what every Human Capital Practitioner should know

"We spend all our time on people. The day we screw up the people thing, this company is over."

Jack Welch, Chairman and CEO of General Electric, 1981 to 2001.

Outline

Nearly every aspect of human capital management can integrate some degree of information technology. While human resource professionals will rarely be required to programme, they will be required to serve as subject-matter experts in the analysis, design, implementation and operation of their existing or proposed technology system. This course has been designed to prepare human resource professionals for these roles, to achieve a basic understanding of Human Resource Information Systems (HRIS), as well as Enterprise Resource Planning (ERP) Systems.

HRIS shape an intersection in between human capital management (HCM) and information technology (IT). The field merges HCM as a discipline and in particular its basic HC activities and processes with the information technology field.  This course will provide an overview of how HRIS are applied in organisations to support organisational strategy, improve efficiency and flexibility, increase productivity and performance, and ensure compliance with labour law.  The focus will be on merging computer technology with a strategic human capital management perspective.

Quite often today HRIS is integrated with Enterprise Resource Planning systems.  In larger organisations ERP solutions have almost become a standard requirement in business to automate and integrate corporate functions, including Human Capital management.  Quality information intended for appropriate people decision-making at all levels in business unlocks and enables true strategic Human Capital (HC). Yet many of the ERP implementations of today fail to deliver this value. The key differentiator in unlocking the value of ERP solutions is not only the ERP solution itself but more the process used to align business processes, prepare people and implement ERP's in business itself. As owners of the operating model, Human Capital should drive this process in partnership with IT, the platform provider and the technical implementation team. This course will assist you with this important task.

Outcomes

At the end of the course delegates will be able to:

• Understand the terms and concepts of a Human Resource Information System (HRIS), HRIS decision making and metrics;
•  Understand the basic building blocks of an effective Enterprise Resource Planning (ERP) platform, as well as how an ERP system can support the different business processes and improve the effectiveness of information systems in organisations;
•  Have an in-depth knowledge of how an ERP system functions on both the conceptual and functional levels.
•  Be able to describe useful characteristics of ERP systems for the management of people.
•  Have a high level understanding of the integration of the “HR module” with all other functions of the ERP system, as well as the integration of a HRIS with an ERP system;

•  Understand the impact of a properly enabled ERP platform has on the strategic delivery of Human Capital (HC)
•  Have a core understanding of the Data Centric Model (DCM) and would be able to formulate actions to drive an ERP solution to show a ROI
•  Understand the impact of an aligned operational model in the successful implementation of an ERP solution;
•  Plan and drive a business alignment plan for ERP implementation success;
• Understand the shift from traditional ERP (transactions) to Business Intelligence (BI) (e.g. role specific reports; adaptive HC analytics, etc.)
•  Understand and utilise the core technical steps of an ERP implementation process (from technical design to testing and after care);
•  Understand and plan for the role of project support functions like change management and communications during implementation
•  Be able to do stakeholder management;
•  Be able to do expectation management;
•  Understand and plan for support after implementation.