Strategic hr-management is ensuring that the organization has the human resources it needs to reach the organization’s strategic objectives. That means a lot of things, amongst others that the organization has “the right people in the right place” and also that people are trained and coached on the job. Another important aspect is that the employee’s personal affairs are taking care of so that they can focus on contributing to the organization’s objectives. This is a shared responsibility between the employee and the employer (represented by the manager), which is why the focus of human resource management is on both.
To support the translation of strategic objectives to daily operations organizations use a mix of instruments, namely:
- The business plan specifies how the organization works (and its environment)
- Job descriptions: specify the jobs and the required qualifications
- The organizational structure: defines the chain of command and is aimed (amongst others) at realistic spans of control
- Performance evaluation systems: are a communication tool for managers and their people
- HR policies (including salary structures): aim at being clear and fair to employees
Most hr departments are set up as support (staff) function, for both the individual people (employee) and the managers:
A. HR makes sure that the organization complies with all legal, social and other responsibilities with regards to its people.
B. Employees should be supported in knowing how the organization works, what is expected of them, what they are entitled to and how to proceed in case of a dispute. HR makes sure that people are treated fairly and equally.
C. Managers should be supported with relevant information to better manage (their part of) the business (organization). HR helps them treat people fairly and equally.
D. HR does so as efficiently and effectively as possible, both for itself and its partners.
E. HR does so in a service-minded and people-oriented way.
F. HR is a portal for future employees, where they can get the information that helps them decide if the organization is a fit for them.
To do all this effectively and efficiently hr procedures are designed, including (integrated) information systems. This is the topic of the HRIS-course.
At the end of this course you will:
1. be able to explain what an HRIS is;
2. know the different information systems that can form part of an HRIS and understand how they work;
3. understand how an HRIS contributes to the organization’s strategic objectives;
4. have experienced aspects of an HRIS implementation;
5. have experienced working with an integrated HRIS.
As the topic HRIS cannot be a purely theoretical course, the practical aspect forms an integrated part of the course. The software we use is the cloud solution Odoo (HRIS) and a local online payroll solution.
University of Curacao
How does this work?
Starting this course will create a duplicate of the original course database, with all the required modules, settings, customers, documents etc. This database is hosted on our SaaS platform, so you don't have to install or configure anything: it will work immediatly. And, your course will be accessible from any computer at the address your defined above.
How long will I be able to access it?
Your course environment will expire 10 months after creation.