hris needs analysis
TRANSCRIPT
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By:Neha AgarwalRajwardhan Kumar
HRIS Needs Analysis
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IntroductionNeeds Analysis is process of gathering,
prioritizing, and documenting an organization’s HR information requirements.
Serves as input for design and implementation of HRIS
Why Needs Analysis:Users rejects an HRIS which fails to provide
required functionalityCostly Systems based on arbitrary data is
wasteTime and Cost is increased in case of erroneous
systems
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System Development Life CyclePlanning
Includes long range and short range planning
Analysis
Current capabilities are documented, new needs are
Identified and scope of an HRIS is determined
Design
Final vendor evaluation and selection occur. Final
specification of the system and its functionality are
defined
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Implementation
HRIS System is built, tested, and readied for actual
output
or ‘go-live’ stage. Coding, configuration modules,
system testing, final procedures, training end
users
Maintenance
Evaluation of HRIS
Does it meet all needs as determined?
Is it accepted by users?
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Planning
Analysis
Design
Implementation
Maintenance
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Phase Containment
A quality control principle to guide all HRIS
Systems
Organization must identify problems as early as
possible in life cycle of system and deal with
them
This is to avoid costly reworking and
modifications later
Example : Y2K bug
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PlanningNeeds: Long Range Planning
‘Big Picture’ of HR function and its information needs in
light of overall business strategy
Example:
Vision is “We aspire to attract, develop, and retain the best
and brightest human capital in the world by becoming and
employer of choice”
For each need we can ask, will this functionality enable our
organization to attract best and brightest, and be an employer of
choice
If yes, it is of strategic importanceNeeds: Short Range Planning
Analysis with immediate focus, over next one to two year
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Steps in Short Range Planning
Form a team – consider who specifically should be on project
Identify at a high level the critical business needs that a system would have to satisfy
Complete Scenario analysis: Identify potential solutionsConsider a feasibility analysis in terms of cost-benefit
analysisDevelop a tentative scope and schedule for viable
scenariosEstimate the return on investment for viable scenariosComplete a system investigation report with specific
recommendation for action
Example: A competition for limited dollars between project to implement Employee Self Service and Performance Management System.
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The BIG 3: Global Positioning System of HRIS
Three general questions must be answered
Where are we now
Where are we going
How we are going to get there
Applicable for long range as well as short
range planning
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AnalysisDissect and Document the organization’s current
capabilities
Identify and prioritize needs – current and future
Conduct a gap analysis to identify critical
functional and technical gaps
Revisit the feasibility analysis based on what is
known and potential solutions
Develop request for proposal for vendors
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Detailing Where We AreData collection includes
InterviewsFocus GroupsSurveys and Online toolsOrganizational Archives
Sources of data gathering initiativesHR Functional ExpertsJob ExpertsTechnical ExpertsEnd UsersTop ManagementConsultants and other business partners
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Detailing Where We Need to Go
Focus on future needs, a business
requirement definition
GAP Analysis
For each requirement, gap analysis identifies
if currently organization perform that function
Priorities are assigned
Gap is classified as high, moderate and low
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Function Currently Have
Requirement
Priority
Gap
Manager access and enrollment online to courses, dates and location
Yes 3 Mod
Tracking of courses taken and production of tracking profile
Yes Yes 4
Fully Online Yes 4 High
Courses content available Yes Yes 3
Online registration facility with ability to maintain employee status
Yes 4 High
Gap Analysis Report for a training Function
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THANK YOU