Transcript HRIS Implementations

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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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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HRIS Implementations - a Practical Guide
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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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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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Technology and Business Changes
Drive Need for HR Change
Old HR Model
New HR Model
10%
10%
Admin.
Strategy
60%
60%
Admin
Delivery
Delivery
30%
Strategy
30%
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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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Rainbow of Choices-HRIS/Payroll
HRIS-ASP
Low End-Payroll
Access/Excel
Bureaus, Software
Non networked
software systems,
service bureausmostly Payroll
oriented Ex. HR
Track, HR office,
Spectrum, Abra,
Paychex, PEO’s
ASP-SaaS, SW
HRIS and Payroll,
very often
integrated along
with Time and
Attendance and
reporting Ex.
Humanic,
Ceridian, Ultimate,
ADP HRB,
Kronos, Genesys
Enterprise HRIS
ERP’S, HRO’s
Enterprise systems
very often part of
larger company
wide systems or
HRO, BPO
offerings, Ex.
Oracle/PeopleSoft,
SAP, Accenture,
Lawson
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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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Implementation is a series of
Interdependent Phases
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Initiation
Discovery - Requirements Definition
Design
Construction
Testing
Rollout Planning
Turn-Over
Post-Implementation Support
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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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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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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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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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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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Living with the New HRIS
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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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Questions
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Thank You!
Stewart Feller
(201) 408-3704
[email protected]
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