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Strategic HRIS

This document discusses strategic human resource information systems (HRIS) and provides examples using Oracle HRIS software. It describes how strategic HRIS can support workforce planning and labor negotiations. It then outlines some major types of strategic HRIS like information systems supporting workforce planning and specialized HR software. The document provides features of Oracle HRIS including worker lifecycle management, employment management, and global/local HR functions. It also discusses strategic workforce planning, modeling, and predictions capabilities available in Oracle HRIS. Finally, the document touches on payroll functions like core payroll, localization, and integrations supported by Oracle HR software.

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Ankita Bhatia
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77 views18 pages

Strategic HRIS

This document discusses strategic human resource information systems (HRIS) and provides examples using Oracle HRIS software. It describes how strategic HRIS can support workforce planning and labor negotiations. It then outlines some major types of strategic HRIS like information systems supporting workforce planning and specialized HR software. The document provides features of Oracle HRIS including worker lifecycle management, employment management, and global/local HR functions. It also discusses strategic workforce planning, modeling, and predictions capabilities available in Oracle HRIS. Finally, the document touches on payroll functions like core payroll, localization, and integrations supported by Oracle HR software.

Uploaded by

Ankita Bhatia
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Subject:Human Resource
Management MT (MT410)
Submitted to:
Dr.GP Mishra
Presented by:
Ashish Purohit-MBA/25010/19
Madhuri Naruka-MBA/250/19
Ankita Bhatia-MBA/250/19
Mahak Sharma-MBA/250/19
Human Resources Information System
A Human Resources Information System (HRIS) is a software or online
solution that is used for data entry, data tracking and the data information
requirements of an organization's human resources (HR) management,
payroll and bookkeeping operations. A HRIS is usually offered as a
database.

HRIS is geared toward enhancing the capacity of HR management to:


Absorb new and promising technologies

Simplify workflow

Optimize precision, stability and credibility of workforce data

Simplify the deployment and collection of data


STRATEGIC HRIS
Strategic HRIS focuses on :
Supporting
labour
negotiations

Certain
specialized
Workforce
human
planning resources
software

The main purpose of this is to have an overall good idea about labour resources and
workforce planning.
Major Types of STRATEGIC HRIS

STRATEGIC HRIS

Information Specialized Information


Systems Supporting Human Resource Systems
Workforce Information Supporting Labor
Planning Systems Software Negotiations
Strategic Human Resource Management
System Practices
Difference between traditional HRIS and
Strategic HRIS
Strategic HRIS Example
FEATURES OF ORACLE
HUMAN RESOURCE:-
Worker Lifecycle
●
Effectively hire, manage, and terminate workers according to legislation and common global practices.

Employment
●
Efficiently manage employment, positions, and jobs, including global assignments.

Employee Information
●
Provide employees with the ability to manage personal information, absences, and benefit enrollments, to view pay slips and total compensation, and to participate in fun
competitions from one spotlight.

Global and Local HR


●
Leverage legislative functionality to operate effectively across more than 200 countries and jurisdictions

Industry and Union Support


●
Simplify the management of unique industry, union, collective labor, and worker agreements with rules-driven processing.
Superior Service HR HELP DESK
●
Provide seamless access to HR services
through a natively designed solution that
resolves employee questions.

Data Privacy

●
Leverage a single security model to
ensure sensitive employee data is
protected.

Case Management

●
Ensure appropriate case assignment so
all employee questions are answered in a
timely manner.

Implementation

●
Minimize implementation cost and effort
as customers leverage core HR
configurations.
STRATEGIC WORK FORCE PLANNING

What-If Modeling

●
Model mergers and acquisitions,
reorganizations, and new market entries.

Demand and Supply


Planning
●
Evaluate demand against supply of skills to
proactively plan for headcount, attrition, and
costs.

Skills Gap Analysis

●
Identify future competency
levels required for strategic job.

Smart View

●
Quickly analyze, edit, and report workforce
data using Microsoft Office applications.
WORK FORCE MODELING
Model Business
Scenarios

●
Model business scenarios such as
reorganizations, acquisitions, and
other organizational changes that
impact the business

Predicted
Effectiveness

●
View the factors, costs, and impact
of employee job transfers and
reorganizations before they happen

Approval
Workflows

●
Implement change management
quickly using a simple and
intuitive approval workflow tool.
WORK FORCE PREDICTIONS

.
Predictive Talent
.
N-Box

●
Predict performance and attrition
of individuals and teams by using
current and historical indicators

What-If Scenario
Analysis

●
Use in-context analytics designed
for business users (not data
scientists) to generate new insights

Attributes

●
Adjust hundreds of prebuilt attributes
that make it easy to create new and
PAYROLL

Core Payroll

●
Streamline payroll administration through a core global
payroll engine, dashboards and checklists, intuitive self-
service, and organizations, while providing a modern
employee management experience to employees.

Localization

●
Successfully process payrolls for Canada, China, Kuwait, Saudi
Arabia, United Arab Emirates, Qatar, Mexico, the United
Kingdom, and the United States, and manage local earnings, tax
and statutory deductions, payroll calculations, electronic funds
transfers, and legal reporting.

Payroll Integrations

●
Keep control of your payroll when outsourcing all or part of your payroll
processing to a third-party vendor, and reduce the cost of integrating by
leveraging predefined payroll outputs and vendor integrations that are
included free of charge with the Oracle Human Capital Management
WORKING EXAMPLE OF ORACLE

Fig. Human Resource Management in Oracle


Fig. Various Functions of Oracle
THANKYOU

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