Key Concepts in HR Information Systems and Analytics

Core HR Data Management

Stores employee records, payroll data, and compliance information.

Recruitment & Onboarding

Facilitates hiring, applicant tracking, and onboarding processes.

Talent & Performance Management

Supports goal setting, performance evaluations, and career development.

Time & Attendance Management

Tracks employee hours, leave, and scheduling.

Payroll & Benefits Administration

Manages compensation, deductions, and benefits enrollment.

Functions of HRIS

Automates HR workflows to improve efficiency.

Functions of HRIS

Ensures compliance with labor laws and regulations.

Functions of HRIS

Enhances employee self-service options for leave requests, benefits, and performance tracking.

Functions of HRIS

Provides analytics and reporting to support strategic HR decisions.

HR Technology Users

HR professionals, recruiters, payroll specialists, benefits administrators, managers, and employees who engage with HRIS for daily HR functions.

HR Technology Owners

HR leadership, IT teams, and organizational executives who manage the selection, implementation, and governance of HR technology.

Functions of HR Administration Applications

Manage employee records and documentation.

Functions of HR Administration Applications

Automate payroll processing and tax compliance.

Functions of HR Administration Applications

Oversee benefits enrollment and administration.

Functions of HR Administration Applications

Track HR compliance and policy adherence.

Benefits of HR Administration Applications

Reduces administrative workload and manual errors.

Benefits of HR Administration Applications

Ensures compliance with labor laws and company policies.

Benefits of HR Administration Applications

Enhances accuracy in payroll and benefits management.

Benefits of HR Administration Applications

Improves data security and accessibility.

Functions of Service and Delivery

Automates HR service requests through self-service portals.

Functions of Service and Delivery

Provides helpdesk support for employees and managers.

Functions of Service and Delivery

Enhances employee engagement through HR chatbots and knowledge bases.

Functions of Service and Delivery

Standardizes HR processes for consistency and efficiency.

Benefits of Service and Delivery

Reduces HR workload by empowering employees to manage their own HR needs.

Benefits of Service and Delivery

Improves response time and service quality for employee inquiries.

Benefits of Service and Delivery

Enhances employee experience and satisfaction.

Benefits of Service and Delivery

Increases efficiency by centralizing HR service delivery.

Functions of Time Management Applications

Tracks employee work hours, overtime, and attendance.

Functions of Time Management Applications

Manages leave requests and approvals.

Functions of Time Management Applications

Ensures compliance with labor laws regarding working hours and breaks.

Functions of Time Management Applications

Integrates with payroll systems for accurate compensation calculations.

Benefits of Time Management Applications

Improves workforce productivity and attendance tracking.

Benefits of Time Management Applications

Reduces payroll discrepancies and compliance risks.

Benefits of Time Management Applications

Streamlines scheduling and workforce planning.

Benefits of Time Management Applications

Enhances transparency for employees regarding their schedules and leave balances.

Functions of Talent Management Applications

Supports recruitment, applicant tracking, and onboarding.

Functions of Talent Management Applications

Manages performance appraisals and goal setting.

Functions of Talent Management Applications

Tracks employee learning, training, and career development.

Functions of Talent Management Applications

Facilitates succession planning and leadership development.

Benefits of Talent Management Applications

Enhances recruitment efficiency and candidate experience.

Benefits of Talent Management Applications

Aligns employee performance with organizational goals.

Benefits of Talent Management Applications

Encourages employee growth through learning and development.

Digital Economy

The digital economy is driven by technology, data, and automation, transforming how businesses operate.

Digital HR

Digital HR refers to the integration of technology, data, and AI into HR processes to improve efficiency, employee experience, and decision-making.

Automation

Automation reduces repetitive HR tasks, allowing HR to focus on strategic initiatives.

People-Centered Approach

A people-centered approach in HR prioritizes employee experience, well-being, and engagement.

VUCA

VUCA stands for Volatility, Uncertainty, Complexity, and Ambiguity, which describes the unpredictable and interconnected nature of the business environment.

Transformation

Transformation in HR refers to evolving HR strategies, processes, and technology to improve efficiency, workforce experience, and business outcomes.

Fixed Mindset

Believes abilities are static and avoids challenges.

Growth Mindset

Believes abilities can develop through effort, learning, and resilience.

Digital Mindset

A digital mindset is the ability to embrace and adapt to digital technologies and innovations.

Stages of Transformation

Stages of transformation include assessing the current state, defining goals, implementing tools, and monitoring for improvement.

Challenges of Transformation

Challenges include resistance to change, integration of new technology, employee upskilling, and maintaining engagement.

AI-driven Recruitment

AI-driven recruitment utilizes artificial intelligence to enhance the hiring process through data analysis and automation.

Remote Work Models

Remote work models require new HR policies and digital collaboration tools.

Gig Economy

The gig economy refers to non-traditional employment structures where individuals work as freelancers or contractors.

HR Tech Platforms

HR tech platforms are digital tools that facilitate employee engagement and HR processes.

Inclusive Workplace Culture

An inclusive workplace culture values diversity and promotes equal opportunities for all employees.

Well-being Programs

Well-being programs are initiatives aimed at improving the mental and physical health of employees.

Continuous Feedback

Continuous feedback involves regular communication about performance and development between employees and managers.

Digital Collaboration Tools

Digital collaboration tools are software applications that enable remote teamwork and communication.

Compliance Measures

Compliance measures are policies and procedures that ensure adherence to laws and regulations in the workplace.

Employee Upskilling

Employee upskilling refers to the process of enhancing employees' skills to meet changing job requirements.

Cultural Shifts

Cultural shifts involve changes in organizational values, behaviors, and practices to adapt to new business environments.

Innovation Strategies in HR

Innovation strategies in HR are approaches that promote new ideas and practices to improve HR functions.

Sustainability in HR Technology

Sustainability in HR technology refers to practices that ensure long-term viability and minimal environmental impact of HR systems.

Digital Mindset

The ability to embrace and leverage technology to improve processes, decision-making, and employee experiences.

Agile HR Practices

Quick adaptability to workforce needs.

Data-Driven Decision-Making

Using HR analytics for insights.

Employee-Centric Technology

HR platforms enhancing experience.

Automation & AI Adoption

Streamlining HR tasks.

Change Model

A framework for managing transitions in HR, ensuring smooth adoption of new policies, technologies, or structures.

Lewin's Change Management Model

Consists of Unfreeze, Change, and Refreeze phases.

Unfreeze

Prepare for change by challenging existing norms.

Change (Lewin's Model)

Implement new processes and behaviors.

Refreeze

Reinforce and institutionalize the change.

Kotter's 8-Step Change Model

Includes steps like Create urgency, Build a guiding coalition, Develop a vision for change, etc.

McKinsey's 7-S Model

Focuses on aligning strategy, structure, systems, shared values, skills, style, and staff to drive organizational change.

Project Management Lifecycle

Stages include Initiation, Planning, Execution, Monitoring, and Closure.

Employee Value Proposition (EVP)

What makes an organization attractive to employees.

Components of EVP

Compensation, career growth, culture, benefits, and work-life balance.

Functions of EVP

Helps attract, engage, and retain top talent.

Design Thinking in HR

Focuses on understanding employee needs, iterative problem-solving, and human-centric digital solutions.

Effects of Automation

Reduces manual HR tasks but requires workforce adaptation.

Reskilling

Employees must learn digital tools and develop new skills to stay competitive.

Strategies for Innovation in HR

Include adopting AI, using gamification, enhancing employee experience with chatbots, and implementing agile HR practices.

Strategies for Sustainability in HR Technology

Include implementing green HR practices, ensuring data security, investing in scalable HR tech solutions, and promoting remote work.

People Analytics

The purpose and value of analyzing employee data to inform HR decisions.

Types of HR Analytics

Different categories of analytics that influence business decisions.

Aligning People Analytics with Corporate Strategy

The importance of ensuring analytics support overall business goals.

People Analytics and Stakeholder Management

The relationship between analytics and managing stakeholder interests.

Turnover Metrics

Used to make strategic HR decisions.

Learning Management Systems Metrics

Impact HR decisions and aid in strategic resource workforce planning.

Data Analytics in Recruitment

Plays a role in enhancing recruitment processes.

Data Analytics for Diversity, Equity, and Inclusion

Promotes diversity, equity, and inclusion in hiring and retention.

Evaluating Compensation and Benefits Data

Data analytics can aid in this evaluation.

Analytics in Career Mobility

Describes the use of analytics in tracking and facilitating career advancement.

People Analytics

Helps HR professionals make data-driven decisions to improve workforce management, enhance employee experience, and align HR strategies with business objectives.

Descriptive Analytics

Uses historical data to understand trends (e.g., turnover rates).

Diagnostic Analytics

Examines the causes behind HR issues (e.g., exit interview trends).