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Section 1--Human Resource Information Systems
Lesson 1.1 HR Technology: What is HR technology, and what value
does it deliver to organizations?
List common HR software applications for each of the HR practice
areas (Reference Table 1.1)
Core HR administration
1. Payroll and tax administration
2. Human resources management
3. Benefits administration
4. Health, safety, and wellness
Service delivery
1. Employee self service
2. Manager self-service
3. Portals and workflow platforms
4. Content and communication platforms
5. Helpdesk and case management
6. Engagement and feedback platforms
Time management
1. Time and attendance
2. Leave management
3. Absence management
4. Labor scheduling
5. Labor budgeting
6. Productivity/task management
Talent management
1. Talent profile/skills management
2. Talent acquisition and recruiting
3. Onboarding and mobility
4. Learning and development
5. Performance management
6. Compensation and reward management
7. Succession and career planning
1
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Analytics and planning
1. HR and people analytics
2. HR data visualization
3. HR reporting and dashboards
4. HR data management and storage
5. Organizational planning and forecasting
6. Workforce planning and forecasting
Emerging HR practices
1. Intelligent processes and insights
2. Data capturing and monitoring practices
3. Communication approaches
4. Workflow and work augmentation
Define each of the following terms and provide an example for
each.
Computer program: Collection of data/ instructions used to perform a task.
Example: Microsoft Office
Software application: Program(s) designed for end-users.
Example: Microsoft Word
Software module: Part of a software program used to perform a specific
function.
Example: HR software modules have different functions- payroll, leave, etc.
Application programming interface (API): Software that enables two
applications to communicate with each other. Aka intermediary software.
Example: HR API for payroll and leave management.
Enterprise resource planning application (ERP): business management
software comprising multiple functions, e.g., finance, human resources,
strategic management
Best-of-breed application: Single application developed to address a
specific area.
Example: A new and innovative software to address gaps in existing
system.
Compare/contract the two ways in which HR tech can be
purchased.
1. Perpetual licensed software: fully purchased, org. 100% responsible.
Org. stored.
2. Subscription software (software as a service): vendor responsible.
Cloud storage.
Describe the various housing for HR tech systems (where HR Tech
is stored).
2
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Mainframe environment: Centralized, used for high-volume, first used w/HR
applications.
Client-server application model: Partitioned, request centralized data from
remote servers.
Public cloud environment: On demand, info stored on public internet, e.g.
Amazon Web Services. Scalable, regional data locations, multiple
redundancies.
Single tenancy: Cloud computing, each customer (tenant) gets a dedicated
access/ instance. Data is housed separately, allows for minor
customization.
Multi-tenancy: Cloud computing, multiple tenants/ customers share
infrastructure to reduce cost. Separate personal instance virtually. No
customization, only configuration.
Lesson 1.2 HR Technology and Global Workforce
List at least three advantages that HR tech can provide when
hiring international workers.
1. Streamline hiring process, e.g. checklists, automated offer letters,
unified payroll.
2. Self-onboarding tools, e.g. for bank details, W2s.
3. Int'l Compliance and immigration processes. *accuracy, transpency,
maximization of global talent, & compliance.
List some advantages of a global HRIS.
1. Centralized DBMS, global coordination, enhanced workflow,
increased transparency.
2. Ongoing reporting capability, * for compliance,audits, etc. Useful in
strained labor markets.
Lesson 2.1 HR Technology Users and Owners
Define the following terms:
Persona: Aka application user, specific (one) person using the tech
individually or as part of role. Persona Mix table- positions and access
levels.
End-user: Everyone who uses the technology- personally or as a part of
their role.
Technology administrators: End-users with additional permissions to
perform mang't and maintenance functions.
What is challenge that HR tech will face regarding the workforce
of the future?
Personalized experiences/ individuality and diversity, individual needs must
be met. Growth in personalized radiostations, etc. Voice to individuals.
List at least three considersations for organizations as they work
3
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to provide personalized experiences?
1. How & when individuals interact w/the tech.
2. Advancement in other areas/trends.
3. Autonomy and a voice to each user.
4. Increased diversity.
Briefly describe what each of these roles do:
HRIM (Info Mgn't) /HRIT (Info Tech.) Cert. HR Info Professional: Connects HR
and IT. Manages HR's systems strategy. Oversees systems selection
processes, implementation, maintenances, adoption, innovations.
Functional HR support roles: HR professionals from a number of practice
areas-manages functional setup,maintenance, workflows, change mgn't,
adopting, reporting. Aka super-users, w/informal roles. E.g. HR Generalists
HR Tech Administrators: Administrative duties for implementation &
maintenance of HR applications. Support helpdesk, resolve non-technical
'hand-ons' HR applic. Issues.
HR Tech infrastructure roles: Responsible for technical routine tech issues,
implementation & maintenance, updates, testing, and security. Help desk
like clem
Section 1--Human Resource Information Systems
Lesson 3.1 Core Administration Applications
What is one challenge that HR tech will face regarding the
workforce of the future?
Individuality.
List at least three considerations for organizations as they work to
provide personalized experiences.
1. The employee wants & needs.
2. Flexibility for customizable content & access.
3. Flexibility in workplace hours & location & corresponding needs.
4. Usage metrics & data analytics.
Briefly describe what each of these roles do:
1. HRIM/HRIT: merges HR & IT.
2. Functional HR support roles: generalists, skilled in multiple areas.
3. HR Tech Administrators: supports administrative duties, non-hands-
on SKAs.
4. HR Tech infrastructure roles: tech support, help-desk
4
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Section 1--Human Resource Information Systems
Lesson 1.1 HR Technology: What is HR technology, and what value
does it deliver to organizations?
List common HR software applications for each of the HR practice
areas (Reference Table 1.1)
Core HR administration
1. Payroll and tax administration
2. Human resources management
3. Benefits administration
4. Health, safety, and wellness
Service delivery
1. Employee self service
2. Manager self-service
3. Portals and workflow platforms
4. Content and communication platforms
5. Helpdesk and case management
6. Engagement and feedback platforms
Time management
1. Time and attendance
2. Leave management
3. Absence management
4. Labor scheduling
5. Labor budgeting
6. Productivity/task management
Talent management
1. Talent profile/skills management
2. Talent acquisition and recruiting
3. Onboarding and mobility
4. Learning and development
5. Performance management
6. Compensation and reward management
7. Succession and career planning
1
Downloaded by Travis Scott ()
, lOMoARcPSD|67691079
Analytics and planning
1. HR and people analytics
2. HR data visualization
3. HR reporting and dashboards
4. HR data management and storage
5. Organizational planning and forecasting
6. Workforce planning and forecasting
Emerging HR practices
1. Intelligent processes and insights
2. Data capturing and monitoring practices
3. Communication approaches
4. Workflow and work augmentation
Define each of the following terms and provide an example for
each.
Computer program: Collection of data/ instructions used to perform a task.
Example: Microsoft Office
Software application: Program(s) designed for end-users.
Example: Microsoft Word
Software module: Part of a software program used to perform a specific
function.
Example: HR software modules have different functions- payroll, leave, etc.
Application programming interface (API): Software that enables two
applications to communicate with each other. Aka intermediary software.
Example: HR API for payroll and leave management.
Enterprise resource planning application (ERP): business management
software comprising multiple functions, e.g., finance, human resources,
strategic management
Best-of-breed application: Single application developed to address a
specific area.
Example: A new and innovative software to address gaps in existing
system.
Compare/contract the two ways in which HR tech can be
purchased.
1. Perpetual licensed software: fully purchased, org. 100% responsible.
Org. stored.
2. Subscription software (software as a service): vendor responsible.
Cloud storage.
Describe the various housing for HR tech systems (where HR Tech
is stored).
2
Downloaded by Travis Scott ()
, lOMoARcPSD|67691079
Mainframe environment: Centralized, used for high-volume, first used w/HR
applications.
Client-server application model: Partitioned, request centralized data from
remote servers.
Public cloud environment: On demand, info stored on public internet, e.g.
Amazon Web Services. Scalable, regional data locations, multiple
redundancies.
Single tenancy: Cloud computing, each customer (tenant) gets a dedicated
access/ instance. Data is housed separately, allows for minor
customization.
Multi-tenancy: Cloud computing, multiple tenants/ customers share
infrastructure to reduce cost. Separate personal instance virtually. No
customization, only configuration.
Lesson 1.2 HR Technology and Global Workforce
List at least three advantages that HR tech can provide when
hiring international workers.
1. Streamline hiring process, e.g. checklists, automated offer letters,
unified payroll.
2. Self-onboarding tools, e.g. for bank details, W2s.
3. Int'l Compliance and immigration processes. *accuracy, transpency,
maximization of global talent, & compliance.
List some advantages of a global HRIS.
1. Centralized DBMS, global coordination, enhanced workflow,
increased transparency.
2. Ongoing reporting capability, * for compliance,audits, etc. Useful in
strained labor markets.
Lesson 2.1 HR Technology Users and Owners
Define the following terms:
Persona: Aka application user, specific (one) person using the tech
individually or as part of role. Persona Mix table- positions and access
levels.
End-user: Everyone who uses the technology- personally or as a part of
their role.
Technology administrators: End-users with additional permissions to
perform mang't and maintenance functions.
What is challenge that HR tech will face regarding the workforce
of the future?
Personalized experiences/ individuality and diversity, individual needs must
be met. Growth in personalized radiostations, etc. Voice to individuals.
List at least three considersations for organizations as they work
3
Downloaded by Travis Scott ()
, lOMoARcPSD|67691079
to provide personalized experiences?
1. How & when individuals interact w/the tech.
2. Advancement in other areas/trends.
3. Autonomy and a voice to each user.
4. Increased diversity.
Briefly describe what each of these roles do:
HRIM (Info Mgn't) /HRIT (Info Tech.) Cert. HR Info Professional: Connects HR
and IT. Manages HR's systems strategy. Oversees systems selection
processes, implementation, maintenances, adoption, innovations.
Functional HR support roles: HR professionals from a number of practice
areas-manages functional setup,maintenance, workflows, change mgn't,
adopting, reporting. Aka super-users, w/informal roles. E.g. HR Generalists
HR Tech Administrators: Administrative duties for implementation &
maintenance of HR applications. Support helpdesk, resolve non-technical
'hand-ons' HR applic. Issues.
HR Tech infrastructure roles: Responsible for technical routine tech issues,
implementation & maintenance, updates, testing, and security. Help desk
like clem
Section 1--Human Resource Information Systems
Lesson 3.1 Core Administration Applications
What is one challenge that HR tech will face regarding the
workforce of the future?
Individuality.
List at least three considerations for organizations as they work to
provide personalized experiences.
1. The employee wants & needs.
2. Flexibility for customizable content & access.
3. Flexibility in workplace hours & location & corresponding needs.
4. Usage metrics & data analytics.
Briefly describe what each of these roles do:
1. HRIM/HRIT: merges HR & IT.
2. Functional HR support roles: generalists, skilled in multiple areas.
3. HR Tech Administrators: supports administrative duties, non-hands-
on SKAs.
4. HR Tech infrastructure roles: tech support, help-desk
4
Downloaded by Travis Scott ()
