It is my opinion that there have been so many projects developed about HRIS. Students who plans to propose to develop HRIS should look at current innovations in the conduct and processes concerning human resources. In one of the discussions I had with Mr. Allan Chu together with other faculty members, I learned that there have been some changes in how benefits are managed in some companies. This may be a very interesting innovation to look at and implement technological solutions to manage it.
In the same manner, including some innovations like self-service concepts in HRIS (deregulation of some processes to the employees themselves) may be also something to look into and implement in the project
(Responses to this post have been lifted from the original blog in Wordpress)
Jeffrey Lopez replied: ( February 1, 2008 at 8:46 am)
Hi, first of all, the initial data that we have collected is it is a call center of about 150 regular employees(call center agents), also the company is in the plans of expanding their business, thus it will increase the number of employees needed. Based on these initial data, is our company feasible enough?Can you also give us some criteria on what are the things that a company might need to have in order for them to need a HRIS? tnx
btw, we have a wiki site: http://methodshris.wikispaces.com
Oliver Malabanan replied: (February 2, 2008 at 5:40 am)
When proposing for an information system in general, it is important of course to look at the volume of data needed to be processed in order to give users the information they needed. In this light, we have to look at the volume of sources of data.In the case of HRIS, we are definitely looking at the number of employees, since it is one of the factors contributing to the need for an automated processing.
There may be other factors that you need to consider, one of them is having to look at the required service the HR is expected to have but unfortunately with the volume of data they process and tasks they perform, this could not be achieved.
Based on the comments given by doc lloyd and even my own analysis of the company’s situation, it seems like that a HRIS is not the solution to the company’s problems.I am thinking of an Online Recruitment Management System, since call center agents usually stay at the company for only 6 months with a turnover rate of 20-25% monthly, and based on the interviews, on a average, the company’s daily recruitment is 3 persons per day. Meaning, there are a lot of job applicants that the company manage everyday.
My question is, is an Online Recruitment Management System enough to be proposed for METHODS or it is too small and is only a module for a HRIS?
If ever this will be a FULL IMPLEMENTATION, my opinion is that it can be an ICTPROJ project. Should you intend to only make it a prototype, this may not pass as project.You may want to get a second opinion from Dr. Jose Lloyd Espiritu so we can finally decide on a proposal by next week.
2 Comments:
Can an Online Recruitment Management System be equivalent or only capable of handling online referrals? because in the data the group gathered, the most common source of how applicants apply for the company is through referrals, because according to them, "it is faster to apply in companies where you have
friends/colleagues whose already working there that's why referral
programme is considered as one of the most effective recruitment tools." ?
You were right to say that online referral system is a method that expedites the process of recruitment by delegating the task of getting the right people.
In doing an HRIS (Recruitment SubSystem in focus), this may be added as a feature if the organization subscribes to it. As far as I could recall, no project/thesis has included this.
One potential problem it is addressing is being able to capture referrals and information about referrals, processing referrals in order to process rewards (normally, it is accompanied by this).
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