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Establishing the project team Defining system requirements Performing a feasibility analysis
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Project leader
Successful HRIS development requires a fulltime project manager. 2 choices
1. Outside consultant an HRIS expert 2. An individual from the HR department
Team members
Each member should receives a project assignment appropriate to his or her background, skills and experience.
The scope of the proposed HRMS plays a key role in determining the size of the project team For large projects, team members may include representative from key HR functions, finance, and IS, as well as HRIS consultants.
Steering Committee
Management level Consists of HR manager, IS manager and other central decision makers in the organization (i.e. top management, finance, strategic planning, and line functions of the organization They meet periodically to
1. resolve high-level policy issues, 2. review the feasibility of the proposed HRIS, 3. monitor project progress
Major issue
Criteria for Quality information
Major issue
Functionality Input & processing capability
Major issue
Output capabilities Printing and report design Security Distribution needs User appropriateness User sophistication Coding documentation
Prototyping
Feasibility Analysis
Technical Evaluation Administrative Evaluation Economic Evaluation
Technical evaluation
Considers the functional and technological aspects of the system. The purpose:
reviewing the existing system and vendor market to determine the extent to which current and commercial software can fulfill defined requirements; evaluating the ease of performing internal and external adaptation of such software to meet the organizations additional requirement; and addressing conflicts between standard software and the organizations culture.
Technical evaluation
Based on the findings of the evaluation, the project team usually determines specific technological approaches to meet the organizations HRIS requirements.
manual versus automated approaches, separate versus integrated or interfaced systems, making or buying a system, and the products of several different HRIS vendors.
Administrative evaluation
investigates the impact of corporate culture, organizational structure, management support, business cycles, competing priorities and resource availability on:
staffing, training, scheduling, and other procedural aspects of the project.
Economic evaluation
Provides a cost-benefits value analysis. It begins with establishing the costs, benefits, and values of the existing systems. Then, it measures the costs, benefits, and values of the proposed system against those of the existing systems.
Costs
Acquisition & development costs
Implementation costs
Benefits
Direct savings
Cost avoidance
Operating costs
Intangible benefits
Economic evaluation
3 broad categories of costs:
Acquisition and development costs hardware, software, salaries for project team, and consultant fees Implementation costs conversions, training, staff salaries, and design and printing form Operating costs ongoing staff salaries, training, outside services, forms, maintenance, and upgrades
Economic evaluation
3 broad categories of HRIS benefits:
Direct savings reduction in staff, facility, space, outside services, and consumables (such as papers and ribbons) Cost avoidance current system inflation, maintenance of unauthorized systems, additional staff, hardware maintenance, and potential lawsuits Intangible benefits productivity improvements, better information and decision making, greater accuracy, more timely response, higher reliability, and increased flexibility
USER SUPPORT
To make management understand and appreciate the intangible advantages of the proposed HRIS Everyone should understand that the feasibility study report provides estimates of time and costs but not guarantees.
QUESTIONS??????