Human Resource Management (HRM) 101: HR Analytics and Technology - HR Information Systems, HRIS and Human Capital Management HCM

What This Is

HR Information Systems (HRIS) and Human Capital Management (HCM) refer to the technology and processes used to manage an organization's workforce. This includes recruitment, onboarding, performance management, benefits administration, and payroll processing. Google, for example, uses HRIS to streamline its hiring process, automating tasks such as resume screening and interview scheduling.

Key Models & Frameworks

• Kirkpatrick's Four Levels: A model for evaluating training effectiveness, consisting of Reaction, Learning, Behavior, and Results.
• Hofstede's Cultural Dimensions: A framework for understanding cultural differences across countries, including Power Distance, Individualism, Masculinity, Uncertainty Avoidance, Long-Term Orientation, and Indulgence.
• Balanced Scorecard: A strategic management framework that evaluates organizational performance from four perspectives: Financial, Customer, Internal Processes, and Learning and Growth.
• HR Competency Model: A framework for developing HR professionals, including competencies such as Business Acumen, Communication, and Strategic Thinking.
• Talent Management Framework: A model for identifying, developing, and retaining top talent, including stages such as Talent Identification, Development, and Deployment.
• Succession Planning Model: A framework for identifying and developing future leaders, including stages such as Succession Planning, Development, and Deployment.
• HRIS Implementation Model: A model for implementing HRIS, including stages such as Needs Assessment, System Selection, Implementation, and Post-Implementation Evaluation.
• Human Capital ROI Model: A model for measuring the return on investment (ROI) of HR initiatives, including stages such as Data Collection, Analysis, and Reporting.

Legal & Compliance Notes

• FLSA (Fair Labor Standards Act): A federal law that regulates minimum wage, overtime pay, and child labor.
• OSHA (Occupational Safety and Health Act): A federal law that regulates workplace safety and health.
• Title VII: A federal law that prohibits employment discrimination based on race, color, national origin, sex, and religion.
• ADA (Americans with Disabilities Act): A federal law that prohibits employment discrimination against individuals with disabilities.

Step-by-Step Process

1. Conduct a Needs Assessment: Identify the organization's HR needs and goals, including recruitment, performance management, and benefits administration.
2. Select an HRIS: Choose an HRIS that meets the organization's needs and budget, considering factors such as functionality, scalability, and user experience.
3. Implement the HRIS: Configure the HRIS, including setting up user accounts, defining workflows, and integrating with other systems.
4. Train Users: Provide training to HR staff and employees on how to use the HRIS, including data entry, reporting, and analytics.
5. Monitor and Evaluate: Continuously monitor and evaluate the HRIS, including tracking usage, identifying issues, and making improvements.
6. Communicate with Stakeholders: Communicate the benefits and value of the HRIS to stakeholders, including employees, management, and executives.

Common Mistakes

• Mistake: Not conducting a thorough needs assessment before selecting an HRIS.
• Correction: Conduct a thorough needs assessment to identify the organization's HR needs and goals, and choose an HRIS that meets those needs.
• Mistake: Not providing adequate training to users on how to use the HRIS.
• Correction: Provide comprehensive training to HR staff and employees on how to use the HRIS, including data entry, reporting, and analytics.
• Mistake: Not continuously monitoring and evaluating the HRIS.
• Correction: Continuously monitor and evaluate the HRIS, including tracking usage, identifying issues, and making improvements.

Exam / Certification Tips

• Exempt vs Non-Exempt: Remember that exempt employees are not entitled to overtime pay, but are still subject to other labor laws.
• Disparate Treatment vs Disparate Impact: Distinguish between disparate treatment, which involves intentional discrimination, and disparate impact, which involves neutral policies that have a disproportionate impact on a protected group.
• Arbitration vs Mediation: Understand the difference between arbitration, which involves a binding decision, and mediation, which involves a facilitated negotiation.

Quick Practice Scenario

Scenario: You receive a complaint of harassment from an employee. What is your first step?

Answer: Investigate the complaint, including gathering evidence and interviewing witnesses.

Explanation: Investigating the complaint is the first step in addressing a harassment complaint, as it allows you to determine the facts and take appropriate action.

Last-Minute Cram Sheet

• HRIS: Human Resource Information System
• HCM: Human Capital Management
• Kirkpatrick's Four Levels: Reaction, Learning, Behavior, Results
• Hofstede's Cultural Dimensions: Power Distance, Individualism, Masculinity, Uncertainty Avoidance, Long-Term Orientation, Indulgence
• FLSA: Fair Labor Standards Act
• OSHA: Occupational Safety and Health Act
• Title VII: A federal law that prohibits employment discrimination based on race, color, national origin, sex, and religion
• ADA: Americans with Disabilities Act
• Exempt employees are not entitled to overtime pay, but are still subject to other labor laws
• Disparate treatment involves intentional discrimination, while disparate impact involves neutral policies that have a disproportionate impact on a protected group
• Arbitration involves a binding decision, while mediation involves a facilitated negotiation