mid-1980s – Cloud-based Systems (1940s – Mid-1990s) Applications (Mid-1990s – Mid-1980s) PC-based 2010) (Since 2012) Application  1 ase Ph 1.1. Mainframe Computing (1940s – Mid-1980s) HRIS Shaped by government regulations and reporting requirements World War II : a. The mobilization of millions of men into the armed forces in the US made the need to collect and classify data on employees’ jobs: e.g. the U.S. Air Force developed a more formalized system of job descriptions ‘’the Comprehensive Occupational Data Analysis Program’’ b. Tax Payment Act of 1943: made organizations withhold taxes from employee paychecks. This increased the record-keeping and processing requirements for personnel departments. i.e. basic employee information, such as: name, address, phone number and complicated data, such as: computations associated with overtime, federal taxes, etc.  1 se Ph a 1.1. Mainframe Computing (1940s – Mid -1980s) During 1950s: Organizations looked for ways to standardize payroll, employee records, and employee compensation. So they: Investigated the use of technology to support payroll processes e.g. GE developed their own mainframe payroll systems Outsourced payroll processes. One of the first vendors to capitalize on this outsourcing opportunity was ADP, the oldest and Automatic Data Processing, Inc. is an American longest-lived payroll companies, provider of human resources management software and services.  ase 1.1. 1 Mainframe Computing (1940s – Mid-1980s) Ph https://upload.wikimedia.org/wikipedia/commons/thumb/6/66/IBM_1401_signal_tracing_at_CHM.jpg/220px- IBM_1401_signal_tracing_at_CHM.jpg  1 h ase 1.1. Mainframe Computing (1940s – Mid-1980s) P In 1960s and 1970s: More increase in reporting requirements…… Due to: the anti-discrimination laws (e.g. the Age Discrimination in Employment Act of US), Gender Discrimination, etc. the creation of new regulatory agencies (e.g., Equal Employment Opportunity Commission (EEOC). Developing applications: A small German company, SAP, was founded and began developing applications to support payroll and basic human resource functioning.  2 se Ph a 1.2 Client Server Systems (Mid-1980s—Mid-1990s) The development of computer networks: Allowed organizations to capture, store, and manage data in multiple locations…… How? ❑ Databases dedicated to HRM began to move to platforms other than mainframes, such as the personal computer: the personal computer’s development meant that organizations had a lower cost option than mainframes and employees and managers could access information from their worksites. ❑ Organizations began setting up local area networks (LANs) to connect their hardware.  2 1.2 Client Server Systems (Mid-1980s—Mid-1990s) se a Ph ❑ Organizations began to adopt a client-server approach to delivering business applications. Client Server Versus Mainframe Computing: MainfraMainframe Computing me Client Server Systems Client Server Computing Approach power was centrally located and allowed for processing on both the accessible by only those who worked central computer (likely a mainframe) locally to the mainframe and on a local personal computer o Enable organizations to distribute computing power and store employee data in multiple locations. e.g. Employee records stored in regional offices where local HRM staff could be responsible for maintaining them locally. This way, records were more accessible to managers and others who needed to use the information for personnel decision making, and information was more 10 current and accurate.  2 se Ph a 1.2 Client Server Systems (Mid-1980s—Mid-1990s) Effects & Consequences An e-business software product line owned by Oracle. o Companies Establishment: The early leader in the client server space: PeopleSoft, which was developed and released for the client-server platform rather than the mainframe. PeopleSoft was the first software package that was designed specifically to support human resources  2 Ph ase 1.2 Client Server Systems (Mid-1980s—Mid-1990s) Effects & Consequences Software vendors: o began to expand product offerings in the HRM space. Products were no longer confined to core HR systems. o began offering PC and client-server based systems in areas such as applicant tracking, performance appraisal, training and development, https://www.jitterbit.com/blog/ats-integration-benefits/ https://www.softwaresuggest.com/blog/how-to-beat-applicant-tracking-system/ and HR planning. No. 1 In Applicant Tracking Software https://oorwin.com/?utm_source=softwaresuggest&utm_medium=ppc  2 se Ph a 1.2 Client Server Systems (Mid-1980s—Mid-1990s) The Need and Positive Effects of Client-Server Changes Cause Organizations & productivity (engaged in downsizing, restructuring, and redesigning) Global competed with others on the basis of the talents and skills of employees. Competition Increased the emphasis on employee self-control rather than supervisory control. The decentralized client server HRIS: enabled organizations to conduct HR planning & HR use analysis to ensure that they were making the most of employees' skills and abilities. This decreased administrative burdens and helped make HR a stronger partner in organizations.  3 ase Ph 1.3 ERP & Web-based Systems (Mid-1990s—2010) Mid 1990s: HR departments began to use enterprise resource planning (ERP) or Web based systems to achieve goals: i.e. recruitment, selection, training, performance management, and compensation. Consequences & Effects Characteristic-1 Early 2000s: enabled enabled organizations to organizations to centralize develop recruiting systems an integrated, Web- all HRM and organizational that could be used to attract enabled enterprise data so that users could applicants anywhere in the resource planning access it through Web world and allow them to systems (explosion of browsers at any time or apply for jobs online through software product place. a Web browser. offerings)  3 Ph ase 1.3 ERP & Web-based Systems (Mid-1990s—2010) Mid 1990s : Characteristic-2 allowed HR to HRM was entering a new era, i.e. “eHRM” HR transactions were communicate with enabled and delivered both internal and through Web browsers external stakeholders; over the Internet and e.g., job applicants, private networks (i.e. employees, managers, intranet) benefit and payroll providers, etc. https://businessjargons.com/e-hrm. html  3 Ph ase 1.3 ERP & Web-based Systems (Mid-1990s—2010) Vendors Offering Products Approaches: f best o ples ndors am e 1. Best of breed approach: Ex eed v br o Organizations purchase and implement separate systems Recruitment system for each area of HRM (e.g. a recruitment system, a time and attendance system, and a benefits management system) https://www.jitterbit.com/solutions/erp-application-integration / o The advantage: organizations could identify and implement the software that most effectively met their needs in each specific area to improve performance. Time & Attendance system https://www.expertmarket.co.uk/time-and-attendance-systems/best-time-and- attendance-software#link-kronos Payroll  3 se Ph a 1.3 ERP & Web-based Systems (Mid-1990s—2010) Vendors Offering Products Approaches: P R ER H in 2. An integrated ERP approach aders Le purchase an integrated HR ERP as part of a broader organizational-wide ERP or simply one that integrated multiple HR functional areas. Advantages: https://www.jitterbit.com/solutions/erp-application-integration/ allowed organizations to make more effective use of employee data  3 se Ph a 1.3 ERP & Web-based Systems (Mid-1990s—2010) Major Innovation: Employee Self-Service (ESS) e or ion m r at Fo rm fo https://www.zimyo.com/insights/employee-self-service-portal-and-its-features/ in  4 ase 1.4 Cloud-based Applications (since 2010) Ph  Listen to the video and answer the questions below: https://blog.servermania.com/what-is-a-cloud-application/ What is a cloud application? What are the benefits of cloud application? Give some examples of cloud applications https://www.howtofixx.com/microsoft-office-365-business/ https://appauthority.com/how-to-use-google-docs-basic-tutorial-plus- tips-and-tricks-3292/ Examples of cloud applications  4 se Ph a 1.4 Cloud-based Applications (since 2010) Organizations no longer have to purchase and maintain hardware and software but instead access the software over the Web through a Web browser.  4 se Ph a 1.4 Cloud-based Applications (since 2010) Move to Cloud-based Applications  4 ase 1.4 Cloud-based Applications (since 2010) Ph Move to Cloud-based Applications  4 se Ph a 1.4 Cloud-based Applications (since 2010) Move to Cloud-based Applications coincided with an increased use of mobile and Vendors are offering cloud-based solutions social technologies. that are compatible with mobile devices https://abcey.com/abceys-startup-monday-workday/ Some vendors, such as Workday, are pursuing a “mobile-first” approach to software development Also Google Doc  4 ase 1.4 Cloud-based Applications (since 2010) Ph Move to Cloud-based Applications coincided with an increased use of mobile and social technologies. Organizations are A study done by Broughton et al continuing to adopt (2013) found that over 400 HR managers in the UK found that social media to support over 50 percent of organizations human resources were using, or were planning to use, social media to support hiring decisions and that they were planning to increase their use over time  ir ing h In  4 ase Ph 1.4 Cloud-based Applications (since 2010) Move to Cloud-based Applications Supporting Hiring Decisions Organizations are increasingly using un-proctored internet testing (UIT) and social media as part of the employee selection process https://www.revelian.com/jobseeker/product/ inks cognitive-ability-test/ Risks for organizations: eful L Cheating Us https://www.testgorilla.com/test-library/ Different than other forms of testing (e.g., https://www.bp.com/content/dam/bp/business- paper-pencil tests or proctored computer- sites/en/global/corporate/pdfs/careers/oman- based tests), graduate-application-process-2019.pdf https://www.takatuf.om/en/assessment/ video https://www.youtube.com/watch?v=EzbSI6GTXvE  Glossary Mainframes - are computers. At their core, mainframes are high- performance computers with large amounts of memory and processors that process billions of simple calculations and transactions in real time. Client-server - is a relationship in which one program (the client) requests a service or resource from another program (the server). Web based ERP - software is an ERP system that requires a web- browser to use. A web based ERP software can be built using open source combination such as PHP and mySQL or aSP.net and SQL server. ERP - Enterprise resource planning Cloud application - is a software program where cloud-based and local components work together.  Glossary US – United states. GE- General Electric Company. ADP - Automatic Data Processing. IBM - International Business Machines. EEOC - Equal Employment Opportunity Commission. SAP- Systems, Applications & Products in Data Processing. LAN - Local Area Networks. HRM – Human resources management. PeopleSoft - The first software package that was designed specifically to support human resources. PC - Personal computer.  Glossary HRIS - Human Resource Information System. Enterprise resource planning (ERP) - is a platform companies use to manage and integrate the essential parts of their businesses. Web-based system - provides access to a software system using a computer and internet connection. eHRM – Electronic human resources management. e – Electronic. ESS- Employee Self-Service. Employee self-service (ESS) - is technology that lets employees handle many human resources (HR), information technology (IT), and other administrative needs on their own. Cloud application - is software that runs its processing logic and data storage between 2 different systems: client-side and server-side.  Glossary Docs – Documents. Remote servers -provide access to shared data and objects in your organization. IT – Information technology. ORACLE - Oak Ridge Automatic Computer and Logical Engine. Workday - calendar defines the valid working days for a manufacturing organization and consists of repeating pattern of days on and days off and exceptions to that pattern. HR – Human resources. GitHub, Inc - is an Internet hosting service for software development and version control using Git. UIT- using un- proctored internet testing.  Essential Reading 1. Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The evolution of the field of human resource information systems: Co-evolution of technology and HR processes. Communications of the Association for Information Systems, 38(1), 28. 2. Mutsuddi, Indranil. Managing Human Resources in the Global Context, New Age International Ltd, 2011. ProQuest E-book Central, (Chapter 9: Human Resource Information System) https://ebookcentral.proquest.com/lib/momp/reader. action?docID=3017442&ppg=179 Recommended Readings: Okwaro, I. O. (2019) Information Systems for Business. Ashland: Society Publishing. Available at:http://masader.idm. oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&site=eds- live&db=e000xww&AN=2324461 (Accessed: 13 October 2021).  CONTACT INFORMATION : Name of the Staff : Dr. Faiza Awladthani and Ms.Uzma Jahan Office:: BS055/BS032 Email: [email protected] , [email protected] VERSION HISTORY Version No Date Approved Changes incorporated 01 Sem. (II) 2022/2023 35