Human Resource Information Systems
The purpose of this work is to identify other companies that have dealt with similar issues related to resources human as regards the technology information. Through benchmarking different companies we can learn how other companies have handled certain issues relating to human resources related to information technology, information systems, new technologies and data security. overall analysis was completed using the search on IBM Europe, Ameriprise Financial, Terasen Pipelines, Shaw's Supermarkets, LLC CS Stars, IBM, WorkSource Inc. and Toshiba America Medical Systems, Inc. This document also includes eight synopses of companies in question similar to those in reading.
New Technology
With the changing world and the new technologies that is constantly available, managers must be aware of the technology that will increase the effectiveness in their company. information systems HR (HRIS) have increasingly transformed since it was first introduced at General Electric in 1950. HR has evolved from a basic process to convert manual information systems taking into computerized systems, HRIS systems that they are used today. Human resource professionals have begun to see the possibility of new applications for the computer. The idea was to integrate many of the different functions of human resources. The result was the third generation of computerized HR, a feature-rich, broad-based, self-contained HR. The third generation has taken systems well beyond being simple data repositories and tools created by which human resources professionals could do much more (Byars, 04).
Many companies have seen a need to transform the way in which the operations of human resources are performed in order to keep pace with new technologies and an increasing number of employees. Terasen Pipelines moved its headquarters from Vancouver to Calgary to be closer to oil and realized a significant increase in employees. In the past record keeping it was done on paper and spreadsheets. Cribs Terasen realized that there was a need to change to a more automated system and looked in different HRIS providers. Making the transition to an HR system, Terasen is able to keep a more accurate record, and better prepare for future growth. Another company that has seen the benefits of keeping up with new technologies is WorkSource Inc. To address the challenge of managing 100 new employees, WorkSource Inc. acquired technology Web-based programs Corp. greenhouse gases such as pay stubs electronically , electronic timesheet software, time-out of the system, and the information system on human resources ( "Tips", 06). By adapting these new programs WorkSource has been able to reduce waste and costs.
The Internet is an increasingly popular way to recruit candidates, research technologies, and perform other essential functions in business. The provision of on-line services of human resources (EHR) supports the efficient collection, storage, distribution and exchange of data (Friesen, 03). An intranet is a type of network used by companies to share information to people within the organization. An intranet connects people to people and people to information and knowledge within the organization; It serves as an "information hub" for the entire organization. Most organizations set intranet primarily for employees, but may extend to business partners and even customers with adequate security clearance (Byars and Rue, 04).
HR Applications
The HR efficiency, the systems are able to produce more effective results and faster than can be done on paper. Some of the many HR applications are: as a priest applications, the costs of search candidates, risk management, management training, experience training, financial planning, sales analysis, succession planning, flexible-benefits administration, compliance with government regulations, reports of participation and analysis, human resource planning, reporting of accidents and prevention, and strategic planning. With the many different HR applications, it is difficult to see how the company's benefit programs without looking at companies that have already benefited from these programs.
One such company is IBM. IBM has an online subscription plan paperless for all its employees. Not only does the online application has saved the company 1.2 million Euros per year on printing and shipping costs, the employees enjoy working with the online plan. "Since we started offering the online registration, we learned that employees want access to the web," Donnelly [Senior Communications Specialist] says, so that they can access at home rather than through the corporate intranet. So the company has been working to implement a web-based registration system that employees and retirees can access from anywhere (Huering, 03). By using the flexible-benefits application HR has to offer, IBM has been able to reduce costs and give employees the freedom to discover their benefits on your own time and pace.
Another company that has taken advantage of HRIS applications Shaw's Supermarkets. In order to Shaw to better manage their workforce, the company decided it was time to centralize HR operations. After considering several options, Shaw has decided to implement an Employee Self Service (ESS). The use of self-service applications creates a positive situation for 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 service to employees and managers to improve, and to ensure that their data is accurate. With this solution, employees have online access to forms, training materials, benefits information and other information related to payroll (Koven, 02). Giving employees access to their personal data and the ability to update or change the information as needed, HR has been given more time to focus on other issues. Understanding the different HR application has to offer will give companies the ability to increase employee efficiency and reduce costs.
measure the effectiveness of HR
The evaluation should determine whether the HR has made his expectations and if the HR is used to its maximum advantage (Byars and Rue, 04). One of the most important challenges faced by the public personnel managers today is to measure the performance of their human resources information system (HR) To justify the added value of HR contribution to accomplish the organization's mission (Hagood & Friedman, 02) . The implementation of an HR program may seem a stem required for a company, but at least it will not be an effective tool for the operations of human resources, it will not help to increase the efficiency and can hinder instead.
A company that has implemented an HR system is Toshiba America Medical Systems, Inc. (TAMS). TAMS put all the benefits of the information on-line employees and created the possibility of open enrollment when TAMS changed health care providers. Almost immediately after spreading the UltiPro [new HRIS technology] portal to employees, TAMS began to see improvements, with an estimated increase of 70% in terms of efficiency open enrollment (Wojcik, 04). To determine the efficiency of the new program, TAMS was able to realize the advantages of the new HRIS system.
HR Security
The privacy of employee information has become a major issue in recent years. With identity theft becoming a common problem, employees are becoming more sensitive about who sees their personal information, and the security is held. Doing so employee information that is kept in the HR is relevant to society and to make sure there is limited access (password protection) to this information, companies can make their employees more confident with the security of their information . Whether electronic or paper, employee files deserve to be treated with great care. Establish security privileges and end users requires a balance to incorporate, human resources policy, knowledge of the system and day-to-day operations (O'Connell, 1994).
A company that has faced a serious security issue has been CS Stars, LLC. CS Stars lost track of one of his computers, which contained personal information that included the names, addresses and social security numbers of the workers' compensation benefits. The biggest problem was that CS Stars failed to notify consumers and employees concerned about the missing computer. Even if your computer has been recovered and no information appeared to have been damaged, many employees have lost their sense of security with the company. Information Security in New York and Breach Notification Law, effective in December 05, requires companies that maintain computerized data that includes private information to notify the owner of any of the information system security breach immediately after the discovery, if the information private was, or is reasonably believed to have been acquired by a person without a valid license (Cadrain, 07).
Another company that has experienced a security breach is Ameriprise Financial. In late 05, a computer containing personal information about customers and employees has been stolen. Because many of the Ameriprise employees take their computers between work and home, the company established that there was a need to put more security on these computers. Ameriprise made sure that all employees have had the new security suite installed on your computer. Responding quickly to the need for increased security, Ameriprise made sure that all information is kept secure. Making sure employees information is kept as safe as possible there will be more confidence in the company and HR employees who work with this information.
Conclusions
IBM, Terasen Pipelines, CS Stars LCC, and Toshiba America Medical Systems, Inc. are good examples of companies who face similar problems to information technology human resources and resources human information systems. All these companies know the importance of new technologies, information systems and human resources data security. The rest of this document provides synopses more companies that address issues related to human resources as the company responded to the questions, and the results of the company's responses.
Benchmarked Companies
IBM Europe
the situation:
IBM is a global organization that provides research, software, hardware, consulting, Consulting Business and management, the ring and the funding. It employs about 340,000 people, about 165 languages in 75 countries, serving customers in 174 countries. In January 07, IBM has established a separate function "new media" within its corporate communications department. IBM's main goal is to educate, support and promote programs that use social media. IBM Europe has decided to expand internal communication for blogging guidelines. The award was that blogging was already happening among IBM employees, only in a non-regulated. In a similar way, the institutionalization of a function that is specifically the new media is not a corporate move, or the creation from scratch. It 'a response to the already emerging issues in society. Now that these technologies are here, people are using them, that are growing and we are here to stay, we are just going to put a little 'the structure around them so that we can try to optimize their use. "Users decide which technologies they want to use and how they want to use them. The main idea is that IBM understands that must remember to respect the fact that social media are social. IBM had the need to connect its 340,000 employees in more global level. effective
the answer: ..
intent of IBM all over social media has been officially formalized from 22 January 07, the company established a separate function "new media" inside its corporate communications department "his task: to act as expert advisors inside and outside IBM on issues related to blogs, wikis, RSS and other social media applications. The main idea is to educate, support and promote programs that use these tools. IBM has a history of being at the forefront of the enterprise communication technology based. From multimedia brainstorming "WorldJam" that made news headlines in 01 when 50,000 employees around the world have joined a real-time sharing session on-line ideas about the company's direction. IMB has always been prepared to use innovative technologies to establish a two-way dialogue with its employees. The need for social media was necessary and could not wait any longer.
The result:
In recent years, IBM has been recognized as the vanguard of social-media use: IBM has been one of the top Fortune 500 companies to get behind collaborative wiki, published lines driving internal blogging back in 03, and is now moving faster than RSS, and podcasts in the "virtual world" technologies like Second Life and videocasting. The intranet search function extends to all areas of the site, including new media aspects. When an employee logs on their portal performs a keyword search, the results come back not only come from the main intranet pages, but include the results of IBM forum, wiki, blog and podcast / videocast tag. IMB has an understanding that employees are no longer housed in a society throughout their lives. Not really anymore. In Belgium, for example, more than 50 percent of the 2,300 employees have been there less than five years. The company has come to the conclusion that, with an increasingly young and mobile workforce, the risk is that a population dependent full of a younger generation, for whom these instruments are an integral part of life, it is not that far away. In the coming years IBM will have to deal with the employee base for whom blogging is just the natural way to interact on a web platform. IBM has created centralized platform for most of the instruments within its jurisdiction, which includes the wiki. Philippe Borremans, new media advantage for IBM in Europe, has the potential business applications of a wiki covering two broad advantages: collaboration and knowledge sharing. IBM has scored notable successes on both fronts in 5000 wiki pages close now started organizing. The company was a huge pick-up of interest in podcasting over the past 18 months, the writing can seem such a technical skill, whereas people feel they can speak more freely than they can write. One of the most popular podcasts constantly IBM, with over 20,000 downloads per week.
Ameriprise Financial
the situation:
The Department of Justice survey estimates that 3.6 million American families have been victims of identity theft in 04. The traffic of personal data goes beyond US borders: the New York Times reports that stolen financial information is often distributed among the participants of online trading boards, and buyers are often located in Russia, Ukraine, and the Middle East . One of the reasons customers are concerned about the security of data is the widespread publicity generated from financial services companies violations. In late December 2205, the laptop of an employee Ameriprise Financial that contained unencrypted data on approximately 230,000 customers and consultants was stolen from a car. Other financial services companies, including Citigroup and Bank of America, also recognize the large-scale customer data loss in 05. President of NCS, Rita Dew, a consulting firm than in Delray Beach, Florida, says the Securities and Exchange Commission requires investment advisers to have policies and procedures that relate to the administrative safeguards, technical and physical related to records and customer information.
The answer:. "Protection levels"
Ameriprise Financial to fight back and had to deploy It 'important to the employees that their main business computers, and employees regularly transport the computer between home, office and meeting places. It is as necessary The vulnerability of this provision and the need for a security software program.
The result:
The employees carrying laboratory tops should install the Steganos Security Suite on your computer. This software allows employees to create a virtual encrypted drive on the laptop that acts as a secure data storage. Employees stores all customer data and the preparation of software database taxes on encrypted disk, that employees was set up with a gigabyte of storage space. The best thing is that when an employee of the virtual drive data switches off the computer the information is stored "safely", automatically encoding software. The software also generates encrypted backup files, that employees of the store on a CD in a fireproof safe. This should keep data safe if every employee a laptop is stolen or if the drive is removed from your laptop. Other financial consultants rely on encryption both inside and outside the office. Other programs that are used to protect customer information is RAID level 1 system to store data on the drives that are encrypted with the SecureDocs WinMagic software. The encryption ensures that anyone who steals your computer will absolutely be able to read the data, also connecting it to another computer as a "slave drive. This has given many financial consultants the greatest peace of mind.
Terasen Pipelines
the situation:
Terasen Pipelines is a subsidiary of Terasen Inc. located in Vancouver, Canada and is located in different provinces and states of the United States in 01 the company changed its headquarters general in Calgary to be. closer to oil. With the big move, the company has gone through a growth phase. With the company in many different places and the growing number of employees, the HR department has seen the need to find a new system to keep a more accurate record.
the answer:
in the past Terasen had kept records on paper and spreadsheets and with the growth of the company, this system does not work, as well as in the past in order to compensate. for future growth, Terasen has begun to look into HRIS companies to help with HR operations. After researching several companies, application service provider model of Hewitt with eCyborg was found to be the right fit.
The result:
Although there was difficulty adapting to a new way of registers, Terasen was able to find a system that will help support the current and future growth of the company. Fortunately, part of the HR staff has had experience working with HR and have been able to help their colleagues to imagine new processes, such as help from a system. A theme often expressed in the course of this process was, "You guys do not know how hard we are working when we can make it a lot easier with a system that could do a lot of this for us there is always need to rush. the closet for the employee files just to get basic information. everything can be on hand. "(Vu, 05). In order to help ease the burden Terasen HR to implement a new human resources system, the management of Terasen was convinced to look for a provider to help implement and maintain an HR system. This system has helped to Terasen better prepare for current and future growth.
Shaw's Supermarkets
the situation:
Shaw's Supermarkets is the second largest supermarket chain in New England. With a workforce of 30,000 located 180 stores across six states, the HR Shaw's staff is responsible for the management of personal data of employees. Their employee mix comprises about 70 per cent part-time employees, composed of students, the elderly, according to part-time work, and part-time career. A third of the workforce is made up of members of the union, and the Shaw personal care company with the participation of the three unions and six separate contracts (Koven, 02). In order to help manage the workforce, staff of human resources is interested in centralizing its HR operations.
The answer:
In order to centralize HR operations Shaw decided to implement a solution ESS (Employee Self-Service). The use of self-service applications creates a positive situation for 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 service to employees and managers to improve, and to ensure that their data is accurate. With this solution, employees have online access to forms, training materials, benefits information and other information about payroll.
The result:
Shaw has had a positive feedback since the implementation of the ESS solution. "The response from our employees has been extremely positive," Penney, VP of compensation and benefits, he says. "We also had a significant increase in our health insurance costs, and it was almost a non-issue, because the on-line registration has characterized the plan chosen, the cost of employees, and the company's benefit. An application self -service of employees makes it very easy to understand their contributions and coverage options. I received several e-mails from employees to say this was a great change and how easy ESS was, that the case is not often , when employees are selecting the benefit options. " (Koven, 02). Giving employees more access to their information are able to see the benefits choices available to them. Employees are also able to update their information online, which helps to reduce the documents of the past. Shaw also saw an improvement in productivity, because employees are updating the information at home, not during working hours.
CS Stars, LLC
the situation:
New York Attorney General Andrew Cuomo announced that New York has reached its first settlement with a company accused of failing to inform consumers and other missing that their personal information had gone. The Cuomo's office, which strengthens in 05 Information Security Breach and Notification State law, borne CS STARS LLC, a claims management company based in Chicago, with the lack of notification to have lost track of a computer containing data about 540,000 workers' comp claims Yorkers.
The answer:
The owner of the lost data, which had been in custody CS STARS, was the Special Funds Conservation Committee of New York, an organization that helps in providing the comp benefits workers that the sketch right of workers' condition. 9 May 06, an employee CS STARS has noticed that a computer was missing that contained personal information, including names, addresses and social security numbers of the workers' compensation benefits recipients. But CS Stars waited until 29 June 06 to notify the FBI and Special Funds of the security breach. Because the FBI has stated that alert consumers could prevent his investigation, CS STARS waited until July 8, 06, to communicate messages to 540,000 New Yorkers affected by the breach. July 25, 06, the FBI has determined a worker, a contractor for cleaning, had stolen her computer and the missing computer has been identified and recovered. In addition, the FBI has found that data on missing computers were not improperly access.
The result:
Information Security in New York and Breach Notification Law, effective in December 05, requires companies that maintain computerized data that includes private information to notify the owner of the information breach of the security of the system immediately after the discovery, if private information was, or is reasonably believed to have been acquired by a person without a valid license. The law not only affects businesses in their relations with their clients, but the employers in their role as custodians of personal data of employees. (Cadrain)
Without admitting to any violation of law, CS STARS has agreed to abide by the law and to ensure that the appropriate notices will be made in case of any future violations. The company has also agreed to implement more extensive practices related to security of private information. CS STARS will pay the Attorney General's Office $ 60,000 for costs related to this investigation. (Cadrain)
IBM
the situation:
IBM registration system without online paper, introduced in 1999, has proven to be a winner for 135,000 employees USA active both the company and society, according to Cathleen Donnelly, a specialist in high-level communication at the company's headquarters in Armonk, NY, the company save $ 1.2 million per year on printing and shipping costs alone, Donnelly says , and the employees' can take advantage of a variety of technologies to learn about the issues, information research and decision support tools access from their desktop computers. (Heuring, 02)
The answer:
One such tool, an estimator cost medical staff, allows employees to calculate the potential health costs out-of-pocket for each of the options plan available to them, Donnelly says. The log-in staff employees and are greeted by name and with important information regarding their membership benefits, such as deadlines and when the changes take effect. automatically get access to health plans that are available to them, and the calculator enables them to compare the estimated benefit amounts for each plan.
"Employees can select the health care services they expect to use in a given year, to estimate expected frequency of use, and calculate the potential costs under each plan option," says Donnelly. "The feedback we have received from employees tells us that this tool really helped them to make a comparison between the plans according to how you consume medical services." The calculator shows both the costs and the employee of IBM. (Heuring, 02)
The result:
"Since we started offering the online application, we learned that employees want access to the web, "says Donnelly, so that they can access at home rather than through the corporate intranet. So the company has been working to implement a web-based registration system that employees and retirees can access from anywhere.
Employees can obtain summary information on plans, drill down into very specific details and follow the link to health care providers for research. Donnelly says the system has received high marks for convenience, because employees can "get in and get out quickly." http://proquest.umi.com/pqdweb?index=17&did=1263791161&SrchMode=1&sid=2&Fmt=4&clientld=2606&RQT=309&VName=PQD .
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