HRIP Certification-Study Guide

An HR Technology Strategy is the plan for how HR Business processes are going to be supported through the use of technology - Answer- What is An HR Technology Strategy 1) A strong linkage to the company's goals and objectives 2) A linkage to the business unit plans for attracting and retaining key talent 3) Clearly stated objectives of the technologies that are going to be used. For example, to consolidate data into a single source, to reduce or eliminate manual processes, to support global expansion or to enhance the delivery of information for decision-making. 4) Steps and timeline for any software application purchases or projects that would be launched as a result of implementing the strategy 5) Identification of the technology needs for all HR Functions to cover the life cycle of an employee. - Answer- A sound strategy contains the what components? It creates the framework by which technology will be acquired for the organization and helps to control the spending on technology to only what is necessary and important - Answer- Having an HR Technology Strategy is important because? 1) Without a strategy companies usually end up with applications that are in silos: they may support a particular function, department or division and not be integrated with the enterprise. Information may be contained in more than one (1) database making reporting difficult across the enterprise. 2) Without a strategy, systems tend to be selected without a larger picture of the organization it needs to support, and does not meet the needs of the organization as a whole, When this happens, systems tend to be replaced more frequently, resulting in higher costs to the organization. Systems also tend to be purchased in a "knee-jerk" fashion based on the latest trends/fads or in response to a perceived immediate business need. - Answer- Not having an HR Technology Strategy does what? 1) Perform a process and systems review: Take an inventory of the HR processes and how they are supported. Capture information on who are the process owners, who are the stakeholders, what systems, if any, are being used to support the process, and the service delivery method for this process. 2) Identify current state costs: Document the costs associated with supporting the HR processes captured in the previous step. Capture both the people costs to perform the process and any systems or IT costs to support the process