Badhan Aronno

8/7/2019 Badhan Aronno

1/28

AMERICAN INTERNATIONALUNIVERSITY BANGLADESH

HR Administration

&HRIS


2/28

Introduction to HR Administration in anHRIS Environment

Activities Of HR AdministrationActivities Of HR Administration

Relation with HRISRelation with HRIS

65% to 75% activities are transactional.65% to 75% activities are transactional.

Updating Information Materials.Updating Information Materials.

Effective & Efficiency.Effective & Efficiency.

Technological Development.Technological Development.


3/28

HRM Administration

Pay SystemPay System

Daily TransactionDaily Transaction 89% Company Use HR Administrative89% Company Use HR Administrative

Technology.Technology.


4/28

SOA

ServiceService--Oriented ArchitectureOriented Architecture

SOA BusinessSOA Business--Modeling ProcessModeling Process

Business Context

Business Imperatives

IT Imperatives

SOA Drivers

SOA Value

Drivers

SOA Value Modeling

SOA Goals & Results

Services

Identification,

Modeling & Design

SOA Metrics


5/28

SOA

Architectural BenefitsArchitectural Benefits

Standards Based Integration.Standards Based Integration.

Faster implementation and change management.Faster implementation and change management.

Improved alignment of business process and ITImproved alignment of business process and IT

implementation.implementation.


6/28

XML

Extensive Markup Language.Extensive Markup Language.

Combines text and other information about the text.Combines text and other information about the text.

Advantages Of XML

Security is ImprovedSecurity is Improved

Performance is EnhancedPerformance is Enhanced

Auditing Capabilities are AddedAuditing Capabilities are Added

Change Capabilities are EnhancedChange Capabilities are Enhanced


7/28

Self-Service Portals & HRIS

First Structural Approach.First Structural Approach.

Two types of SS Portals:Two types of SS Portals:

ESSESS

MSSMSSESSESS

An electronic access point to an organizationsAn electronic access point to an organizations

information.information.

MSSMSS

Allow managers to view extensive informationAllow managers to view extensive information

about their subordinates.about their subordinates.


8/28

Self-Service Portals for HRAdministration

Advantages of SSPAdvantages of SSP

Improve the speed and quality of service to employees andImprove the speed and quality of service to employees and

managers for routine inquiries and changes.managers for routine inquiries and changes.

Enhance employee satisfaction by permitting employeesEnhance employee satisfaction by permitting employeesto control when and where such access activities occur.to control when and where such access activities occur.

Reduce the number of transaction of HR employees.Reduce the number of transaction of HR employees.

Disadvantages of SSPDisadvantages of SSP Permitting employees to access company data throughPermitting employees to access company data through

Internet selfInternet self--service portals may increase the possibility ofservice portals may increase the possibility of

security breaches and associated negative outcomes forsecurity breaches and associated negative outcomes for

affected employees.affected employees.


9/28

Shared Service Canters & HRIS

Second Structural Approach

A technologyA technology--enabled centralized group designed to provide excellentenabled centralized group designed to provide excellent

service to internal customers at reduced costs.service to internal customers at reduced costs.

Advantage of SSCAdvantage of SSC

Permit HR administration managers to focus on delivering timely,Permit HR administration managers to focus on delivering timely,

highhigh--quality transactions necessary to fulfill corporatequality transactions necessary to fulfill corporate

requirementsrequirements

Disadvantages of SSCDisadvantages of SSC

Can lead to depersonalization.Can lead to depersonalization.


10/28

HR administration and EqualEmployment opportunity

1. Equal Employment Opportunity (EEO).2. Americans With Disabilities Act (ADA).

3. Age discrimination in employment act (ADEA).

4. Occupational safety and health act recordkeeping

(OSHA).


11/28

Sample HR Balance scorecard

Financial

Customer

Internal process

Learning and growth.


12/28

Sample HR Balance scorecard

(cont..)


13/28

E

nd of Chapter- 09


14/28

Job Analysis & HR Planning


15/28

Contents

Talent Management

Inclusive/Exclusive approach

High performers and High potentials

Talent diversity

Job Analysis

Job Description: HRIS application

Framework for Strategic HR planning

Conclusion


16/28

A very small illustration about

Talent Management Rudigner is sitting at his desk on the seventh

floor, a corner office, in the city of London

reflecting on life.


17/28

What is Talent Management?

Talent Management in today'sorganization can be defined inseveral ways.

The most simplest definition oftalent could be those individualswho can make a difference toorganizational performance, eitherthrough their immediate contributionor in the longer term demonstratingthe highest level of potentials.


18/28

What is Talent management?

(cont..) According to CIPD (2006b) defined the process of

talent management as a systematic attraction,

identification, development, engagement,/retention,

and deployment of those individuals with highpotential who are an particular value to an

organization.

Talent Management has become an extremelyimportant strategic goal for organization, both

domestic and global.


19/28

Inclusive or Exclusive Approach

A very key strategic perspective of talentmanagement initiative is inclusive or exclusiveapproach.

Inclusive talent management is all about thecompetitive strategy which a organization can gainthrough the overall development of talent at alllevels of the organization.

Challenges could be diversity of the organizationand them and us mentality.


20/28

Inclusive or Exclusive

Approach (cont..) Focusing on a specific

group of employees isexclusive talent

management.

College graduates,particular skilled orprofessional groups andbasically the futureleadership of theorganization.


21/28

High performers and high

potentialsHIPERs- individuals who are considered to be a

excellent performers in their respective role.

HIPOs- those who have the potential to developfurther and wish to do so.

The aim is to develop several talent pool addressing

different future needs.


22/28

Talent Diversity

I think from a business performance perspective,

diversity of thought and how people operate as

probably the most important talent in the sense that

will drive the business forward -HR Director(Foodcom, United

Kingdom)

Diverse workforce and talent management alwaysoffers a platform for innovative HRM strategies.


23/28

Job Analysis

Job analysis is the process of systematically

obtaining information about jobs by determining

the duties, tasks, or activities of jobs, byproducing job description which is the product of

job analysis.

HRP encompasses all the employees of anorganization.


24/28

Job Analysis Approaches &

Techniques Job description is one of the tools to do job analysis.

Job analysis involves four phases.


25/28

Job Analysis Approaches &

Techniques (cont..) The sources of information about the job must be

identified.

The type of job information or data must beidentified.

The methods of collecting the job data must bedetermined.

There are some others techniques to do jobanalysis.


26/28

Job Description: HRIS

applicationA job description is a list of the general tasks, or

functions, and responsibilities of a position.

Completing job analysis and deriving jobdescriptions can be accomplished through onlinesurvey techniques.


27/28

Framework for strategic HR

planning


28/28

Conclusion

18 months later..

What is Rudiger doing now? (Text book page-272)

Badhan Aronno

Documents

Transcript of Badhan Aronno