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Intro -- Foreword -- Preface -- Acknowledgments -- General Acknowledgment -- Contents -- Case Studies -- About the Authors -- 1: Introduction -- Human Resources Information Systems in 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 -- Organization of the Book -- 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 -- 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 -- 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 -- 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 -- Summary -- References -- 6: Public and Non-Profit 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 V. 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. -- 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 -- Encourages Empowerment from the Start -- Puts Employees in Charge of Their Information -- Can Help Make Employees More Autonomous -- Fosters Communication Among Peers -- HRIS Lowers Risks Associated with Empowerment -- Helps to Recognize Employees for Empowered Behavior -- Avoiding Risks with HRIS -- 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 -- 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 -- 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 -- 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 -- 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 -- Summary -- References -- Index.
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Human resources information systems : a guide for public administrators / / Nicolas A. Valcik, Meghna Sabharwal, Teodoro J. Benavides
