Human Resource Management Labor Laws Employees Relations

Advisor (Industrial Disaster Management) NESPAK (A Government of Pakistan Enterprise)

Tamgh-e-Imtiaz

By Rana M Daniyal

The Road Map

Session 1- HRIS
Session 2 -National

Labor Laws
Session 3

Employees Relations

HUMAN RESOURCE INFORMATION SYSTEMS

(HRIS)

Welcome!

WORKSHOP FACILITATOR: MINHAS BHOJANI

HUMAN RESOURCE INFORMATION SYSTEM

What is HRIS ?
Relationship between strategic

HRM and HRIS

How Can HRIS help in Strategic

HRM decision

HUMAN RESOURCE INFORMATION SYSTEM

Computerized system that provides current and accurate data for purposes of control and decision making HRIS is any organized approach for obtaining relevant and timely data on which to base human resource management decision An integrated system of hardware, software, and databases designed to provide information used in HR decision making. A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organizations human resources. An HRIS can: support strategic decision making help the organization avoid lawsuits provide data for evaluating programs or policies support day-to-day HR decisions

HUMAN RESOURCE INFORMATION SYSTEM FEATURES OF HRIS

The HRIS should be designed to provide information that is: Timely: Accurate: A manager must have access to up to-date information A manager must be able to rely on the accuracy of the information provided

Concise:
Relevant:

A Manager Can Absorb Only So Much Information At Any One Time

A Manager Should Receive Only The Information Needed In A Particular Situation

Complete:

A manager should receive information

complete, not partial,

HUMAN RESOURCE INFORMATION SYSTEM

Human resource information systems (HRIS)
An integrated system of hardware, software, and databases designed to provide information used in HR decision making. Benefits of HRIS
Administrative and operational efficiency in compiling HR data Availability of data for effective HR strategic planning Automation of payroll and benefit activities EEO/affirmative action tracking

Uses of HRIS

HUMAN RESOURCE INFORMATION SYSTEM

IMPLICATION OF HRIS IN REAL LIFE SCENARIO

HUMAN RESOURCE INFORMATION SYSTEM

HUMAN RESOURCE INFORMATION SYSTEM

HUMAN RESOURCE INFORMATION SYSTEM

HUMAN RESOURCE INFORMATION SYSTEM

HUMAN RESOURCE INFORMATION SYSTEM

HUMAN RESOURCE INFORMATION SYSTEM

HUMAN RESOURCE INFORMATION SYSTEM

HRIS Strategic Functions

Strategic Objectives Aligning People & Business

Planning & KPI Monitoring Performance Appraisal

Performance Strategic Roles

Rewards Management
C&B

People Development
Assessment Learning

Ind. Relations

Talent Management

HUMAN RESOURCE INFORMATION SYSTEM Why HRIS ?

Personal Information (name, address, education, etc)

Training Records

Salary, Allowances, Bonus, THR, etc

Timesheet / Activity Records

All HR Data is stored in one place, and accessible from all computers ( for employees with the right authorization). All employee data can be searched using employee number. Data Integrity is secured.

HR Accounts for Finance Journal

Company Policy (esp. related to monetary benefits)

HUMAN RESOURCE INFORMATION SYSTEM Why HRIS?

Example: Payroll To avoid manual payroll calculation every month, which carries the human error risk and tend to force HR officers to simplify formulas, even when inaccurate. Taxes paid can be higher than what is should be. With the system, the worker does not have to deal with the complexity of the payroll calculation every period.

HUMAN RESOURCE INFORMATION SYSTEM Why HRIS?

Example: Payroll

Using the system, workers only need to press a few buttons and the payroll is calculated.

HUMAN RESOURCE INFORMATION SYSTEM Why HRIS?

Example: Payroll
New allowance may directly be created and registered. Wage components may be set for either net or gross.

The big picture reasons for change

Savings

Complexity

Duplication

World-class HR

Inconsistencies

Poor accessibility

Inefficient paper-driven process

Objectives of HRIS Implementation

Periodical Compensation Calc. Salary Slip SPT Calc. (Masa & Annual) Journal to Finance Timesheet Recording Calculation Policies > Formula > Results

To run HR Policies and Procedures (payroll, timesheet) Employee Data Input, data master (company policy) Salary, Allowances, Timesheet

HRIS Employee Personal Data Assignment Data (location, job title..) Training Data Timesheet Salary Data Medical check-up data Insurance Data

HUMAN RESOURCE INFORMATION SYSTEM Objectives of HRIS Implementation

1. DATA MIGRATION: input data HR into the system: Employee personal data (education, experience, emergency contacts) Dependants data (spouse, children) Compensation Data Insurance Data 2. PROCESS: implement policies and procedures of HR automatically: Payroll calculation (HR standards and Finance Requirement cost center) Time-sheet records and calculation Journal to Finance System (FAS) Tax reporting 3. QC: ensure as per company requirements

Human Resources Are Changing Human Resources Roles Roles Are Changing
Maitaining Records Maitaining Records
Collect, track and maintain data on on employees Collect, track and maintain data employees

Current 5-7 Difference Current 5-7 Difference years years agoago 15.0% 22.0% 22.0% Significant 15.0% Significant Decrease Decrease 12.0% 19.0% 19.0% Significant 12.0% Significant Decrease Decrease
31.0% Significant 31.0% 35.0% 35.0% Significant Decrease Decrease 19.0% Significant 19.0% 13.0% 13.0% Significant Increase Increase

Auditing / Controlling Auditing / Controlling

Ensure compliance to internal operations, Ensure compliance to internal operations, regulations, legal and union requirements regulations, legal and union requirements

HR Service Provider HR Service Provider

Assist with implement and administration of HR HR Assist with implement and administration of practices practices

Practice Development Practice Development

Develop HR systems practices Develop new HRnew systems and and practices

23.0% Significant 23.0% 11.0% 11.0% Significant Member of the management team. Involved with Increase Member of the management team. Involved with Increase strategic HR planning, organisation design and
strategic HR planning, organisation design and strategic change strategic change
A study by the Center for Effective Organisations, University of Southern California, and The Human Resources Planning Society. A study by the Center for Effective Organisations, University of Southern California, and The Human Resources Planning Society.

Strategic Business Partner Strategic Business Partner

HUMAN RESOURCE INFORMATION SYSTEM MODULES OF HRIS

Payroll Compensation administration Benefits administration Expatriate management Training & development Career planning & development Hr planning Performance appraisal Attendance Selection / recruitment

PAYROLL

CAREER PLANNING & DEVELOPMENT

COMPENSATION ADMINISTRATION

HR PLANNING

BENEFITS ADMINISTRATION

HRIS INTEGRATED DATABASE

PERFORMANCE APPRAISALS

EXPATRIATE MANAGEMENT

SELECTION / RECRUITMENT

TRAINING & DEVELOPMENT

ATTENDANCE

HUMAN RESOURCE INFORMATION SYSTEM

MODULES OF HRIS
PAYROLL CAREER PLANNING & DEVELOPMENT

COMPENSATION ADMINISTRATION

HR PLANNING

BENEFITS ADMINISTRATION

HRIS INTEGRATED DATABASE

PERFORMANCE APPRAISALS

EXPATRIATE MANAGEMENT

SELECTION / RECRUITMENT

TRAINING & DEVELOPMENT

ATTENDANCE

HUMAN RESOURCE INFORMATION SYSTEM Personal Details Checking your personal details
Personal contact number

Address

Emergency contact number

Academic qualifications Benefits

Marital status Dependencies Payroll bank account

HUMAN RESOURCE INFORMATION SYSTEM

THE AUTOMATED HR MACHINE SELF SERVICE CONCEPT

EMPLOYEE / MANAGER SELF-SERVICE E-LEARNING RETIREMENT CALCULATORS LOAN CALCULATORS PERFORMANCE MANAGEMENT DECISION-MAKING TOOLS POLICIES AND PROCEDURES RECRUITMENT AND SELECTION CAREER MANAGEMENT

HUMAN RESOURCE INFORMATION SYSTEM AUTOMATE RESUME TRACKING PROCESS

RECEPTION OF APPLICATION PRESCREENING RESUMES CORRESPONDENCE

APPLICATION FORM
TESTS PRELIMINARY INTERVIEW

ISSUANCE OF LETTERS LIKE MEDICAL, OFFER,

ETC

HUMAN RESOURCE INFORMATION SYSTEM Conclusion

Utilization of HRIS will support HR performance, mainly to reduce calculation works, time, and avoid mistakes In the implementation, we will support company for independent use of the system

QUESTION / ANSWER SESSION

?????

CASE STUDY A MATTER OF PRIVACY

YOUR COMPANY HAS RECENTLY REVAMPED ITS HRIS. PAYROLL AND HR RECORDS ARE NOW INTEGRATED INTO ONE DATABASE. ALTHOUGH ACCESS TO CONFIDENTIAL HR INFORMATION IS RESTRICTED, SOME SEMI-PRIVATE INFORMATION SUCH AS THE EMPLOYEES NAME, ADDRESS AND TELEPHONE NUMBER CAN BE ACCESSED ONLINE BY ALL SUPERVISORS. EMPLOYEES CAN ALSO ALTER THEIR OWN PERSONNEL RECORDS (FOR E.G. CHANGES OF ADDRESS, TELEPHONE NUMBERS OR NUMBER OF DEPENDENTS).

EMPLOYEES LIKE THE NEW SYSTEM BECAUSE IT MEANS THAT THEY KNOW
THEIR PERSONNEL FILES ARE UP TO DATE AND THAT INFORMATION IS READILY AVAILABLE IN AN EMERGENCY. FURTHERMORE, THE NEW SYSTEM HAS RESULTED IN CONSIDERABLE IMPROVEMENTS IN HR RECORD KEEPING AND THE ABILITY OF THE HR DEPARTMENT TO GENERATE MORE USEFUL

MANAGEMENT REPORTS.

HOWEVER, AN EMPLOYEE IN THE SALES

SHE ALLEGES THAT THE

DEPARTMENT IS EXTREMELY UPSET; SHE HAS BEEN RECEIVING OBSCENCE PHONE CALLS AND BLAMES THE NEW HRIS. UNLISTED CALLER MUST BE SOMEONE FROM THE COMPANY BECAUSE HER NUMBER IS

CASE STUDY A MATTER OF PRIVACY

SHOULD INFORMATION SUCH AS TELEPHONE NUMBERS BE AVAILABLE TO OTHER EMPLOYEES? WHICH IS MORE IMPORTANT - THE COMPANYS NEED TO COLLECT JOB-RELATED INFORMATION OR AN EMPLOYEES RIGHT TO

PRIVACY?
SHOULD EMPLOYEES BE ALLOWED TO CHANGE THEIR OWN FILES? WHICH PERSONNEL DATA SHOULD BE CLASSIFIED (A) RESTRICTED AND (B) UNRESTRICTED?