Presentation (Part 2)
By
K. Soondron (Mrs)
Assistant Manager, Human Resources
Ministry of Civil Service & Administrative Reforms
13 March 2014
Outline of Presentation

What is HRMIS?

Why HRMIS?

HOW? - Involvement of all Stakeholders

HRMIS – Changes & Implications

Conclusion
What is HRMIS ?
 The HRMIS will consist of a central on-line database of all
public officers.
 HRMIS is not only a human resource application system,
but also a new, comprehensive and integrated approach in
the management of human resources in the Public Service.
Why HRMIS ?
Transactional Problems
 Routine and time
Transactional Benefits
consuming
operational activities
 Improved accuracy and timeliness
with on-line HR processes
 Cumbersome
and
 Cumbersome
for
of
 Easy and timely processing of
 Computation of Passage Benefits –
 Automatic computation of Passage
processing
updating of leave
exercise
processing and payment
unutilised sick leave
Duplication of work
 Automatic
updating of leave
balances and access to leave
balances thro’ self-service
unutilised sick leave
Benefits and availability of balance
on line
Why HRMIS ?
Relational Problems
 Difficulty in providing up-to-
date and timely information to
Top-Management
 Much time taken to respond to
queries from line management
and employees
 Communication problems
( HR v/s Finance)
Relational Benefits
 Providing
Top Management
with timely, accurate, valid and
reliable information
 Empowerment of
employees
through Self-Service
 Synergy
between HR and
Finance as HR and Payroll will
be interlinked in the system
Why HRMIS ?
Transformational Problem
 Much time taken to provide input
for HR Planning, reply to PQs,
etc…
 No
database for PMS – on
performance of employees, on
their
training
needs
and
Improvement Plan
 Difficulty to retrieve information
needed for decision making
Transformational Benefit
 Moving
towards
Value-Added
activities by making use of reports
generated by the system for:
- response to PQs & Queries
- informed decision-making
relating to, interlia:
- HR Proposals Attendance
Management
- Training and Dev’t.
HRMIS – How ?
Involvement of all stakeholders
MCSAR
Accountant
General’s Division
Other
Ministries &
Departments
MOFED
Appropriate
Service
Commissions
HRMIS – Changes & Implications
Involvement of all stakeholders
HR Processes - Re-engineering & streamlining
 Consistency in HR processes (except specificities)
e.g. Should applications for casual leaves be allowed in fractions
(less than half)
 Clear demarcation of approval levels
e.g. Who should approve applications for leave and at what level?
 Link to payroll
e.g. Need to adhere to cut-off dates to ensure payments on time
HRMIS – Changes & Implications
People
 Development of competencies
(knowledge, skills & attitude) of users
e.g. training on how to use the system
 Interaction of not only HR and Finance people, but other
stakeholders, with the system
e.g. RO/SO giving approval, line managers putting recommendations on
application for leaves, employees submitting applications and viewing
outcome thro’ self-service
 More involvement of line managers in the management of their
subordinates
e.g. automated PMS
HRMIS – Changes & Implications
Culture
 Perception of HR function
e.g. expectation that HR will take less time to process payment of
allowances, passage benefits, retirement, etc. and have more time to
devote to strategic issues: HR Planning, PMS, organisational design,
planned training and development, training needs analysis, manpower
assessment
 Integration with Finance
(HR & Finance no longer stand alone functions
 Change in mindset of users of the system
e.g. All HR people will have to be fully conversant with the system and
use the system instead of delegating to other officers
HRMIS – Changes & Implications
Structure
 Proper identification of roles and responsibilities of
users of the system comprising not only HR & Finance
people, but Top Management, Line Managers, employees,
etc…
 Grant of levels of access depending on the role assigned
to the user for security purposes
HRMIS – Changes & Implications
Technology
 “Garbage in, Garbage out”
ensuring that data input in the system is clean and updated at
ALL TIMES to use the system to its full potential
 Ensuring provision of improved technical infrastructure
e.g. providing PCs with internet facilities to all users
 Building trust in the system
e.g. having 2 levels of validation and accountabilityHR & Finance
Conclusion
The HRMIS will indeed pave the way for a modernised
Civil Service. This mega project presents itself as a big
challenge as it will definitely change our old ways of doing
things. Involvement, Dedication, Determination and
Commitment of each one of us are the vital ingredients
that will contribute towards its success and together we
will reap the benefits!!!
Thank You
&
Good Luck!!!