Introduction
This course provides a thorough introduction to the field of electronic human resources (e-HR) based on Human Resource Information System (HRIS), a combination of two major management fields that impact the competitive advantage of companies—human resources and technology. The course offers a balanced approach in dealing with HR issues and information technology issues by drawing from experts in both areas for non-IT background students. It includes the state-of-the-art HR technology in the areas of artificial intelligence, blockchain, cloud computing, HRIS, social networking, and people analytics.
 
成績計算:

出席10%
由課代每節點名,請假或遲到15分鐘內,扣學期總分1分,缺課或遲到15分鐘以上皆扣學期總分2分,缺課或請假合計達六次(含)以上,學期總成績以零分計。(請假須到學校系統完成請假為準)

課堂參與 50%
各組每周皆須上台解析個案,合計5個個案,限時15分鐘。報告組若有成員缺席,該缺席學生課堂討論與參與成績以零分計。若被指定組別當周沒有準備或派員上台分享,全組成員學期總成績以零分計。報告組須在報告前一天晚上23:59以前,將個案解析以PPT格式上傳至作業區。以組為單位,由同儕進行線上互評。
 
  • 評分標準 : 同儕互評。 1分(非常不同意) - 10分(非常同意)
 
期末作業40%
小組簡報,15分鐘介紹最新的HR科技應用。以組為單位,由同儕進行線上互評。
 

加分項: 課代因協助課務,學期總分加5分。經加分後,若學期總分超過100分,以100分計算。
 
其它規定: 上課中若非經老師指示或下課外,不得使用社交媒體或即時通訊 (例如: Facebook, Instagram, Twiter, 微博, Line, Wechat, WhatsAPP等),亦不得在上課打瞌睡、不參與討論或任何影響其他同學上課氣氛的行為,老師有權請違反規定的同學立刻離開教室,該堂3節課視同未出席
 
Textbook:
Kavanagh, M.J., & Johnson, R.D. (2018). Human Resource Information Systems: Basics, Applications, and Future Directions (4th Edition). Thousand Oak, CA, USA: SAGE Publications.
Course schedule:

Week 1: Course introduction, Introduction to e-HRM, syllabus review

Week 2: Database Concepts and Applications in HRIS

Week 3: Systems Considerations in the Design of an HRIS

Week 4: The Systems Development Life Cycle and HRIS Needs Analysis

Week 5: System Design and Acquisition

Week 6: Change Management and Implementation

Week 7: Cost Justifying HRIS Investments

Week 8: HR Administration and HRIS

Week 9: Talent Management

Week 10: Recruitment and Selection in an Internet Context

Week 11: Training and Development: Issues and HRIS Applications

Week 12: Performance Management, Compensation, Benefits, Payroll, and HRIS

Week 13: HRIS and International HRM

Week 14: HR Metrics and Workforce Analytics

Week 15: HRIS and Social Media

Week 16: The Future of HRIS: Emerging Trends in HRM and IT

Week 17: Final Presentation I

Week 18: Final Presentation II

 

Course activities
  • 1.
    CH1 Evolution of Human Resource Management and Human Resource Information Systems (2019/2/27)
    NTNU: Dr. Collin Suen
    • Describe the historical evolution of HRM, including the changing role of the human resources (HR) professional
    • Discuss the impact of the development of computer technology on the evolution of HRM and HRIS
    • Describe the three types of HR activities
    • Explain the purpose and nature of an HRIS as well as the differences between the types of information systems functionality in an HRIS
    • Discuss how the information from an HRIS can assist in decision making in organizations
    • Discuss how the developments in HRIS have led to HRM becoming a strategic partner in organizations and to the emergence of the field of strategic human resources management (Strategic HRM)
    • Be able to define Six Sigma, balanced scorecard, and the contingency perspective and fit model of HRM
    • Describe the differences between e-HRM and HRIS
    • Understand how HRM and HRIS fit within a comprehensive model of organizational functioning
  • 2.
    CH2 Database Concepts and Applications in Human Resource Information Systems (2019/3/6) Guess Lecture
    HRDA CEO: Mr. Kuo-En 鳯凰互動科技總經理: 洪國恩 先生
    • Discuss the differences between data, information, and knowledge
    • Identify problems with early database structures
    • Understand what a relational database is and why it is better than older database structures
    • Discuss three types of data sharing and why they are important
    • Know where data in a database are stored
    • Know the different ways in which data can be delivered to the end user
    • Know what a query is and discuss three different types of queries
    • Discuss how queries are used to support decision making
    • Discuss the key steps involved in designing a simple database in Microsoft (MS) Access
  • 3.
    CH3 Systems Considerations in the Design of an HRIS (2019/3/13)
    NTNU: Dr. Collin Suen
    • Understand the different types of users or customers of the implemented HRIS and their different data needs
    • Discuss the differences between the five general hardware architectures that are presented, from “dinosaur” to “cloud computing”
    • Discuss, very generally, the main concepts of hardware and database security
    • Discuss the “best of breed” approach to HRIS acquisition and the various options available for each functional area of HR
    • Develop an understanding of the general steps and factors that affect system implementation
    • Understand the pros and cons of implementing a changeover from one software system to another
  • 4.
    CH4 The Systems Development Life Cycle and HRIS Needs Analysis (2019/3/20)
    NTNU: Dr. Collin Suen
    • Define the systems development life cycle (SDLC)
    • Explain how the analysis phase of the SDLC informs the needs analysis process
    • Describe the purpose of needs analysis and why it is important
    • Outline the main stages of needs analysis
    • Identify what is involved in an HRIS needs analysis, including the types of activities performed
    • List the typical participants involved in an HRIS needs analysis
    • State the key deliverables of an HRIS needs analysis
  • 5.
    CH5 System Design and Acquisition (2019/3/27)
    NTNU: Dr. Collin Suen
    • Understand the difference between the data and process views of a system
    • Understand the purpose and components of the data flow diagram (DFD)
    • Understand the hierarchy of DFDs and the concept of DFD balancing
    • Understand the three choices or options that organizations have when moving into physical design
    • Understand the purpose of an RFP and what information should be included in it
    • Understand the various criteria used to evaluate vendor proposals
    • Describe the various types of feasibility and their purpose in evaluating potential solutions
  • 6.
    CH6: Change Management and System Implementation: Changing Business Processes and Implementing the Human Resource Information System (2019/4/10) Guess Lecture
    EY Consulting Director: Ms. Fiona Lee EY安永諮詢顧問 資深經理: 李怡箴 女士
    • Understand the management of change through the perspectives of various change models
    • Understand the factors that contribute to HRIS implementation failure
    • Discuss the elements important to successful HRIS implementation
    • Discuss the importance of integration of the HRIS with the other systems in the organization
    • Discuss the importance of continual maintenance of the HRIS
    • Understand the differences and similarities between organizational development (OD) and change management (CM)
  • 7.
    CH 7 Cost Justifying Human Resource Information Systems Investments (2019/4/17)
    NTNU: Dr. Collin Suen
    • Explain why a CBA (cost–benefit analysis) is critical for a successful HRIS project
    • Explain the differences between cost reduction and organizational enhancement as strategies for HRIS investments
    • Explain how using guidelines for approaches for investment analysis will lead to a better HRIS project
    • Identify the various costs and benefits that are in a CBA for an HRIS investment
    • Explain the differences between direct and indirect benefits and costs
    • Describe how to estimate costs and benefits, both direct and indirect
    • Explain the difference between average employee contribution (AEC) and variance estimates for estimating values in a CBA. Understand why the difference between these indices is important for investment analysis.
    • Define and describe utility analysis as being built by alternate CBAs for different outcomes
    • Discuss three common problems that can occur in an HRIS CBA
  • 8.
    CH8 Human Resource Administration and Human Resource Information Systems (2019/4/24)
    NTNU: Dr. Collin Suen
    • Understand the basic role of job analysis in human resources, and explain the role of HRIS in supporting job analysis
    • Discuss the complexity of HR administration and the advantages of an HRIS over a “paper-and-pencil” HR operation
    • Discuss the advantages of having a service-oriented architecture (SOA) for the HRIS
    • Differentiate among the four structural approaches to HR administration service delivery (e.g. self-service portals, shared-service centers, human resource outsourcing, and offshoring)
    • Discuss the advantages and disadvantages of each of the four structural approaches to HR administration
    • Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations
    • Discuss the various privacy laws, particularly as they relate to an HRIS
    • Discuss the elements important to successful measurement of the strategic alignment of the HR balanced scorecard and how this alignment is related to the strategic alignment of an organization.
  • 9.
    CH9 Talent Management (2019/5/1) Guest Lecture
     
    aEnrich CEO: Performance Management 育碁數位科技總經理: 楊中旗 先生
    • Understand the origin of talent management and how it fits within human resources planning (HRP), human capital management, strategic HRM, and corporate strategy
    • Discuss the evidence for the importance of TM in general and, specifically, in terms of the talent management lifecycle
    • Discuss the common attributes of talented individuals
    • Discuss the steps in the development and use of an HRP program
    • Explain the use of HRP in forecasting supply and demand of new employees
    • Explain the importance of job analysis and job descriptions to talent management programs
    • Identify and discuss the important HR metrics for the HRP program of a company.
    • Explain the difference between a long and short strategy for TM and why it is important
    • Explain the contribution of a TM program to corporate strategy, as well as the importance of an adaptable workforce
    • Discuss the effects of corporate culture on the talent management program
    • Discuss how the use of computer applications in an HRIS support the components of talent management, as well as their use in setting performance goals and evaluating job performance
    • Discuss how companies are using social networks to recruit talented individuals
    • Explain the relationship between talent management and performance management and the need to show measurable results on a balanced scorecard
    • Explain how workforce analytics are used in a TM program
    • Explain how to measure the success of a TM program
  • 10.
    CH11 Training and Development in HRIS (2019/5/8) Guest Lecture
    aEnrich CEO: T+D 育碁數位科技總經理: 楊中旗 先生
    • Discuss how training can be used as a source of competitive advantage
    • Differentiate between training and development (T&D)
    • Understand how training and development affects both learning and motivation
    • Explain the steps in a systems model of training
    • Understand the essential features of the culture of a learning organization
    • Explain the factors that influence transfer of training
    • Understand both the costs and the benefits metrics associated with training
    • Discuss the critical importance of the evaluation of training
    • Understand MIS, HRMS, and DSS (see Chapter 1) training applications
    • Explain the advantages and disadvantages of Web-based learning
    • Develop a practical application, using EXCEL, in the evaluation of training
  • 11.
    CH10 Recruitment and Selection in an Internet Context (2019/5/15) Guest Lecture
    MAYO Human Capital 鼎恒數位科技執行長: 簡士評 先生
    • Understand the relationship between the Internet and organizational recruiting objectives
    • Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives
    • Discuss recruitment strategies and social networking
    • Understand the relationship between e-recruitment and HRIS
    • Understand the relationship between selection and assessment with HRIS
    • Discuss the technological issues that influence selection and the solutions that have been reached
    • Understand the value of HRIS selection applications through the use of utility analysis
  • 12.
    CH12 Management, Compensation, Benefits, Payroll, and the Human Resource Information Systems (2019/5/22) Guess Lecture
    MAYO Human Capital 鼎恒數位科技執行長: 簡士評 先生
    • Understand the performance management (PM) cycle and the role of the HRIS in PM design, decision making, and administration
    • Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration
    • Understand typical benefits practices and the role of the HRIS in benefits design, decision making, and administration
    • Understand payroll systems and the role of the HRIS in payroll administration
    • Be able to discuss the meaning of work to employees in terms of their identities and self-esteem
    • Discuss a motivation theory that helps to understand why work is so important to employees and how the HR programs in talent and performance management affect employee motivation
  • 13.
    CH13 Human Resource Information Systems and International Human Resource Management (SKIP)
    • Understand the differences between domestic-only and international HRM
    • Identify the types of organizational forms used for competing internationally
    • Understand the different types of employees who work in MNEs
    • Discuss the staffing process for individuals working in MNEs
    • Understand the problems that handling expatriates poses for the IHRM department
    • Describe the training needs of and programs for international assignees
    • Reconcile the difficulties of home-country and host-country performance appraisals
    • Identify the characteristics of a good international compensation plan
    • Understand the modifications necessary for using HRIS applications in IHRM
  • 14.
    CH14 HR Metrics and Workforce Analytics (2019/5/29) Guest Lecture
    Delta HRIS Manager: Mr. Eric Lee 台達電人力資源部經理: 李永基 先生
    • Discuss the factors that have led to increased organizational interest in HR metrics and workforce analytics
    • Discuss why the information from numeric systems like HR metrics and workforce analytics do not generate any return on investment (ROI) unless they lead to different and better decision making
    • Discuss the difference between metrics and analytics
    • Describe the limitations of the traditional HR metrics
    • Discuss the historical role of benchmarking and its strengths and weakness today
    • Discuss the roles that activities such as data mining, predictive analytics, and operational experiments play in increasing organizational effectiveness
    • Discuss the differences between metrics and analytics for HR efficiency, operational effectiveness, and organizational realignment. Offer examples of each.
    • Describe which characteristics of HR metrics and workforce analytics are most likely to have organizational impact
  • 15.
    CH15 HRIS Privacy and Security (SKIP)
    • The importance of information security and privacy in today’s technology-intensive and information-driven economy
    • The important components of and threats to information security
    • The legal requirements pertaining to information security and privacy
    • Best practices in safe information-handling procedures
  • 16.
    CH16 The Role of Social Media in Human Resources (2019/6/5) Guest Lecture
    網訊科技人資長 (今周刊專欄作家暨HR網紅-苦命的人力資源主管) 賴俊銘 先生 (Thank)
    • Possess a general understanding of how the Internet and particularly social media is being used in human resources for recruitment, selection, and training.
    • Understand some of the current social media tools and how they are being used.
    • Discuss the value of using social media within organizations, as well as some of the potential drawbacks.
    • Discuss the policies and training needed when using social media.
    • Explain some of the legal implications of using social media within organizations.
    • Implement social media policies within human resource departments and organizations that incorporate good business practices.
  • 17.
    CH17 The Future of Human Resource Information Systems (2019/6/12; 6/19)
    • Discuss the short-term future trends in HRM
    • Discuss the long-term future challenges for HRM and tactics to handle them
    • Explain the impact of future trends in IT/IS and workforce technologies on the operation of an HRIS
    • Understand how HR and IT/IS are combining for future HRIS business applications