lOMoAR cPSD| 67691079
Section 1 - HR Information Systems OA
Preparing questions:
● Can I identify types, components, functions, and users of human resource information
systems (HRIS)?
● Can I describe the functions and benefits of human resource information systems (HRIS)
applications?
Objectives:
Identify types, components, functions, and users of HRIS.
Lesson 1 Introduction to HR Technology
Essential Question: What is HR technology, & what value does it deliver to orgs?
- HR technology refers to software and digital systems used to manage HR functions such
as hiring, payroll, performance management, and compliance. It delivers value to
organizations by increasing efficiency, improving accuracy, supporting data-driven
decision-making, enhancing the employee experience, and helping organizations remain
compliant while better managing their workforce.
1. What is an HR Technology system made of?
a. Computer program - a collection of data & instructions that can be executed by
a computer to accomplish a specific result or perform a specific task.
b. Software application - a program or group of programs designed for end-users.
c. Software module - a part of a software program that creates a separate space
or unit in a software application that may partition off data sets, security or
content.
d. Application programming interface (API) - software intermediary or function
that allows two applications to communicate with each other by creating
guidelines for accessing data, external software components, operating systems
or microservices.
e. Enterprise resource planning (ERP) application - a business management
software application that includes a suite of integrated software modules
necessary to manage an org’s business effort, including but not limited to
finance, supply chain, and HR applications. Highly configurable applications.
f. Functional suite application - a functional set of software modules built on
industry best practices, tied to a specific functional area such as talent mgmt
suite, learning mgmt suite or time mgmt suite.
g. Best-of-breed application - a single software application developed to address
a specific niche area of business practices a more focused software application
design to be the best or earliest in the industr,y over a broader integrated
application suite.
2. How is HR technology purchased?
a. Perpetual licensed software - when an org purchases a full license and owns
the software, allowing it to install the software in its own local server or hosted
environment.
b. Subscription software (SaaS software as a service) - when an org purchases
per user, subscription level access to the software and it resides on vendors
hardware and vendor is responsible for system updates, backups/maintenance.
End users access the application via cloud
Essential Question: How does HR technology impact an organization’s ability to manage
a global workforce?
, lOMoAR cPSD| 67691079
- HR technology improves an organization’s ability to manage a global workforce by
centralizing data, increasing efficiency, and supporting compliance with local regulations.
Global HRIS systems streamline workflows, enhance transparency, and reduce the need
for extra resources, allowing organizations to better coordinate and maximize their global
talent.
Key concepts:
● HR technology solutions play a key role in supporting organizations to increase
productivity and unlock innovation in the workplace.
● During the COVID-19 pandemic, many organizations leveraged HR technology solutions
to rapidly respond to changes, better support their workforce during unprecedented
times, and reprioritize investments.
● The best global HR technology solutions can deliver increased accuracy and
transparency, as well as compliance with local regulations.
Assessment:
1. A company is expanding to multiple cities and has been advised to upgrade their human
resources (HR) technology system to handle an increase in new hires. Which HR
practice categories should this company target to optimize their human resources
information system (HRIS) to facilitate this expansion?
- Talent mgmt & Service Delivery
2. Which human resources (HR) technology system describes a broad set of software
modules for a specific HR practice category?
- Functional suite application
3. A company is planning for a global expansion and will need to implement human
resources information systems (HRIS) in each new global location. Because each
country will have a different set of regulations related to human resources (HR) (payroll,
accounting forms, reporting bodies, etc.), the company should plan to use a separate
localized software solution for each location.
- FALSE
Lesson 2 HR Tech users & Owners:
Essential Question: Who is involved with an HR technology system & how are they
involved?
Terms:
● End-users - everyone that uses the technology to accomplish a specific task that is
personal to them, for their job role, or functional role within the org.
● Administrators - technology administrators are end-users that given additional
permissions inside the application that allow them to maintain the permissions and
security of other end-users within the system.
● HRIM/HRIT (HR Info Mgmt) - is a role that sits at the intersection of HR & technology.
Manages the org’s HR systems strategy, including alignment with HR practices, function,
goals and outcomes. Responsible for overseeing HR systems selections processes,
implementations, maintenance, adoption and innovations.
● Functional HR - HR professionals from various HR practice areas that help manage
function-specific setup & maintenance requirements such as business process
workflows, change mgmt, adoption and functional reporting. Super-users
Section 1 - HR Information Systems OA
Preparing questions:
● Can I identify types, components, functions, and users of human resource information
systems (HRIS)?
● Can I describe the functions and benefits of human resource information systems (HRIS)
applications?
Objectives:
Identify types, components, functions, and users of HRIS.
Lesson 1 Introduction to HR Technology
Essential Question: What is HR technology, & what value does it deliver to orgs?
- HR technology refers to software and digital systems used to manage HR functions such
as hiring, payroll, performance management, and compliance. It delivers value to
organizations by increasing efficiency, improving accuracy, supporting data-driven
decision-making, enhancing the employee experience, and helping organizations remain
compliant while better managing their workforce.
1. What is an HR Technology system made of?
a. Computer program - a collection of data & instructions that can be executed by
a computer to accomplish a specific result or perform a specific task.
b. Software application - a program or group of programs designed for end-users.
c. Software module - a part of a software program that creates a separate space
or unit in a software application that may partition off data sets, security or
content.
d. Application programming interface (API) - software intermediary or function
that allows two applications to communicate with each other by creating
guidelines for accessing data, external software components, operating systems
or microservices.
e. Enterprise resource planning (ERP) application - a business management
software application that includes a suite of integrated software modules
necessary to manage an org’s business effort, including but not limited to
finance, supply chain, and HR applications. Highly configurable applications.
f. Functional suite application - a functional set of software modules built on
industry best practices, tied to a specific functional area such as talent mgmt
suite, learning mgmt suite or time mgmt suite.
g. Best-of-breed application - a single software application developed to address
a specific niche area of business practices a more focused software application
design to be the best or earliest in the industr,y over a broader integrated
application suite.
2. How is HR technology purchased?
a. Perpetual licensed software - when an org purchases a full license and owns
the software, allowing it to install the software in its own local server or hosted
environment.
b. Subscription software (SaaS software as a service) - when an org purchases
per user, subscription level access to the software and it resides on vendors
hardware and vendor is responsible for system updates, backups/maintenance.
End users access the application via cloud
Essential Question: How does HR technology impact an organization’s ability to manage
a global workforce?
, lOMoAR cPSD| 67691079
- HR technology improves an organization’s ability to manage a global workforce by
centralizing data, increasing efficiency, and supporting compliance with local regulations.
Global HRIS systems streamline workflows, enhance transparency, and reduce the need
for extra resources, allowing organizations to better coordinate and maximize their global
talent.
Key concepts:
● HR technology solutions play a key role in supporting organizations to increase
productivity and unlock innovation in the workplace.
● During the COVID-19 pandemic, many organizations leveraged HR technology solutions
to rapidly respond to changes, better support their workforce during unprecedented
times, and reprioritize investments.
● The best global HR technology solutions can deliver increased accuracy and
transparency, as well as compliance with local regulations.
Assessment:
1. A company is expanding to multiple cities and has been advised to upgrade their human
resources (HR) technology system to handle an increase in new hires. Which HR
practice categories should this company target to optimize their human resources
information system (HRIS) to facilitate this expansion?
- Talent mgmt & Service Delivery
2. Which human resources (HR) technology system describes a broad set of software
modules for a specific HR practice category?
- Functional suite application
3. A company is planning for a global expansion and will need to implement human
resources information systems (HRIS) in each new global location. Because each
country will have a different set of regulations related to human resources (HR) (payroll,
accounting forms, reporting bodies, etc.), the company should plan to use a separate
localized software solution for each location.
- FALSE
Lesson 2 HR Tech users & Owners:
Essential Question: Who is involved with an HR technology system & how are they
involved?
Terms:
● End-users - everyone that uses the technology to accomplish a specific task that is
personal to them, for their job role, or functional role within the org.
● Administrators - technology administrators are end-users that given additional
permissions inside the application that allow them to maintain the permissions and
security of other end-users within the system.
● HRIM/HRIT (HR Info Mgmt) - is a role that sits at the intersection of HR & technology.
Manages the org’s HR systems strategy, including alignment with HR practices, function,
goals and outcomes. Responsible for overseeing HR systems selections processes,
implementations, maintenance, adoption and innovations.
● Functional HR - HR professionals from various HR practice areas that help manage
function-specific setup & maintenance requirements such as business process
workflows, change mgmt, adoption and functional reporting. Super-users
