Improving HR effectiveness

Transformational- knowledge management, strategic redirection and

renewal, cultural change, management development

i.e 5-15% add strategic value, contribute to bottom line, cultural change,
leadership development, knowledge management, boost creativity and
innovation.

Traditional staffing, employee learning, performance management,

compensation, industrial relations, employee service

i.e 15-30% add valueif aligned with strategic goals recruitment, selection,
training, performance management, compensation, employee relations

Transactional- record keeping HRIS, employee services.

i.e- 65- 75% : day to day routine activities with little value add, benefits
administration, record keeping, employee services.

& on the sides we have outsourcing and process redesign, information

technology

ALL IS STRUCTUAL REALIGNMENT.

HRIS- computerised system that provides current and accurate data for
purposes of control and decision-making.

2. Influence of technology in HRM

IT helps to redesign of work processes to reduce costs, time and improve

quality
IS improves decision making capability
But IT/IS (information systems) is only enabling tool and cannot
substitue for people and leadership quality
Only and enabling tool and cannot substitute for people and leadership
quality
E-HRM &HRIS web-enabled philosophy for the delivery of HR AND HRIS
is an integrated database using system life cycle to support the move to E-
HRM: Broader and deeper, both use technology as a Service centre for
disseminating connecting and conducting HRM

3. WHY DO WE NEED HRIS

Harnessing technology- provides structural connectivity across units and

activites and to increase the speed of info transactions (CLOUD
COMPUTING, smart phones, and analytics.
Increasing competitiveness by improving HR operations
 DATA collecting and converting to information and knowledge for
improved time and quality of decision making
STREAMLINING and enhancing efficiency and effectiveness of
administrative functions
Shifting the focus of HR from the processing of transactions to strategic
HRM
Reengineering HR processes and functions
Improving employee satisfaction ( by HR services being quicker and
more accurate)

4. USE of HRIS depends on

SIZE, TOP MANAGEMENT SUPPORT & commitment, RESOURCES ($, time and
personnel), HR philosophy of the company as well as its vision, organisational
culture, structure and systems, MANAGERIAL COMPETENCE, motivation of
employees in adopting change

5. Types of HRIS

A. Electronic data processing (EDP) E.g payroll processing, attendance entry,

application forms
B. Management Information System (MIS) (provides key data to managers,
supports regular and ongoing decisions) E.g EEO Report, Recruiting yield
ratio.
C. Executive Information systems (EIS) provides high level data, provides
aggregate, helps managers with long-range planning, supports strategic
direction and decisions e.g Succession planning; aggregate data on
balanced scorecard.