Human Resources Information Systems: A Guide for Public Administrators (Management for Professionals)

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