{"id":2309,"date":"2015-09-15T16:00:33","date_gmt":"2015-09-15T16:00:33","guid":{"rendered":"http:\/\/www.hr-softwareblog.com\/?p=2309"},"modified":"2015-09-15T17:58:26","modified_gmt":"2015-09-15T17:58:26","slug":"3-important-ways-hris-polices-hr","status":"publish","type":"post","link":"https:\/\/www.comparehris.com\/blog\/3-important-ways-hris-polices-hr\/","title":{"rendered":"3 Important Ways HRIS Polices HR"},"content":{"rendered":"

\"CompStat<\/a>Data counts when it comes to leading, managing, and directing. In law enforcement, they call this CompStat<\/em> for \u201cComputer Comparison Statistics.\u201d As more police departments employ the systems, they value the process and strategic support in pursuit of their mission to \u201cprotect and serve.\u201d Likewise, Human Resource Information Systems can \u201cpolice\u201d your business\u2019s people performance, propensities, and problems. CompStat<\/em> improves police organizational outcomes, and it just may be a model of how HRIS can best support human capital.<\/p>\n

What do the police have to do with it?<\/strong><\/p>\n

Any version of CompStat<\/em> will let any police force replicate its information systems and processes. Transferable, compatible, and scalable, the data input and output repeats regularly and in real time. Accessible across varied platforms, the information becomes raw material for critical review by peers, experts, and decision makers. The process itself becomes a problem-solving philosophy and model.<\/p>\n

CompStat<\/em> makes its metrics the talk of the work unit, forecasts its own futures, and formulates responses. It keeps things quantifiable, reduces the subjective, and invites innovation in strategic deployment, and line and management accountability. At its best and most successful, modern policing is changing its image, and the data proves it.<\/p>\n

What policing does HR do?<\/strong><\/p>\n

Legacy Human Resources has long been trying to shed its role as an organization\u2019s police force. It wants to stress its softer side, its willingness to enable employees, and its ability to manage risk and compliance. In a world of \u201cus vs. them,\u201d the rank and file system easily identify the \u201cpolice\u201d in HR. Too many shudder at the appearance of Human Resources personnel on their floor. Peer managers expect HR to take on their respective disciplinary roles. And, senior management requires HR to keep the litigators from the door.<\/p>\n

However, Human Resources information software and cloud systems \u2013 from core systems to the most sophisticated global systems \u2013 can police and still relieve HR management of the negative legacy:<\/p>\n