Project Mgmt and HR Mgmt Advice and
HRMS Implementation
Module 5
Module 11 Objectives
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Understand how the use of PM approaches, techniques, and tools help throughout the entire SDLC
Be able to describe what factors are used to develop program evaluation and review technique
(PERT), critical path method (CPM), and Gantt charts
Understand how monitoring the project activities carefully on a Gantt chart will ensure project
completion on time
Be able to construct a Gantt chart
Understand how Six Sigma can be used in HR and project management
Understand how the combination of knowledge from the IT and HRM literature makes the
development and implementation of the HRIS successful
Be able to describe how IT factors can affect HRIS project success
Understand how knowledge from HRM literature provides guidance for handling the behavioral
problems and issues that arise in HRIS development
Understand the different roles of the steering committee, the CBA team, and the PM team in the HRIS
project
Be able to describe how training and documentation are important to both the development and
implementation of an HRIS
Be able to describe how critical success factors affect the success or failure of an HRIS project.
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Project Management and HRM Advice
for HRIS Implementation
CHAPTER 6
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STATISTICS
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It Has Been Estimated That The Failure Of HRIS
Projects Costs Organizations In The United States
Alone At Least $100 Billion A Year (Ewusi-Mensah, 1997).
Of Those Systems That Are Completed, More
Than 55% Will Exceed Cost And Time Estimates
By A Factor Of 2.
Only 13% Of The IS Projects That Are Completed
Are Considered Successful By The Executives
Who Sponsor Them
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PROJECT MANAGEMENT PHASES
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Initiation
 Development Of Project Concept And
Project Proposal (Project Charter)
Required Tasks
 Work Breakdown Structure
 Work Plan & Packages
Project Execution
 Tracking And Periodic Progress Reports
Project Close-out
 Implementation, Evaluation And
Maintenance Of The HRIS
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PROJECT MANAGEMENT QUALITY
CONSIDERATIONS
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Six Sigma
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Used To Assess The Effectiveness Of HR
Processes
Define, Measure, Analyze, Improve And
Control (DMAIC) Approach
Develop An Overall Work Plan
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PM APPROACHES AND TOOLS
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Performance Evaluation And Review (PERT)
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The Critical Path Method (CPM)
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Gantt Chart
Major Benefit Is A Tighter Control Over The
Process To Ensure Successful Implementation
Of The HRIS.
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PM APPROACHES AND TOOLS: PERT

Method For Analyzing The Tasks Involved In
Completing A Given Project, The Time
Needed To Complete Each Task, And The
Minimum Time Needed To Complete The
Total Project.
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PM APPROACHES AND TOOLS: CPM

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Uses A Mathematically Based Algorithm For
Scheduling A Set Of Project Activities
Developed By Dupont And Remington Rand
Corporation For Managing Plant Maintenance
Projects.
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PM APPROACHES AND TOOLS:
GANTT
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A Graphical Representation Of The Duration Of
Tasks Against The Progression Of Time In A
Project.
Most People Have Probably Constructed A Gantt
Chart In Formally Without Realizing That They
Had Done So.
Instructions For How To Develop A Gantt Chart
And Then Covert It To A Pert Chart Are Contained
In The Following Website:
Http://Ganttproject.Biz/.
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Example of a Gantt Chart
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IT FACTORS AFFECTING PM
SUCCESS
Solve The Right Problem.
2.
Have Systems Developers Who Are Sensitive To
Hr Issues And Willing To Learn About The
Constraints In Hr Functionality.
3.
Have Project Managers Who Understand The
Dynamic Nature Of Any HRIS Project And The
Interrelations Among Various Factors
In Addition, Three General Factors That Affect
Successful PM Are Time, Cost, And Scope.
1.
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THE HRM PERSPECTIVE:
ORGANIZATIONAL REQUIREMENTS
1. Identification Of Steering Committee And
Project Charter
 Selection Of Project Sponsor
2. Configuring The PM Team
 Representatives From The Functional Units
Affected, Most Notable HR And IT
 Team Training
3. Identification Of Available Resources And
Constraints
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THE HRM PERSPECTIVE:
ORGANIZATIONAL REQUIREMENTS
4. Controlling Project Creep
 Project Creep Is Defined As The
Enlargement Of The Original Boundaries Of
The Project As Defined In The Project
Charter.
5. Selection Of The Implementation Team
 The Implementation Team Also Has
Primary Responsibility For Communication
With The Entire Organization
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THE HRM PERSPECTIVE:
ORGANIZATIONAL REQUIREMENTS
6. Training And Documentation
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Complete, Accurate, And Up-to-date
Documentation Of The System Is Critical
For The Implementation Of A Successful
HRIS.
Training In Both Group Processes And
“Change Management” Methods.
Training On The New System
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Barriers to Success
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Inadequate resources – Lack of management
commitment
Project team instability
Organizational Politics
Poor needs analysis
Omission of key persons on project team
Failure to include key groups in needs
analysis
Inadequate control/involvement by HR
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Critical Success Factors
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Top Management Support
Provision Of Adequate & Timely Resources
Ongoing Communication
Conducive Organizational Culture
User Involvement
Project Champions (Steering Committee)
Organizational Structure
Change Management Methodology
Project Control & Monitoring
Cross Integration Between Business Systems
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Creating an Environment of
Motivation
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Consider rewards of recognition.
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They don’t have to be large, but they need to be a
standard part of operating procedures to create a
motivating project environment.
Be sure to include all project employees, not just
the highly visible ones, or those above a certain
rank.
Recognizing work done well and keeping
communications open are the two most
important operating procedures for any
project manager.
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CHAPTER 16
Information Security and
Privacy in HRIS
INTRODUCTION
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A Great Deal Of Confidential Information Employees
are Captured and Stored by Organizations
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Employee Personal Details
Pay And Benefits History
Medical Records
Disciplinary Records
Data Are Stored Electronically And Transmitted
Across Networks.
Increasing Integration Of HRIS Has Made
Information Security Management A Complex And
Challenging Undertaking
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Information Security in HRIS
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Protecting Information In The HRIS From
Unauthorized
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Access, Use, Disclosure, Disruption, Modification,
and estruction
Objectives of Information Security

Protect Confidentiality, Integrity And Availability Of
Information (Pfleeger, 2006; Wong, 2006b).
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COMPONENTS OF
INFORMATION SECURITY
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Three Main Principles Of Information Security
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The HRIS Is Composed Of Three Components
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Confidentiality
Integrity
Availability
Hardware
Software
Communications
As Mechanisms Of Protection
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Physical
Personal
Organizational Levels
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COMPONENTS OF INFORMATION SECURITY
Figure 16.1
SOURCE: Wikipedia (2007)
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LEGAL REQUIREMENTS FOR
INFORMATION TECHNOLOGY

Personal Information Protection And Electronics
Document Act (Canada)
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Security Breach Notification Law (California, USA)
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Supports And Promotes Electronic Business By Protecting
Personal Information That Is Collected, Used Or Disclosed
Requires Organizations To Notify Customers Or Employees
When Unencrypted Personal Information May Be
Compromised, Stolen Or Lost.
Computer Misuse Act 1990 (UK)

Proposed To Make Computer Crime (e.g. Hacking Or Cyberterrorism) A Type Of Criminal Offense.
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LEGAL REQUIREMENTS FOR
INFORMATION TECHNOLOGY (Cont.)
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The European Union Data Protection Directive (EUDPD)
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Requires That All EU Members Must Adopt National
Regulations To Standardize The Protection Of Data Privacy For
Citizens Throughout The European Union.
Health Insurance Portability And Accountability Act
(USA)

Sets National Standards for Electronic Healthcare Transactions
and Requires Healthcare Providers, Insurance Companies And
Employers To Safeguard The Security Of Health Information
Of Individuals.
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THREATS TO INFORMATION SECURITY
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Human Errors In Data Entry & Handling
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Damage By Employee
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Disgruntled & Ill-informed Employees: Critical Role Of HR
Misuse Of Computer Systems:
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Unauthorized Access To Or Use Of Information
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Computer-based Fraud
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Viruses, Worms & Trojans: Cyber Terrorism
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Hackers
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Natural Disasters
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BEST PRACTICES IN HR
INFORMATION SECURITY
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Adopt A Comprehensive Privacy Policy
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Store Sensitive Personal Data In Secure Computer
Systems And Provide Encryption
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Dispose Of Documents Properly Or Restore Computer
Drives And CD-ROMs
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Build Document Destruction Capabilities Into The Office
Infrastructure
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Conduct Regular Security Practice Training

Conduct Privacy “Walk-throughs”
(Canavan, 2003; David, 2002; Tansley & Watson, 2000)
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ADDITIONAL BEST
PRACTICES IN HR
INFORMATION SECURITY
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The Careful Selection Of Staff with Regard to their
Honesty and Integrity
Raise Information Security Awareness and Ensure
Employees Understand Corporate Security Policies
Institute Measures To Address The Personal Problems
Of Staff, Such As Gambling And Drug Addictions, Which
Might Lead Them Indulge In Abuse For Financial Gains
Provide Access To Effective Grievance Procedures Since
The Motivation For Much Computer Abuse Is Retaliation
Against Management
Kovach, Hughes, Fagan, and Maggitti (2002)
Grundy, Collier, and Spaul (1994)
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INFORMATION
SECURITY
MANAGEMENT FOR HRIS
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ISO/IEC 27002

Administrative/Procedural

Logical/Technical

Physical Controls
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INFORMATION PRIVACY
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Comprises Ethical, Moral, And Legal Dimensions And Has
Assumed Greater Importance With The Increased
Adoption Of The Internet And Web 2.0.
Privacy Is A Human Value Consisting Of Four Elements
(Kovach & Tansey, 2000):

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Solitude: The Right To Be Alone Without Disturbances
Anonymity: The Rights To Have No Public Personal Identity
Intimacy: The Right Not To Be Monitored
Reserve: The Right To Control One’s Personal Information
Including The Methods Of Dissemination Of That Information.
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CONTROLLING ACCESS TO HR
DATA
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Administrative Controls
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Logical (Technical) Controls
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Physical Controls
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Security classification for Information

Access control

Cryptography
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Defense in depth
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INFORMATION PRIVACY AND
HRIS

Concerns
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Types Of Employee Information that Can be Collected And
Stored In The System
Who Can Access And Update The Information
(Noe et al., 1994;
Sadri & Chatterjee, 2003)

Considerations


Collect and store information Based On Sound And Valid
Business Reasons (Hubbard Et Al., 1998)
Collect only information which is Necessary, Lawful, Current,
And Accurate (Camardella, 2003)
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HRIS SECURITY BEST
PRACTICES
1. Train Users On How To Securely Use And Handle The
Equipment, Data, And Software.
2. Train Employees To “Log Off” Personal Computers After
They Are Through Using Them.
3. Do Not Allow Passwords To Be Shared. Change
Passwords Frequently.
4. Run Software Through A Virus-detection Program Before
Using It On The System.
5. Ensure That Backup Copies, Data Files, Software, And
Printouts Are Used Only By Authorized Users.
(Noe et al., 1994; Pfleeger, 2006)
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HRIS SECURITY BEST
PRACTICES
1. Make Backup Copies Of Data Files And Programs.
2. Ensure That All Software And Mainframe Applications
Include An Audit Trail (A Record Of The Changes And
Transactions That Occur In A System, Including When
And Who Performed The Changes).
3. Use Edit Controls (Such As Passwords) To Limit
Employees' Access To Data Files And Data Fields.
4. Employees Take Responsibility For Updating Their
Employee Records Themselves Via The Self-service
System.
(Noe et al., 1994; Pfleeger, 2006)
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