FDA OC OHR Human Resources Information Technology (HRIT)
Investment ID: 009-000386718
Overview
Program Title
FDA OC OHR Human Resources Information Technology (HRIT)
Description
The HRIT Investment has as its core purpose the optimization and modernization of FDA Human Resources Technology. The investment program seeks to create an employee centric, high tech, low touch, data rich environment that leverages the best of HR Technology and solutions to support employees and managers. The acquisition and implementation of sound, comprehensive HR information technology systems will enable effective data driven decision making at every level of FDA.
An enterprise Human Resources Information System that aligns and supports policies, programs, and processes must include the following, but not limited to:
Position Based management, a PD classification module, a robust Workforce Analytics Platform, a Human Resources Employee Portal (an automated/ electronic record), a performance management module, and must deliver strategic communication / HRIS readiness and change management functionality.
Type of Program
Non-major IT Investments
Multi-Agency Category
Human Resources
Investment Detail
The Office of Human Capital Management (OHCM) launched a Human Resources Information Technology (HRIT) modernization and refresh program, formally named FDA OC OHR Workforce Analytics, that will move FDA from a Legacy Human Capital Information Environment (HCIE) to a modern innovative, integrated and automated environment that provides a high-tech, low touch environment that will dramatically improve FDA's ability to serve its current and future personnel.
FDA needs a high-tech low touch HR refresh that creates an innovative HRIT framework to empower and connect FDA employees fostering an environment of collaboration and transparency.
FDA's current Human Resources Information technology (HRIT) infrastructure does not provide all the functions needed to manage the complete HR lifecycle, the existing systems are not integrated, leading to extensive data duplication, manual data entry, limited ability to develop full lifecycle reporting all leading to a lack of customer service and higher error rates. The current structure leads to longer hire times, increased man hours spent on tedious, manual data entry and overall delayed responses to human capital needs,
The HRIT investment will include the development and/or enhancement and integration of numerous systems that will support the entire HR lifecycle from the creation of the position descriptions (electronic classification- eClass) throughout the entire hiring process.
Benefits of this investment include but are not limited to:
1. Alignment and support of Key OHR goals and HRIT goals as outlined in the strategic plan
2. Enhancement of the FDA employee experience
3. Enhancement of the customer experience
4. Balance of work requirements/ workloads among OHR employees.
FDA needs a high-tech low touch HR refresh that creates an innovative HRIT framework to empower and connect FDA employees fostering an environment of collaboration and transparency.
FDA's current Human Resources Information technology (HRIT) infrastructure does not provide all the functions needed to manage the complete HR lifecycle, the existing systems are not integrated, leading to extensive data duplication, manual data entry, limited ability to develop full lifecycle reporting all leading to a lack of customer service and higher error rates. The current structure leads to longer hire times, increased man hours spent on tedious, manual data entry and overall delayed responses to human capital needs,
The HRIT investment will include the development and/or enhancement and integration of numerous systems that will support the entire HR lifecycle from the creation of the position descriptions (electronic classification- eClass) throughout the entire hiring process.
Benefits of this investment include but are not limited to:
1. Alignment and support of Key OHR goals and HRIT goals as outlined in the strategic plan
2. Enhancement of the FDA employee experience
3. Enhancement of the customer experience
4. Balance of work requirements/ workloads among OHR employees.