1. Project Management Institute (PMI) Upstate New York Chapter
Human Resources Information Systems (HRIS)
Project Management
A Practical Guide
Presented by Stewart Feller September 19, 2007
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2. Agenda The Growth and Change of Human Resources (HR)
Introduction to Human Resources Information System (HRIS)
Project Management of HRIS Implementations
Preparing for and Living with the New HRIS
Questions & Answers
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3. HRIS Implementations - a Practical Guide
What is an HRIS and why do we need one?
Who are some of the vendors?
What other types of systems do they replace?
Who needs to be involved in the implementation of such a system?
What impact does the the deployment of an HRIS have on an organization?
What are the current industry trends?
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4. The Growth OF Human Resources (HR)
Personnel Departments became Human Resource Departments
Human Resources became Human Assets and now have become Human Capital
“Doing more with less” HR technology has pushed administration down to the front line. “HR Productivity Tools-Internet”
Occupational Shifts-Women in the workforce
Globalization and the Contingent workforce
Technology for all the HR Disciplines
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5. Technology and Business Changes Drive Need for HR Change
10%
10%
Admin.
Strategy
60%
60%
Admin
Delivery
Delivery
Strategy
30%
30%
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6. HRIS Basics HRIS vs. HRMS ESS/MSS-Self-Service
ERP-Enterprise Resource Planning
Integrated systems (HR/PR/T&A)
ASP-Application Service Provider
BPO-Business Process Outsourcer
HRO-Human Resource Outsourcing
Service Bureau (ADP, Ceridian, Paychex)
ATS-Applicant Tracking Systems
TPA-Third party administrator (benefits)
T&A-Time and Attendance systems (workforce management)
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7. Rainbow of Choices-HRIS/Payroll
HRIS-ASP
Enterprise HRIS
Low End-Payroll
Access/Excel
Bureaus, Software
ASP-SaaS, SW
ERP’S, HRO’s
Non networked software systems, service bureaus-mostly Payroll oriented Ex. HR Track, HR office, Spectrum, Abra, Paychex, PEO’s
HRIS and Payroll, very often integrated along with Time and Attendance and reporting Ex. Humanic, Ceridian, Ultimate, ADP HRB, Kronos, Genesys
Enterprise systems very often part of larger company wide systems or HRO, BPO offerings, Ex. Oracle/PeopleSoft,SAP, Accenture, Lawson
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8. Why do we need an HRIS? Store Master file
Ensure organization is compliant (Gov’t, employee policy and possibly unions)
Administer benefits
Administer attendance
Track applicants
Manage pay (jobs, positions, Org)
Sustain employees (appraisals, career path, succession planning)
Administer Training
Front end to payroll
Much More
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9. Implementation is a series of Interdependent Phases
Initiation
Discovery - Requirements Definition
Design
Construction
Testing
Rollout Planning
Turn-Over
Post-Implementation Support
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10. Project Manager Roles Vendor Serves as primary contact with Client
Oversees Project & Budget
Assists in Planning
Ensures timely completion of tasks
Conducts Status Meetings
Works with Project Leads
Prioritizes and escalates outstanding issues
Client
Serves as primary contact with Vendor
Oversees the Project
Assists in Planning
Ensures timely completion of tasks
Conducts Status Meetings
Assigns responsibilities
Prioritizes and addresses outstanding issues
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11. HRIS Implementations – the real questions to ask
Why are they asking who is managing this project, don’t they know it’s me?
Policy vs. Practice: how do I avoid this struggle or the sales guy said it could do that, why can’t you get it to work?
HR, Payroll, Time & Attendance rules should not rule you!
The invisible executive sponsor
The alphabet soup of compliance or I need to know what HIPAA means?
I have to understand employee benefits to work on this project? I can’t even get my own doctor bills paid!
Oracle database and Internet Application Server (IAS) pricing for dummies. What do you mean we don’t have that license?
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12. Preparing for a New HRIS
Choose the right vendors and understand all costs
Form the project team at the time of evaluation
Establish Executive Sponsorship and SME
Solicit IT input and support
Consider in-house software license-Database, IAS, etc.
Analyze HR Workflow, Policy and Practice
Conduct Workforce Surveys
Examine Shadow systems
Address the “I already work sixty hours a week” response, upfront
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13. Recent HRIS Project Management Changes
ASP & SaaS has changed the IT Dynamic for the HRIS Project Manager
Workflow functions that did not exist five years ago require a great deal of stakeholder management
Project Managers must “bound” the project or scope creep is never ending with a system that touches every employee
Customization-what’s that?- It’s all about the tool set.
Object oriented programming-It must be a new “Workday”?
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14. Preparing the Organization & Implementing
Communicate at all levels-Get marketing involved!
The HR and Payroll Towers-don’t fall into the mote!
What’s in it for me?
Line Managers are critical to your success
This is the perfect time for HR to get their house in order!
Get the Technology stuff right!
To convert or not to convert - that is the question!
Workflow for all
Consultants-Who do we need and why?
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15. Living with the New HRIS
Depending on the system-features for everyone
I view the data set that is pertinent to me!
Web Based Self-Service
Employees & Managers have their view into the HRIS based on workflow and rights
Employee Portal-online benefit open enrollment, PTO request
Line Manager Portal-PTO approval, online employee reviews, recruiting workflow, employee change administration
HR Tool-Single source for all HR data, compliance reporting, benefit administration and report analytics
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16. Questions
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17. Thank You! Stewart Feller (201) 408-3704 Stewartf@corpsyn.com
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