Lesson Hr Tools Flashcards
Hr partnerships
Types and segmentation
Type of providers
Service
- transactions
System
- sells, leases or rents physical goods . Installation and maintenance.
Solution
- hardware, software,
Third-party service providers
Benefit broker
- advisor who investigated the market to acquire competitive bids
Benefit providers
- program administrators and managers of the group plan
Training providers
- companies were independence, providing public on premise or custom training
Consulting providers
- companies or independents providing advisory or implementations services
Vendor classification
ERP tier 1
- full service business software for large companies, global reach
ERP tier 2
- primary focused in mid market business, limited in its geographic coverage
ERP Tier 3
-small business focus
- usually operates within one country or region
Software development options
On premise
- software license is purchased to front (capital) , allows for full customization
Software as a service (saas)
- subscription model with limited changes, paid monthly (expense), hosted service at providers or on site
Cloud solution’s
-subscription model with limited changes, paid monthly (expense) , access via a web browser
Hr partnership solutions
- shared services - platform
- outsourcing - contracting company, take risks on behalf of company
Hr shared services delivery model
Self service 66% tier 0 - research information
Contact center 28% tier 1 service representatives
Hr generalists 5% tier 2 case workers, complex
Policies and programs 1% tier 3 centers of expertise
Tires of outsourcing
1 offshoring- contracting company is overseas
2. Near shoring - contracting company is in nearby country
3. On shoring
-both companies are in the same country
Type of outsourcing vendors
1 professional employer, organizations or PEO many small to medium size employers have found a total outsourcing of employment arrangement valuable with the advantages of shared risk PO share in the compliance aspect of the HR function, administrative relief PO‘s bring robust technology for managing payroll processing HR and benefits administration to the small markets improve insurance offerings PO‘s provide access to quality insurance options, not readily available access to HR professionals PO‘s provide resources for managing day-to-day issues and best practices
2. Administrative services outsourcing or ASO similar to PEO. The main difference is the employer remains under their own tax identification number the ASO model seeks to eliminate or automate the transactional components of the HR administration‘s incorporate best breed HRS technology alongside a menu of additional HR services, including cobra FSA administration, unemployment management for 401(k) time and attendance and recruiting Owes offer fractional HR or project work for additional fees SO’s provide access to high HR expertise which eliminates the need for added internal headcount while maintaining control
3 resource outsourcing or HRO this has traditionally been only available to larger organizations however, many outs sorcerers are bringing this model to the mid market like an ASO. An employer remains employer of record in this type of arrangement. Typically the focus is on takeover of the system call center and heavy or burden some administrative functions in most cases a lift or shift occurs transfer of the work from one area to another without any improvements
4. Business process outsourcing the solution focuses on managing the entire HR business processes primarily for a larger organizations. BPO‘s manage the HR function by utilizing their own tools on behalf of the business in a sense BPO‘s become the new HR organization and employees communicate directly with them, my transactional administrative issues, HR strategy and CEO functions remains with the internal organization. The HR processes are for the BPO’s team to execute an opportunities for transformation can occur BPO’s can also take on other business areas such as IT finance and purchasing.
5. Recruiting process outsourcing RPO. The management of recruiting function in whole part is outsourced to drive cost quality, efficiency, service and skill, ability benefit RPO provide dedicated recruiters technology and best practice, hiring processes to transform and organization. Tell acquisition function our PO‘s are responsible, replacing people on site or staff at their location to support the business.
Hr software options
- Manual - manual this refers to no use of a business software, but reliance on productivity software such as spreadsheet databases to track and manage key domain can be used in compensation or for small pay
2 desktop software - a freestanding program designed for single user action on one machine, niche software, and some reporting tools falls into this category
3 in house software this is a program developed internal technology team to meet the needs of a specific business function and is generally not transferable to other business environments however, in some cases, especially if software development is a businesses, core competency a commercial offering may be developed package software also called office shell software is a standard offering sold to the marketplace. It’s a collection of programs that performs similar functions or have similar features such as an HRMSATS or LMS unlikely to address all the business needs some level of customization is likely to be required, and that becomes part of the implementation process
Hr technology footprint 6 category
Top left is core HR. This includes employee records, payroll, benefits, and organization structure.
Top center workforce management consist of time work and time off
Top right compensation these are the processes to manage reward program
lower left recruiting and hiring or ATS this is adopting new sourcing strategies
Bottom center talent management solutions that dry performance and retention
Lower right Or LMS systems that deliver for formal and informal learning
Across the bottom is HR technologies this is an umbrella term for the software and associated hardware for automating the HR functions presented
Presented back to the HR portal, sometimes known as the employee portal is online central hub where employees can access information about their workplace quickly and easily. In addition with multiple vendors are used for the HRR frames. The portal provides a common interface and access point to all of them
He systems
- HRIS human resource information system. This is designed primarily to manage people policies and procedures within the primary specific country or region. It has nine major categories of functionality
2 HCM has all nine of those capabilities of HRS with the additional suite of talent, management capabilities, and global functionality to operate a multiple countries - HRMS HUMAN RESOURCE MANAGEMENT SYSTEM HAS ALL THE CAPABILITIES OF THE HRSHRMS THE HUMAN RESOURCE MANAGEMENT SYSTEM WILL HAVE ALL THE BROADEST COVERAGES, INCLUDING THE HCM CAPABILITIES ALONG WITH PAYROLL AND TIME AND LABOR. IN ADDITION IT MAY EXCLUDE SOME THE LARGER COMPONENT SUCH AS TALENT MANAGEMENT OR LEARNING MANAGEMENT SYSTEMS, WHICH ARE ALSO CAN BE SOLD AS STANDALONE SOLUTIONSacross the top of them is the HR portal. Most customers will access either of these options via portal, they will not require required. The benefit is it provides a unified front end to multiple systems as a better gateway to present the information to users.
Additional hr technologies
1 self service
2 messaging
3 collaborations
4 hr portals
Types of reports
- Routine the main objectives of routine reports are to identify and resolve issues to keep operations running smoothly. reports are required, prepared and submitted periodically
- Informational these reports present facts activity in detail without any note or suggestions
- Research These reports are based on research work conducted individual or group on any given problem
- Analytical these reports contain facts, #DATA, collective procedures, classified and tabulated data and also conclusions and interpretation.
5 statutory these reports are to be presented according to requirement of a particular law or rule - Non regulatory these reports are administrative to support business operations
- Special reports these include variety of alcohol reports to share fax and details about potential sugesstions
Reporting tools
1.Static, developers static reports for end-users any changes are referred back to the development team to be made
2. Interactive - interactive at the click of a button interactive report can be navigated through the various hierarchy and visualizations elements are sorted filter and viewed for specific needs at the bottom right self service. The emergence of self service analytics or ad hoc reporting capabilities have also driven the levels of interactivity even further by given the power to create an edit report directly to the decision makers further empowering, then to drive businesses forward while decreasing the workload on developers
Analytics
- Predictive. Determine if good cultural fit
- Prescriptively provide recommendations on what to do based on predictions and what would occur in the past.
- Analytical approach can be highly beneficial for organizations with peak busy season
- cognitive analytic trains machine from experiences and penetrate the complexity of data to identify association. It’s inspired by how the human brain processes information and draws and classifies instincts and experiences into learning it insists in making conclusions around the specific area and he provided support for more improved decision-making progress
Reporting versus analytics
By the report descriptive is a basic type of analytics. You’re most familiar with. It’s taking historical data and summarize it into something that is understandable for example, a headcount report of all employees within the organization,
- integrated relies on the past and aims to explain why something already happened.
Analytic :
Predicative where descriptive predictive analytics works to look ahead, statistical models and cats are used to answer the question of what could happen. Models were built on patterns that were found within descriptive analytics. The goal is to proactively find the needs of the organization.t prescriptive analytic uses findings from descriptive look at what has happened and predicted what might happen to help determine the best course of action to choose or bypass or eliminate for future business issues. Prescriptive analytics can advise HR on how possible outcomes and what should be done to maximize keep this metrics. Cognitive cognitive analytics combine the number of intelligent technologies that artificial intelligence machine learned algorithms, and deep learning to apply human brain like intelligence to perform certain task it provides highly automated optimization solutions that get smarter overtime of all.
Analysis of research
- Primary
Original work, researcher gathered it first hand - Secondary
- historical data, benchmarking, best practices reports, purchased date, professional publications, second hand reports
scientific method
Systematic approach to develop and test ideas
Hypotheses
- describe the potential relationship been variables
Constructs
- refers to relationships between objects or events
Observations
- factors that may have influence
Problem-solving steps to the scientific method five steps
The steps, identify the problem form a hypothesis, determine how to test the hypothesis, gather the data to verify the hypothesis, draw conclusion from analyzing the data
