HR Software Applications and HR Planning

Learning Objectives

  • Understand how an HRIS supports Human Resources Planning (HRP).

Definitions

  • Human Resources (HR): The actual department managing human resources activities.

  • Human Resources Management (HRM): Activities involving managing people, including managerial and peer-to-peer activities.

HR Administration & HRIS Environment

  • Key tool: Bamboo HR for employee records.

  • HRIS must include relevant employee information and enhance:

    • Efficiency (reduce costs)

    • Effectiveness (add value for customer satisfaction)

Strategic Importance of HRP

  • HRP: Forecasting future HR needs to address gaps in skills and personnel.

  • Aligns with company goals and manages labor costs.

Forecasting Labour Supply

  • Considerations: Current policies, economic and market conditions.

  • Techniques:

    • Skills Inventory, Replacement Charts, Succession Plans, Markov Analysis

Forecasting Labour Demand

  • Quantitative Techniques: Trend analysis, ratio analysis, scatterplots, regression analysis.

  • Qualitative Techniques: Nominal group technique, Delphi technique.

  • Gap Analysis: Compare demand and supply forecasts for equilibrium analysis.

Internal/External Trends in HRP

  • Need for qualified workforce and cost containment.

  • Managing global workforce and adapting to social, legislative changes.

HRIS Capabilities

  • Supports organizational structure analysis, vacancy rate, performance, and qualifications.

  • Provides productivity and employment equity reports.

  • Aids in succession planning.

Measuring HRM Practices & Value

  • Assess both qualitative and quantitative metrics:

    • Quantity, Quality, Cost, Time.

Key HR Planning Metrics

  • Headcount, turnover rates, skills gap analysis, employee engagement, productivity, diversity ratios.

Self-Service Portals Within HRIS

  • Employee Self-Service (ESS): Access HR services, manage personal details, etc.

  • Manager Self-Service (MSS): Manage employee information and administrative tasks.

Common Self-Service Applications

  • ESS: Pay advice, leave administration, training updates, timesheets.

  • MSS: Job requisitions, performance appraisals, salary histories.

Evaluation of Self-Service Portals

  • Advantages: Faster service, lower HR dependency, cost reduction.

  • Disadvantages: Possible security breaches, data privacy concerns.

Summary

  • Ability to discuss HRIS support of HRP has been gained.