Human Resources Information Systems : A Guide for Public Administrators

• Autore: Valcik Nicolas A
• Pubblicazione: Cham : , : Springer International Publishing AG, , 2023; ©2023
• Edizione: 2nd ed.
• Descrizione fisica: 1 online resource (206 pages)
• Disciplina: 658.300285
• Altri autori: SabharwalMeghna BenavidesTeodoro J
• Nota di contenuto: Intro -- Foreword -- References -- Preface -- Acknowledgments -- Contents -- Case Studies -- About the Authors -- 1: Introduction -- Public Sector Organizations -- Identifying Manpower Requirements -- Identifying Resources -- Compliance -- Meeting Training Needs -- Ways HRIS Can Promote Diversity -- Use the HRIS to Track how Employees Spend Time to Start Goal Setting -- Crunch the Numbers to Set Realistic Goals -- Ask the Employee for their Feedback -- Monitor, Track, and Adjust Goals -- Potential Methods HRMS Can Reduce Employee Turnover -- Improve Employee Engagement -- Track Employee Goals, Performance, and Recognition -- Understand why Employees Leave -- Create a Positive Culture -- Recognize and Reward -- Offer Flexibility -- Career Development -- Conduct Surveys -- Human Resources Information Systems in Nonprofits -- Recruiting, Screening, and Selecting Organization Work Force -- Recruiting -- Screening and Selection -- Orienting Staff and Volunteers to the Organization -- Poor Performers -- Compensating the Organization's Employees and Volunteers -- Tangible Benefits -- Intangible Benefits -- Ethics of Human Resources Data -- Organization of the Book -- Case Study: "Y2K or KMN" -- Questions -- References -- 2: The History and Evolution of HRIS -- Evolution of Human Resource Information System (HRIS) -- Early Twentieth Century to World War II -- Post-World War II Era (1945-1960) -- Emergence of Human Resources Management (1960-1980) -- Emergence of Human Resources Information System (HRIS) (1980-2000) -- Rise of Technology and Strategic Human Resources Management (2000-Current) -- Human Resource Information Systems -- HRIS Opportunities and Challenges -- HRIS Opportunities -- HRIS General Competencies -- Job Description of a HRIS Manager in City Government -- Position Summary -- Essential Job Functions -- Business Partner -- Human Resources. ; Technology/Database Administration -- Minimum Education and Work Experience -- Preferred Knowledge: Abilities and Skills -- Education/ Experience -- Licenses and Certifications -- Physical Tasks and Working Conditions -- Competencies -- Case Study: The Employee Who Was "Deadpool" in HRIS -- Questions -- Summary -- References -- 3: Existing Research on HRIS in Public Organizations -- HRIS and Its Use in Public Organizations -- Adoption of HRIS -- Public Sector Example -- HRIS and Security Challenges -- Example of a Large-Scale Data Breach in the Public Sector: Office of Personnel Management -- Role of HR in Maintaining Data Security -- Case Study: The Big Database That "Couldn't" -- Questions -- Summary -- References -- 4: The Architecture of HRIS -- Importance of Understanding Database Architecture -- Evolution -- Mainframes -- Server-Based HRIS -- Cloud-Based HRIS -- Data Warehouse -- Functional Area Access and Data Entry -- Data Control -- Reporting Capability -- Case Study: Failure to Launch -- Questions -- Case Study: "Houston, We Have a Problem" -- Questions -- Summary -- References -- 5: Application of HRIS in Public Organizations -- Payroll -- Benefits: Sick Time, Vacation Time, Health, and Retirement -- Compliance Data (EEO, Etc.) -- Federal and State Reports -- Operational Reports -- Recruitment and Retention -- Employee Interface -- When the Bough Breaks: Case Study -- Case Study: "How Much Money Is This Going to Take?" -- Questions -- Summary -- References -- 6: Public and Nonprofit Organizations Versus Private Industry Needs -- Centralized Storage -- Recruitment Management -- Employee Onboarding -- Talent Management -- Performance Management -- Time and Absence Management -- Training Management -- Workforce Analytics -- Civil Service -- Compliance Reporting -- Wage and Hour Statutes -- Family and Medical Leave -- Immigration Statutes. ; Benefits -- Safety Statutes -- Union Statutes -- Public Versus Private Pension Plans -- Types of Employees -- Part-Time Employees -- Full-Time Employees -- Seasonal Employees -- Temporary Employees -- Leased Employees -- Contingent Employees -- Contract Workers -- Independent Contractors -- Interns -- Consultants -- Student Workers -- Public Safety Employees -- Military Employees -- Case Study: SOCS Are a.O.K. -- Questions -- Case Study: Hold on to 18 -- Questions -- Summary -- References -- 7: The Theory of How HRIS Should Work -- What Can HRIS Accomplish for an Organization? -- How Does HRIS Store Data? -- What Data Entry Controls Should Be in Place? -- What Do Organizations Gain from Using HRIS? -- Automated Onboarding -- E-Signatures -- Time Management -- Employee Self-Service -- Cost Savings with HRIS -- HRIS and Employee Empowerment -- Avoiding Risks with HRIS -- Case Study: Paper, Rock, Scissors -- Questions -- Summary -- References -- 8: The Functional Areas Utilizing HRIS in a Public Organization -- Human Resources -- Payroll -- Strategic Planning/Reporting -- Veterans -- Social Justice/Diversity -- Budget and Finance -- Information Technology -- Provost or Vice Chancellor (Higher Education Institutions) -- Supervisors -- Administrative Assistants -- External to the Organization: State/Federal/Individuals -- Case Study: Some of our Faculty Are Missing -- Questions -- Case Study: Waters Rising -- Questions -- Summary -- References -- 9: Obstacles for Public Organizations Using HRIS -- Need for Good-Quality Personnel Data in the Public Sector -- Barriers to Good-Quality Personnel Data -- Internal Factors -- Information Systems -- Human Resources Culture -- Organizational Culture -- Data Ownership -- Reporting -- External Factors -- Legal Mandates -- Stakeholders -- Business Processes -- Organizational Interventions -- Auditing -- Leadership. ; Streamlining Business Processes -- Data Quality -- Reporting Data -- HRIS Implementation Issues -- Length of Time to Implement a New System -- Conducting Business as Usual While Learning, Training, and Migrating to a New System -- Inconsistent or Inadequate Training -- Time-Consuming Data Entry or Convergence of Existing Data into the New HRIS System -- Lack Political or Managerial Support Beyond the Implementation Phase -- The Need to Show Cost Savings and Personnel Reductions from the HRIS System Installation -- Lack of Adequate Funding to Maintain the Existing System while Installing the New System -- Lack of Parallel Maintenance of the Existing System While Installing the New System -- Buying an Off-Shelf System Versus Custom-Designed Systems -- Political and Media Criticism from Improper Installation -- Public Criticism from Employees for Improper Installation -- Attempting to Match the Features of Legacy Systems with new Off-Shelf System Features to Placate Employees -- Lack of a Communication and Risk Plan for Dealing with Elected Officials, Employees, Citizens, and Other Stakeholder Groups During Installation -- Case Study: X Marks the Spot -- Questions -- Summary -- References -- 10: The Costs of HRIS and Dangers of Migration of HRIS Data -- Costs of HRIS -- Assessment of HRIS Migration Costs -- Creating a Viable Plan for Migration of Data, Functionality, and Reporting -- Additional Software Packages Plan for Integration -- Running Two HRIS Simultaneously -- Shared Services -- Personnel Requirements and Consultants -- Additional Issues with Consultants and Independent Contractors -- Case Study: "We Need a Bigger Boat!" -- Questions -- Summary -- References -- 11: Higher Education Specific HR Issues -- What Is a Full-Time Employee? -- Unions in Higher Education Institutions -- Command and Control Issues -- Faculty: Tenure Status. ; Post-Tenure Review -- Faculty Workload -- Tenure-Track Status -- Faculty Contracts -- Administrative Appointments for Tenured Faculty -- Other Nuances in Faculty, Staff, and Student Pay -- Length of Contracts -- Accounts Paid out to Salaries -- Multiple Institutions, Schools, or Departments -- Self-Reported Data -- Case Study: How Many Faculty Do We Have? -- Questions -- Summary -- References -- 12: Conclusion: What Have We Learned? -- What Are the Trends Within HRIS? -- Cybersecurity -- Outsourcing -- Over-centralization Shared Services (System Offices Combining Databases) -- Changing Workforce -- Case Study: Carry on my Wayward Son -- Questions -- The Future of HRIS -- Case Study: The City of JEDI Loses in the Cyber Warfare -- Questions -- Summary -- References -- Index.
• Titolo autorizzato: Human Resources Information Systems
• ISBN: 3-031-30862-X
• Formato: Materiale a stampa
• Livello bibliografico: Monografia
• Lingua di pubblicazione: Inglese
• Record Nr.: 9910731486103321
• Lo trovi qui: Univ. Federico II
• Serie: Professional Practice in Governance and Public Organizations Series