The Proof of HRIS
The Proof for HRIS - (Article Summary - Link to original article is at bottom of page.)
Spurring your company to take the leap from basic record-keeping to a full-blown human resource information system can be an intimidating job, regardless of whether or not you've had experience with HRIS in the past. We all know that HRIS is supposed to streamline processes and improve business efficiency – but sometimes it's hard to envision the future payoff when we're faced with the exhausting task of selecting, adopting, and learning an entirely new system that often feels like a foreign language. The bottom line is this: we've done our research. We know what a solid HRIS is supposed to accomplish. Where is the evidence, however, that all of those promises of improvement are actually going to ring true?
Well, to answer that question – the evidence is here. The aim of this article is to demonstrate that there are real, genuine organizations out there which have effectively employed HRIS in order to solve a variety of standard management problems. The cases are different, but the results are the same: wise HRIS implementation has helped companies large and small, obscure and world-famous, to enhance their Human Resource administration and performance. This article reviews a series of HRIS situations as addressed by the following eight companies: IBM Europe, Ameriprise Financial, Terasen Pipelines, Shaw’s Supermarkets, CS Stars LLC, IBM, WORKSource Inc., and Toshiba America Medical Systems, Inc. Needless to say, this is just a small sampling of the differences HRIS has made; HRIS has been a prominent “business partner” for an endless number of organizations.
The Benefits of HRIS
Before we examine these companies' HRIS case examples, let's revisit the reasons why a flourishing human resource information system is important. First and foremost, perhaps, is the fact that we live in a world of evolving technology; only the most up-to-date systems can possibly hope to contend with the rate at which organizations now process and accumulate information. When the concept of an HRIS was originally pioneered by General Electric back in the 1950s, it was little more than a rudimentary means by which a company might convert manual record-keeping systems into computerized applications. Today, the HRIS is responsible for far more than just “data storage” – it is a fluid method of sorting, filtering, and accessing information on the human resource so that business operations can be managed with optimal efficiency.
The ways in which HRIS can so dramatically improve efficiency are manifold. HRIS can be applied to serve many tasks and purposes, including (but certainly not limited to!):
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? Clerical applications |
? succession planning |
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? applicant search expenditures |
? flexible-benefits administration |
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? risk management |
? compliance with government regulations |
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? training management |
? attendance reporting and analysis |
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? training experiences |
? human resource planning |
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? financial planning |
? accident reporting and prevention |
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? turnover analysis |
? strategic planning |
In recent years, HRIS has become more important than ever, this time as an essential brick in the wall of a company's information security. The explosive popularity of computer and internet use which has characterized the past decade has, unfortunately, brought with it a surge in identity theft made easy as more and more companies go online with their employee information databases. A functional HR information system will successfully protect employee privacy by not only limiting access to the databases via password protection, but also ensuring that the only employee information on file is that which remains pertinent to the operations of the company.
HRIS in Action
Now that we've established the potential benefits an HRIS has to offer, we can take a look at the human resource information system in action. The following eight company scenarios are only brief sketches, but they demonstrate a collection of ways in which HRIS has helped these organizations to deal with real issues related to human resources, data security, and information technology. Though by no means a comprehensive list, these examples will hopefully help to serve as a model for your own company's relationship with HRIS.
IBM Europe
- IBM Europe utilized HRIS in order to connect their 340,000 global employees through revolutionary and engaging new company-oriented social media.
Ameriprise Financial
- After suffering heavy customer data losses in 2005, Ameriprise Financial used HRIS to implement new, fortified “layers of protection” to prevent any future repeats of such a devastating security breach.
Terasen Pipelines
- When the relocation of their company headquarters prompted a rapid growth spurt, Terasen Pipelines upgraded to using an HRIS in order to keep more accurate and expedient human resource records.
Shaw's Supermarkets
- With a diverse workforce made up of 70 percent part-time employees, consisting of students, senior citizens, second-job part-timers, and career part-timers, Shaw's Supermarkets needed an efficient system of management. Through the use of HRIS, Shaw's was able to establish an employee self-service solution which allowed employees to keep track of their own benefit information and options online.
CS Stars, LLC
- In 2006, CS Stars, LLC failed to appropriately report a security breach which affected 540,000 New Yorkers; this mistake has cost the company over $60,000 in settlement. CS Stars has since agreed to implement improved security measures, and this will be done with the help of a well-organized HRIS.
IBM
- HRIS has saved IBM $1.2 million per year simply by mitigating the company's printing and mailing costs through the implementation of an online enrollment system. The online system has been tremendously well-received by employees who can now research program information and access decision support tools from their own homes.
WORKSource Inc.
- When 100 new employees were added suddenly to the payroll, a capable HRIS provided WORKSource Inc. with the necessary tools such as electronic paystub and timesheet software in order to smoothly integrate the new employees into the existing system.
Toshiba America Medical Systems Inc.
- By manipulating a streamlined and functional HRIS, Toshiba America Medical Systems Inc. moved all of their benefit information online. TAMS has created a library of documents and forms on its Human Resources portal, including the benefits guide, which earned a 2004 Apex Award for publication excellence. TAMS also received the 2004 Electronic Benefit Communication award given by Business Insurance Magazine for outstanding achievement in communicating employee benefits programs over the Web.
For more details on these companies' success with HRIS, please view the original article.
http://ezinearticles.com/?Human-Resource-Information-System---HRIS&id=708751
