Human Resource Information Systems
This paper aims to identify the companies who are facing similar problems with regard to human resources to information technology. Benchmarking different companies to determine how other companies have handled certain human resources information technology, information systems-related problems, new technology and data security. Using a comprehensive analysis of research conducted by IBM Europe, Ameriprise Financial, Teras pipelines, Shaw & # 146; s supermarkets, CS Stars, LLC, IBM, WORKSource Inc., and Toshiba America Medical Systems, Inc. This document also contains summaries of eight companies facing similar issues to those in reading.
constant in a changing world and new technology is available, managers must be aware of the technology, which increases the efficiency of your company. Human Resource Information Systems (HRIS) increasingly evolved since it was first introduced by General Electric in the 1950s. HRIS undergone a fundamental transformation of information systems, handheld computer systems of the ongoing HRIS systems that are used today. Human resource professionals began to see the possibility of new applications of the computer. The idea was to integrate a variety of human resource functions. The result is the third generation of computerized HRIS, feature-rich, wide-ranging, independent HRIS. The third generation systems took far beyond the mere repositories and tools created by which human resource professionals could do much more (Byars, 2004).
There are many companies see the need to restructure the operations of human resources in order to keep up with new technology and more and more employees. Teras pipelines relocated to Vancouver and Calgary to be closer to the oil and realized a significant increase in employees. The last recording will be maintained in the paper and spreadsheets. Mangers at Teras figured out how to change it to a computer system and looked into the various HRIS vendors. By making the move to an HRIS system, Teras is able to keep accurate records and better prepare for future growth. Another company that has seen the benefits of managing to keep up with the new technology challenges WORKSource Inc. of 100 new employees, WORKSource Inc. has acquired Web-based GHG Corp. technology programs, such as electronic payment tape, electronic software working hours, time-off system and human resource information system (& # 147; Tips, & # 148; 2006). To accommodate the new programs, WORKSource was able to reduce waste and costs.
The Internet is an increasingly popular way to recruit candidates technologies and research performed other key functions of the business. Which human resource services online (eHR) supports the efficient collection, storage, distribution, and exchange of data (Friesen, 2003). The intranet type of network used by companies to share information that people within the organization. The intranet connects people and people to information and knowledge within the organization; it can serve as & # 147; information center & # 148; the whole organization. Most intranet organization set up primarily of employees, but can be extended to business partners and customers have appropriate security clearance (Byars & Rue, 2004).
The effectiveness of the HRIS system is able to produce a more efficient and faster results than can be done on paper. Some of the many applications of HRIS following: Office applications requesting search expenses, risk management, training management training experience, financial planning, analysis of traffic, succession planning, flexible benefits administration of government regulations, attendance reporting and analysis, human resource planning, accident reporting and prevention, and strategic planning. A variety of HRIS applications, it is difficult to understand that the programs benefit companies without the companies that have already benefited from these programs.
One such company IBM. IBM is a paperless online registration plans for all employees. Not only the online registration has saved the company 1.2 million in printing and mailing costs a year, employees are happy to work with the online plan. "Since we started online registration, we learned that employees want to access the Internet," Donnelly [Senior Communications Specialist] says, so log on at home, rather than a corporate intranet. Thus, the company has been working to create a web-based application system that employees and retirees can access from anywhere (Huering, 2003). Using HRIS use of flexible benefits offering with IBM has been able to cut costs and staff the freedom to discover the benefits of your own time and pace.
Another company that made use of HRIS applications Shaw & # 146; s supermarkets. In order to Shaw & # 146; and to better manage the workforce, the company decided to centralize HR operations. After looking at the various options, Shaw & # 146; and it decided that an Employee Self Service (ESS) system. The use of self-service applications create a favorable situation in HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time enhance the employees and managers, and ensures that the data is accurate. With this solution, employees online access to forms, educational materials, information on benefits and other employee-related information (stones since 2002). By giving employees access personal data and the ability to update or change the information if necessary, from HR more time to focus on other issues. Understanding the various HRIS applications will offer companies the chance to increase the efficiency of employees and reduce costs.
The evaluation of the HRIS or not performed up to expectations, and if the HRIS used to its full advantage (Byars & Rue, 2004). One of the major challenges faced by the state to measure staff performance today, leaders of human resource information system (HRIS) In order to demonstrate the value-added contribution to the implementation of the HRIS organization's mission (Hagood & Friedman, 2002). HRIS implementation program seem necessary to stem a company, but if there will be a powerful tool for HR activities, it does not help to increase efficiency and prevent it instead.
a company that has implemented an HRIS system, Toshiba America Medical Systems, Inc. (TAM). TAMS to all employee benefits information online and create an open enrollment option if TAMS changed health care providers. Almost immediately start the UltiPro portal [new HRIS technology] to the employees, TAMS began to see an improvement, with an estimated 70% increase in the efficiency of open enrollment (Wojcik, 2004). Determine the efficiency of the new program, TAMS was able to realize the benefits of the new HRIS system.
The privacy of information workers become major issues in recent years. The identity theft is becoming a common problem, employees increasingly recognize who sees their personal information and security is considered. By informing the employees that the company considered the HRIS is important, and making sure that limited access (password protection) of this information, companies can make employees more secure about the safety of information. Electronic or paper files to employees deserve to be treated with great care. Establishing security and end-user requests permissions to balance herself, and day-to-day knowledge of HR policy operations system (O & # 146; Connell, 1994).
a company that is facing serious security problem has been CS Stars, LLC. CS Stars lost trace of a computer containing personal data that included names, addresses and social security numbers of workers compensation benefits. The bigger problem was that the CS Stars failed to inform the consumers and employees concerned the missing computer. While the computer is collected, and no information would damage appeared, many workers have lost their sense of security in the company. New York, unauthorized access and notification laws effective in December 2005, requires businesses that maintain computerized data that private information to notify the owner of any violation of information discovery immediately after the safety of the system, if the personal information was, or reasonably believed to have been, acquired by a person without a valid license (Cadrain, 2007).
is another company that has experienced a security gap Ameriprise Financial. At the end of 2005, the computer containing the personal information of customers and employees was stolen. Because many of the Ameriprise employees take work home, in the company between computers was determined by the need to be more security on computers. Ameriprise made sure everything was used in the new security suite installed on your computer. They respond quickly to the need for greater security, Ameriprise made sure that all information is kept secure. Making sure employee information is stored as safely as possible, there will be more confidence in the company and HR professionals the information.
struggling with similar issues
IBM, Teras Pipeline CS Stars LCC and Toshiba America Medical Systems, Inc. is a good example of companies in the human resources information technology and human resources information systems. All these companies know the importance of the new technology, human resources, information systems and data security. The rest of the paper, summaries and more companies are facing human resource issues that the company responded to the questions and the results of the company & # 146; s answers.
IBM is a global organization with research, software, hardware, IT consulting, business and management consulting, ring and funding. Employing approximately 340,000 people in 75 countries speaking 165 languages, and serve 174 countries. In January 2007, IBM set up a special & # 147; new media & # 148; function in the corporate communications department. IBM's main goal is to educate, support and promote programs that use social media. IBM Europe has decided to expand the internal communication blogging guidelines. It was the realization that blogging is already happening among IBMers, only an uncontrolled manner. Similarly, institutionalizing feature deals specifically with the new corporate media does not move, or create from scratch. It & # 146; s response to the questions has been increasing the company. Now that these technologies are here, people are using them, you & # 146; from growing and there to stay, we & # 146; re just going to have a structure around them, so that we can try to optimize their use. & # 148; The user can decide what technologies they use and how they use them. This is the main idea is that IBM understands that you have to remember to respect the fact that social media is social. IBM was the need to connect the 340,000 global employees more efficient.
The answer is:
IBM & # 146; s intent around social media is now officially official. From January 22, 2007, the company set up a special & # 147; new media & # 148; function in the corporate communications department. & # 147; Powers to act within and outside consultants on issues related to IBM blogs, wikis, RSS and social media applications. The basic idea is to educate, support and promote programs that use these devices. IBM is the story that was in the forefront of a technology-based enterprise communications. The multimedia brainstorming & # 147; & # 148 WorldJam; made news in 2001 with 50,000 employees worldwide joined the real-time online exchange of ideas meeting of the company & # 146; s directions. IMB staff is always ready to use breakthrough technologies to create a two-way dialogue. The need for social media was necessary, and I could not wait.
In recent years, IBM has been recognized that in the forefront of the use of social media: IBM had internal blogging published for the first Fortune cooperating behind the 500 companies wikis guidelines as far back as 2003 and is now rapidly moving beyond RSS and podcasts to and videocasting & # 147; virtual world & # 148; Technologies such as Second Life. The intranet search capabilities extends to all areas of the site, including the new media aspects. When an employee logs on to the portal to a perform a key word search and get the results to come not only from the main intranet sites, but results from IBM include forums, wikis, blogs and podcasts / Videocasts labels. IMB to understand that workers are no longer in the company their entire lives. It & # 146; s just not like that anymore. For example, more than 50 percent of employees in Belgium in 2300 should have been there less than five years. The company concluded that the increasingly young and mobile workforce, the probability that the employee total population of the younger generation, for whom these devices are part of life, not so far away. In the coming years with IBM will address the employee base, which blogging is just a natural way to interact with a web-based platform. IBM has created within the scope of its powers most of the assets belonging to a centralized platform that includes wikis. Philippe Borremans, a leading European new media IBM, the potential business applications of wiki covers two big advantages: sharing of knowledge and collaboration. IBM scored some notable successes on both fronts in the nearby 5,000 wiki pages are working properly in the body. The company has been a huge pick-up in interest in podcasting for the past 18 months writing seem like a technical skill, as people feel that they speak more freely than they can write. One of the most consistently popular IBM podcasts, with more than 20,000 downloads a week.
The Justice Department study estimated that victims of 3.6 million US households were identity theft in 2004 of trafficking personal time in excess of US borders the New York Times reports that stolen financial information is often distributed among the participants in online trading boards, and customers are often located in Russia, Ukraine and the Middle East. One of the reasons customers are concerned about data security breach to the public at large financial services company. In late December 2205, an employee of Ameriprise Financial & # 146; and encrypted data containing the laptop nearly 230,000 customers and advisers had been stolen a car. Other financial service companies, including Citigroup and Bank of America also recognize large-scale customer data loss in 2005. President of NCS, Rita Dew, compliance consulting company in Delray Beach, Florida, says that the Securities and Exchange Commission requires investment advisors policies and procedures for dealing with customer records and information relating to administrative, technical and physical safeguards.
Ameriprise Financial had a fight and had to implement & # 147; layers of protection. & # 148; It is important that the employees who are the primary business computer, and employees regularly transport the computer in the home, office and meeting places. The vulnerability of the Agreement and the need for security software is much needed.
The workers who deliver lab to be installed on top of Steganos Security Suite on the computer. This software allows employees to create an encrypted virtual drive on your laptop used to store secure data. Employees tax preparation software and store data related to customer data on the encrypted drive, which employees set up a gigabyte of storage space. The best thing is that if an employee turns off the computer data storage & # 147; Secure & # 148; the software automatically encrypts the virtual drive & # 146; s data. The software also generates an encrypted backup files to a CD store employees fireproof safe. This keeps the data safe if any employee & # 146; s laptop is stolen, or if the hard drive removed from the laptop. Financial advisory based on encryption and out of the office. Other programs that are used to protect the customer & # 146; RAID 1 system information and stores the data on the drives that are encrypted WinMagic & # 146; SecureDocs and software. Encryption ensures that anyone who steals your computer will be able to completely read the data, even if you connect it to another computer as a & # 147; slave drive. This gave me a lot of peace of mind is the biggest financial advisers.
Teras Teras Pipe Inc. subsidiary located in Vancouver, Canada and is located in a number of provinces and US states. In 2001, the company changed the central Calgary to be closer to the oil. The big move, the company has gone through a growth spurt. The company has a number of different locations, and a growing number of employees, the HR department saw the need to find a new system to provide more accurate records.
The answer is:
Teras was the last paper records and charts and the growth of the company, this system does not work as well as in the past. In order to compensate for future growth, Terasa started to look HRIS companies to help HR operations. After researching various companies, Hewitt & # 146; and application service provider model eCyborg found the right fit.
Although it was difficult to adapt to a new way of registration, Teras was able to find a system that will enable current and future growth of the company. Fortunately, some HR staff experience working on a HRIS and were able to help their colleagues to imagine new processes such as help systems. One theme often expressed in the whole process was: "You do not know what we're hard when you know that it's so much easier a system is not a lot that we do not always have to run to the cabinet. employee file just to get basic information. it's all at your fingertips. "(Wu, 2005). In order to ease the burden of HR Teras implementing a new HR system, the management of Teras was convinced to look for a vendor to help implement and maintain an HRIS system. This system helped Teras better prepare current and future growth.
Shaw & # 146; s Supermarkets
Shaw & # 146; s Supermarkets is the second largest department store chain in New England. A workforce of 30,000 located in 180 stores across six states, Shaw HR staff responsible for managing personal information of employees. The mix contains about 70 percent of employees work part-time workers, which is the students, retirees, part-time part-time, part-time and career. One-third of the labor union made up of associates and staff Shaw oversees the company's participation in the three unions and six separate contracts (stones since 2002). In order to help you manage your workforce, HR staff became interested in centralizing HR function.
The answer is:
In order to centralize HR operations Shaw & # 146; and it decided that an ESS (Employee Self-Service) solution. The use of self-service applications create a favorable situation in HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time enhance the employees and managers, and ensures that the data is accurate. With this solution, employees online access to forms, educational materials, information on benefits and other payroll related information.
Shaw & # 146; and there was positive feedback since the introduction of the ESS solution. "The response from our colleagues were very positive," Penney, VP Compensation and benefits, he says. "We also had a significant increase in our medical care costs, and it almost does not matter, because the online registration part of the plan choice, the cost of employees, and the company has received. The employee self-service application makes it very easy for them to understand the contributions and coverage options. several e-mails to employees is a big change, and how easy ESS was saying, which is not often the case when the employees when selecting their benefit options. "(stones since 2002). By providing access to more data if they are able to see the benefit of employees choices. Employees are also able to update their information on the Internet, which reduces the paperwork of the past. Shaw & # 146; he saw improvements in productivity due to updated information workers are not at home during work hours.
CS Stars, LLC
New York Attorney General
Andrew Cuomo announced that New York State has reached the first settlement of the company charged with not informing consumers and others that their personal data are gone. Cuomo & # 146; s office, which enforces the state & # 146; 2005's unauthorized access and Notification Act charged CS STARS LLC, a Chicago-based company claims management, failure to do so, he lost track of a computer that provides data about 540000 New Yorkers & # 146; Workers & # 146; comp claims.
The answer is:
The owner of the lost data that are already in the custody of CS STARS was the special funds in New York City Conservation Committee, an organization that promotes workers providing & # 146; comp benefits under the state & # 146; and workers mandatory by law. May 9, 2006, CS STARS employee noticed that the computer was missing that held personal information, including name, address, and social security numbers of recipients of workers' & # 146; benefits. But CS Stars waited until June 29, 2006, to inform the FBI special funds and security. Because the FBI determined that they notify users may hinder the investigation, CS STARS waited until July 8, 2006, a notice sent to affected by the 540,000 New Yorkers violations. On July 25, 2006, the FBI determined by an employee of a cleaning contractor, stole the computer, and the missing computer was located and returned. In addition, the FBI has determined that the data is not illegally accessed the missing computer.
New York, unauthorized access and notification laws effective in December 2005, requires businesses to maintain a computer data private information to notify the owner of any violation of information system security immediately following discovery, if the information is private or ought reasonably to have been, acquired by a person without a license is valid. The law affects not only business relations with customers, but their role as custodians of employees, employers & # 146; personal data. (Cadrain) without
Recognition of any wrongdoing, CS STARS has agreed to abide by the law and ensure the proper reporting them in case of any future violations. The company also agreed to implement more extensive information on personal safety. CS STARS will pay the Attorney General & # 146; office expenses and $ 60,000 related to this investigation. (Cadrain)
IBM paperless online application system in 1999 proved to be introduced to the winner, and the company's 135,000 active US workers and companies according to Cathleen Donnelly, senior communications specialist company headquarters in Armonk, NY company will save $ 1.2 million a year printing and mailing costs alone, Donnelly says, employees & # 146; They can take advantage of a variety of technologies to learn about issues research program to access information and decision support tools for desktop computers. (Heuring, 2002)
One such device, the personal medical cost estimation, allows for the calculation of employees in addition to potential out-of-pocket health expenditures for each project opportunities have , Donnelly says. Employees log personally greeted by name and important information about their benefits enrollment, such as deadlines and changes to take effect. They will automatically receive the health plans are available to them, and the calculator enables them to compare estimated benefit amounts each plan.
"Employees can choose to use health care services at a given year, estimates of the expected frequency of use, and calculate the potential cost of each plan option," Donnelly says. "The feedback that we have received from employees tells us that this tool really helped them on the basis of a comparison of plans that they consume medical services." The calculator shows both IBM and employee costs. (Heuring, 2002)
"Since we started online registration, we learned that employees want Internet access," Donnelly says, so log on at home rather than a corporate intranet. Thus, the company has been working to create a web-based application system to employees and pensioners from anywhere.
The employees will receive a summary breakdown of the plans are very specific details and follow the links for health care providers to research. Donnelly says that the system received a high score of comfort, because employees can "get, and quickly."
To meet the challenge of managing 100 new employees, WORKSource Inc. has acquired Web-based GHG Corp. technology programs, such as electronic paystub, electronic software working hours, time-off system, and human resource information system (& # 147; Tips, & # 148; 2006). Ezek az eszközök lehetővé tette vezérigazgató Judith Hahn kezelésével bér eljárások hatékonyan és eredményesen.
WORKSource nyolc munkaerő központok, mintegy 108 alkalmazottal, található szerte a hat megyei régióban. Korábban, bérszámfejtés, előnyeit, és az emberi erőforrások azon dolgozói számára dolgozták fel és irányítja a szakmai Munkáltatói Szervezet. Emellett a vállalat 52 adminisztratív személyzettel rendelkezik a központi irodája. Ha a szerződés a PEO megszűnik június 30-án, 2006, ezeket 108 alkalmazott azonnal átkerül a bér WORKSource, ami azt jelentette, Hahn & # 146; s terhelés több mint kétszeresére hatékonyabb 2006 júliusában (& # 147; Tippek, & # 148; 2006).
Hahn, egy interjúban a PMR, azt mondta hivatkozott LEAN segíteni, hogy egy fogantyú, amit kellett változtatni neki kezelni a megnövekedett munkaterhet. Két évvel korábban, Hahn & # 146; s vezérigazgatója mutatott be neki, hogy sovány, egy japán koncepció megszüntetése pazarló lépések és a mozgás kitöltésekor folyamatokat. & # 147; elkezdtem olvasni, amennyire csak lehet a Lean és csatlakozott egy HR LEAN fókuszcsoportos & # 148; (& # 147; Tippek, & # 148; 2006).
Mastering a fogalmak LEAN vezetett Hahn kell kialakítani és alkalmazni a saját betűszót & # 147; OKA & # 148; neki részleg & # 146; s bérszámfejtési és HR folyamatok. Eljárás felülvizsgálata: Térkép számfejtésére az elejétől a végéig. Hulladék megszüntetésére: meghatározza, hogyan kell végrehajtani a munkáltatói feladat leghatékonyabban a felesleges lépéseket. Elemzése alternatívák: a kutatás és értékeli a alkalmazhatóságát az új technológia. Elad újítások kezelése: dokumentálja a beruházás megtérülése az egyes innováció. Nyissa meg a kommunikációs vonalak: nyíltan & # 151; és gyakran & # 151; az összes érdekelt fél, köztük a munkavállalók és a felső vezetés. Soha ne engedje negativitás: a változtatásra egyszerű és szórakoztató. Az alkalmazottak rengeteg bátorítást és időt, hogy megtanulják (& # 147; Tippek, & # 148; 2006). Judith Hahn képes volt végrehajtani a helyes emberi erőforrás funkciókat információs rendszerek.
Toshiba America Medical Systems Inc.
Lynda Morvik igazgatója, előnyök és az emberi erőforrás információs rendszerek Tustinban, kaliforniai székhelyű Toshiba America Medical Systems Inc. (TAM), gondolta akkor lenne értelme, hogy adjunk egy előnyöket közleményt összetevője hozzá. Azáltal, hogy az összes haszon információt az interneten, a TAMS alkalmazotti kézikönyvben is lenne élő dokumentum, amely lehetővé teszi Morvik változtatni, ha szükséges. Ez volt a helyzet a projekt felénél, amikor TAMS megváltozott egészségügyi tervek Aetna Inc. United Health Group Inc (Wojcik, 2004).
TAMS független csoport, cég a Toshiba Corporation és a globális vezető diagnosztikai orvosi képalkotó rendszerek és átfogó gyógyászati megoldások, mint a CT, röntgen, ultrahang, nukleáris medicina, MRI, valamint az információs rendszerek, volt egy bérszámfejtéssel iroda és egy házon megoldás HR, amely nem tartalmaz könnyen használható egységes jelentési vagy alkalmazotti portálon. After evaluating UltiPro alongside several enterprise resource vendors, TAMS selected Ultimate Software's offering and went live in September 2002 after an on-time and on-budget implementation. Almost immediately upon rolling out the UltiPro portal to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004).
In an effort to expand the usage of the Web beyond the benefits enrollment process, TAMS has posted a library of documents and forms on its HR portal, including the benefits handbook, which garnered a 2004 Apex Award for publication excellence. That same year, Business Insurance magazine also gave TAMS the Electronic Benefit Communication (EBC) award for outstanding achievement in communicating employee benefits programs over the Web. To continue elevating its use of Ultimate Software's HRMS/payroll solution, TAMS modified the UltiPro portal to meet the imaging company's unique needs (Wojcik, 2004). It was completely integrated with several proprietary applications created to address compensation and performance management issues so that TAMS employees have a central location for comprehensive workforce and payroll information from a Web browser that they can access with a single sign-on (Wojcik, 2004).
Byars, Lloyd L. & Rue, Leslie W. (2004). Human Resource Management, 7e. The McGraw-Hill Companies.
Cadrain, Diane (2007). New York: Company Settles Data Breach Charges. Retrieved June 3, 2007 from [http://www.shrm.org/law/states/CMS_021505.asp#P-8_0]
Clarifying IBM’s Strategic mission for social media (2007). Strategic Communication
Management. Retrieved June 1, 2007 from
Friesen, G. Bruce (2003). Is your client ready for eHR? Consulting to Management, 14(3), 27. Retrieved June 3, 2007 from ProQuest Database.
Hagood, Wesley O. & Friedman, Lee ( 2002). Using the balanced scorecard to measure the performance of your HR information system. Public Personnel Management, 31(4), 543-58. Retrieved June 3, 2007 from ProQuest Database.
Heuring, Linda (2003). IBM: Laying Outing Enrollment Options. Retrieved June 2, 2007 from [http://www.shrm.org/hrmagazine/articles/0803/0803heuring_paperless.asp]
Koven, Jeff (2002). Streamlining benefit process with employee self-service applications: A case study. Compensation & Benefits Management, 18(3), 18-23. Retrieved June 2, 2007 from ProQuest Database.
O’Connell, Sandra (1994). Security for HR records – human resources. HR Magazine. Retrieved June 3, 2007 from [http://findarticles.com/p/articles/mi_m349] 5/is_n9_v39/ai_16309018
Protecting Client Data (2006). Financial Planning. Retrieved June 1, 2007 from
Tips on Using Technology to Streamline Payroll Processes – and Cut Costs (2006). Payroll Managers Report, 6(10), 1-9. Retrieved June 2, 2007 from EBSCOhost Database.
Vu, Uyen (2005). Contracting out HRIS easy call at Terasen Pipelines. Canadian HR Reporter, 18(4), 5-9. Retrieved June 2, 2007 from ProQuest Database.
Wojcik, J. (2004). Toshiba Employee Handbook Goes Online. Business Insurance, 38(49), 18.
Retrieved June 2, 2007 from EBSCOhost Database.
Source by Steven Phillip Brown