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AMERICAN INTERNATIONALUNIVERSITY BANGLADESH
HR Administration
&HRIS
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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.
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HRM Administration
Pay SystemPay System
Daily TransactionDaily Transaction 89% Company Use HR Administrative89% Company Use HR Administrative
Technology.Technology.
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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
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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.
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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
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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.
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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.
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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.
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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).
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Sample HR Balance scorecard
Financial
Customer
Internal process
Learning and growth.
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Sample HR Balance scorecard
(cont..)
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E
nd of Chapter- 09
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Job Analysis & HR Planning
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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
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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Job Analysis Approaches &
Techniques Job description is one of the tools to do job analysis.
Job analysis involves four phases.
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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.
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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.
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Framework for strategic HR
planning
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Conclusion
18 months later..
What is Rudiger doing now? (Text book page-272)