[jenanawi]

Hai all,
What are the issue that need to take into act when planning and developing of hris?
Thanks..

[Wildsporty]

HRIS (Human Resource Information System)

This is a rather large and involved undertaking. It is very important for the company that it be done correctly, completely and with much thought and research.

In most companies a team or taskforce is developed consisting of employees from Management, HR, Payroll, and Information Services to work together as a team and figure out what is the best system for the company.

Here are some things that you might want to look at.

#1. Select the right Vendor
(check out several vendors, have them give demonstrations)

#2. Write a proposal and get it approved by management.
(what will it cost, how long will it take, include both software and training costs, what will ongoing support cost. Is it compatible with existing programs and is it user friendly?)

#3. Why are you buying a new system or replacing the old one?
(no system currently, current system out of date of not working properly, Need system which will do more such as an upgrade for more complex transactions)

#4. Inhouse , Outsourcing or Hosting.
(Are you going to purchase a stand alone inhouse system, will the system be an outsourcing tool or will it be a host system hosted on another system)

#5. Hardware and existing system consideration.
(will your current system handle the new software system, or will it needed upgraded? If so how much will the upgrade cost?)

#6. How will the new software benefit the company and save money. What are your expectations for it?
(what jobs can it take on that will save time and money and what jobs do you wish it to do? How , who and when will it begin to save time and money. Will it create more work and if so for how long a time. Which reports will it create and will current useful reports still be available or will there be an equivalent available. What happens to historical data?

#7. Governmental Compliance:
(are all the processes and reports compliant with governmental standards?)

#8. Growth Planning
(does the new system have growth capabilities? Will it be able to grow with the company? How long before it would potentially need to be replaced?)

#9. Disaster Recovery
(Are there features for backup of the system in case of loss of data or recovery of lost data?)

#10. Plan steps for smooth implementation:

Selection
Approval
Contracts
Installation
Implementation
Training

You should evaluate several systems before you actually purchase a system. Here are some things that may or may not be important to your company to evaluate, but it is a good list to use.

Accrued Vacation Liabilities
Additional Compensation
Attendance Reports
Attendance Tracking
Benefit Eligibility
Benefit Recalculation
New Hire Function
Report Distribution
Termination Function
Benefit Reports
Benefit Statement
Benefits Administration
Bonus Tracking
Budget To Actual
Calculate Adjusted Dates Of Hire
Career Development
Cobra
Company Holidays
Company Property Reports
Comp-Ration Analysis
Compensation Reports
Custom Attendance Formulas
Custom Benefit Formulas
Custom Code Tables
Custom Design Fields
Custom Preferences
Custom Queries
Custom Reports
Custom Salary Grades
Departmental Budgets
Dependent Tracking
Disability Tracking
Disciplinary Actions
Documentation
Education Tracking
EEO Reports
EEO, AAP And Military
Emergency Contact
Employee Correspondence
Employee Self Service (ESS)
Employee Skills Development
Expire Employee Benefits
Export To ASCII or ACH
Family And Medical Leave
Field Level Security
Financial Planning and Projections
Global Update
Grievance Tracking
Handicap Information
Headcount Analysis
I-9 Information
Illness Tracking
Incentive Pay Tracking
Internet Updates
Job Analysis
Job History
LAN and Wan Versions
Licensing
Manager Level Security
Mass Increase Salaries
Mass Salary, Job And Benefit Updates
MS Access Database
MS Visual Basic 5.0
Multiple Phone Numbers
Name Address SSN
Organization
OSHA Tracking
Output To Excel
Output To Excel, Lotus, ASCII
Output To Word
Pay Period Dates
Payroll Input Screen
Payroll Interface To Outsource vendor
Payroll Interface To in-house Programs such as GL and Finance
Performance Reviews
Report Grouping And Sorting
Report Record Selection
Salary Administration
Salary History
Salary Mid, Max and Min
Security Users And Groups
Select Active Or Terminated Employees
Self-Service Module
Seniority Dates
Shift Information
Skill Development
Skills Tracking
Succession Planning
System Audit Function
System Tutorial
Track Dependent Coverage
Training
Turnover Analysis
Union Participation
Unlimited Employee Records
User Defined Fields
User Defined Screens
User Defined Tables
Users Levels Security
Vacation Accruals
W4 Data
Wage and Salary Administration
Workers Compensation

I hope this helps answer your question

Shirley