Research Paper On HRIS

(Human resource information system)

Submitted To:
Mrs. Radhika Bhutani Lecturer, MBA

Submitted By:
Vipin Kumar Enrollment no 05720803939 MBA, 2nd semester


Human Resource Information Systems

TOPICS 1. Background 2. Current scenario 2.1 Ameriprise Financial 2.2Terasen Pipelines 2.3Shaw’s Supermarkets 2.4 CS Stars, LLC 2.5 IBM 2.6 Toshiba America Medical Systems Inc. 3. Security HRIS 4. HRIS software: 4.1 ABS (Atlas Business Solutions) 4.2 HRSOFT: 4.3 Human Resource MicroSystems: 4.4 ORACLE- HRMS: 4.5 PEOPLESOFT 5. Suggestion and recommendations 6. Conclusion 7. BIBLIOGRAPHY PAGE NO. 1 4 4 6 8 11 13 15 18 20 20 21 21 22 22 22 24

Human Resource Information Systems

Page 2

Human Resource Information Systems .

of HRIS. the a computer. self-contained HRIS.  The result was the third generation computerized feature-rich. Page 4 .Background  With the changing world and constant new technology that is available. EMAIL-ID- HUMAN RESOURCE INFORMATION SYSTEMS VIPIN KUMAR 05720803909 vipin.sahal@gmail.RESEARCH PAPER TITLENAMEENROLLMENT 1. managers need to be aware of the technology that will increase effectiveness company. to the HRIS systems that are used today.  HRIS has gone from a basic process to convert manual information keeping systems Human Resource Information Systems broad-based.  Human the possibility resource of for many human of new the the professionals began to see applications integrate different functions. The idea was to resource since it was first introduced at General Electric in the 1950s.  Human resource information systems increasingly (HRIS) have transformed in their into computerized systems.

 The third generation took systems far beyond being mere data repositories and created human more.  Many companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology and increasing numbers of employees. Terasen is able to keep more accurate records as well as better prepare for future growth. tools with which resource  In the past recording keeping was done on paper and with spreadsheets.  Terasen Pipelines moved its headquarters from Vancouver to Calgary to be closer to the oil and realized a major growth in employees.  Mangers at Terasen realized that there was a need to change to a more computerized vendors.  To meet the challenge of handling employees.  By making the move to a HRIS system. Inc. 100 new WORKSource Web-based Page 5 professionals could do much system and looked into different HRIS acquired Human Resource Information Systems .  Another company that saw the benefits of keeping up with new technology is WORKSource Inc.

 Delivering human resource services supports collection. and cost. and electronic human information timesheet software.  The Internet is an increasingly popular way to recruit applicants. it serves as an “information hub” for the entire organization. security stub. research technologies business. online more (eHR) efficient programs from GHG Corp. resource system. time-off WORKSource was able to reduce waste other essential functions in Human Resource Information Systems Page 6 .  By adapting these new programs. and perform  distribution. and exchange of data. but they can extend to business partners and even customers with appropriate clearance. Most organizations set up intranets primarily for employees.  An intranet connects people to people and people to information and knowledge within the organization. like electronic pay system.  An intranet is a type of network used by companies to share information within to the people organization.

6 million in 2004. East. In late December 2005. including Citigroup and Bank of America. Florida.Current scenario Ameriprise Financial The Situation:  security is the widespread publicity breaches services firm. an Ameriprise employee’s Financial laptop that generated at by financial  The Department of Justice survey estimates that 3. Ukraine. households contained unencrypted data on approximately 230. borders:  U.  President of NCS. a compliance consulting firm in Delray Beach.000 customers and advisors was stolen from a car.  Other financial services firm.  One reason clients about are data concerned and the Middle requires investment advisors . data losses also large-scale in acknowledge customer 2005. Rita Dew.  Trafficking in personal date goes beyond U. says that the Securities and Exchange Commission were victims of identity theft The New York Times reports that stolen is financial often among information distributed participants of online trading boards and the buyers are frequently located in Russia.S.S.1.

Employees who are transporting laptops should install the Steganos Security Suite on their computer. of this “layers  This software to allows an employees create encrypted virtual drive on the laptop that serves as data storage safe. and meeting sites. safeguards program is much needed. and physical technical.  Employees stores all client related data and tax preparation software database on the encrypted drive.  The best thing is that when an employee turns off the office. The Response:  Ameriprise Financial had to fight back and had to of implement protection.  vulnerability arrangement and the need . which employees has set up with one gigabyte of storage space. The Outcome:  related to client records and information. and employees regularly computer The transport between the have policies and for a safety software procedures that address the administrative.”  It is important for employees who their primary business computer.

 This should keep the data secure if any employee’s laptop is stolen or if the drive is removed from the laptop.  The software also generates encrypted backup files.  Encryption anyone ensures steals that the who computer will be absolutely unable to read the data. Canada and is located in several provinces and U.S. Terasen Pipelines The Situation:  Terasen located Pipelines in is a subsidiary of Terasen Inc. Vancouver. many the financial greatest peace of mind. the software automatically encrypts the virtual drive’s data.  Other financial advisors are relying on encryption both in and out of the office.  Other programs that are being used to protect client’s information are RAID Level 1 system to store data on the drives that are encrypted with WinMagic’s SecureDocs software. states. even by connecting it to another  This computer has given advisors as a “slave drive”.  In 2001 the company changed its headquarters to .computer the information is stored “safe”. which employees store on CDs in a fireproof safe.

The Response:  In the past Terasen had kept records on paper and with spreadsheets and with the growth of the company.  With the company in many different locations and the growing employees. numbers the of HR began to look into HRIS companies to help with the HR operations.  Fortunately. some of the HR staff had experience working with an HRIS and were able to help their colleagues department saw a need to find a new system to keep more accurate records. Hewitt’s application service provider model with eCyborg was found to be the right fit.  After researching different companies. the company went through a growth spurt. Terasen was able to find a system that will help support the current and future growth of the company. Terasen . The Outcome:  Although there was difficulty adapting to a new way of recordkeeping.Calgary to be closer to the oil. this system does not work as well as in the past.  With the big move.  In order to compensate for future growth.

000 located at 180 six stores states. as aided by a system. throughout fingertips. the management of Terasen was convinced to look for a vendor to help implement and maintain a HRIS system. .imagine new processes.  This system has helped Terasen better prepare for current and future growth. "You guys don't know how hard we're working when we can make it so much easier with a system that could do a lot of this for us”.  One theme often voiced throughout this process was:   In order to help Terasen ease the HR burden of implementing a new HR system.  It can all be at your Shaw’s Supermarkets The Situation:  Shaw’s Supermarkets is the second largest supermarket chain in New England.  You don't always have to run to the cabinet for the employee file just to get basic information.  With a workforce of 30.

 ESS gives HR more time to focus on strategic issues. training . such as workforce succession management. and Shaw's staff company's with three separate planning. and compensation management. and career parttimers. One third of the workforce is made oversees involvement unions and contracts. up the six of union associates.  With this have solution. became centralizing operations. employees. and ensuring that their data is accurate. the HR its staff in HR interested access to forms. senior citizens. second-job part-timers. while at the same time improving service to employees and managers.Shaw's HR for staff is The Response:  In order to centralize HR operations Shaw’s decided to implement an ESS (employee solution.  positive situation for HR.  The use of self-service creates a applications self-service) responsible managing employees' personal data. online employees  In order to help manage the workforce.  Their employee mix includes approximately part-time consisting of 70 percent students.

 An employee self-service application makes it very easy for them to understand their contributions and information and other payroll  Shaw’s has had positive feedback implementing solution.  Employees are also able to update their information . their benefit options.material.  By giving the employees more see access the benefit to their choices information they are able to available to them. I received several e-mails from employees saying this was a great change and how easy ESS was. and the company subsidy. says." Compensation and Benefits. the since ESS  coverage options.  "We even had a significant increase in our medical coverage costs. and it was almost a non-issue because the online enrollment featured the plan choices. which the case is not often are when employees selecting extremely positive.  "The reaction from has VP our been of employees  Penney. related information. The Outcome: benefits the employee cost.

 Cuomo’s enforces the state’s 2005 .  Shaw’s because updating home. was the New York Special Funds Conservation Committee. which had been in the custody of CS not has also seen are at work improvement in productivity employees information during Information Security Breach and Notification Law.  CS Stars. an organization that assists in providing workers’ comp benefits under the state’s office. with failing to give notice that it had lost track of a computer containing data on 540. hours. a CS STARS employee noticed announced that New York State has reached its first settlement with a company charged with failing to notify consumers and others that their personal data had gone missing. 2006. a Chicago-based management company.  On May 9. which workers' comp law.000 New Yorkers’ workers’ comp claims. LLC The Situation: The Response:  New York Attorney General Andrew Cuomo has  The owner of the lost data. claims charged CS STARS LLC. which helps reduce the paperwork of the past.

The Outcome:  New York's Information and requires maintain which Security December businesses Breach 2005. if the following private .  On July 25. to send notices to the 540. to notify Special Funds and the FBI of the security breach.  Because the FBI declared that notice to consumers might impede CS its STARS investigation. that data Notification Law. 2006. of a cleaning contractor.  But CS Stars waited until June 29. and the missing computer was located and recovered. stolen the computer. 2006. had computerized includes private information to notify the owner of the information of any breach of the security of the system immediately discovery.that a computer was missing that names. effective in waited until July 8. of Social Security numbers of workers’ compensation benefits. the FBI found that the data on the missing computer had not been improperly accessed.  In addition. the FBI determined an employee. recipients held personal including the and information.000 New Yorkers affected by the breach. 2006. addresses.

000 for costs related to this investigation. according to Cathleen Donnelly.000 active U.  The company also agreed to implement more extensive practices security information. The company saves $1.  Without admitting to any violation of law.2 million per year on printing and mailing costs alone. or is  CS STARS will pay the Attorney General’s office $60. acquired by a person without valid authorization. employees and the company. relating of to the  enrollment introduced proved to be a winner for both the company's 135. N.S. CS STARS agreed to comply with the law and ensure that proper notifications will be made in the event of any future breach. has personal data. online system.information was.  The law affects not only businesses in their dealings with their customers. but employers in their role as custodians of employees’ IBM The Situation:  IBM's paperless in 1999. reasonably believed to have been. and the private . Donnelly says.Y. senior communications specialist at company headquarters in Armonk.

a health care services they expect to use in a particular year.employees’ can take the  They deadlines and when get advantage of a variety of technologies to learn about issues. Donnelly says.  "Employees can select the decision support tools from their desktop computers.  Employees log in personally and are greeted by name and with important information regarding their benefits enrollment. employees potential medical to cost enables calculate out-of-pocket potential says” that from health care expenses under each of the plan options available to them. such as  under each plan option. and costs The we've frequency calculate Donnelly feedback received personal estimator. and the calculator lets them compare estimated benefit amounts for each plan. The Response:  One of those tools. estimate of expected use. automatically access to health plans that are available to them." . research and program access information changes take effect. employees tells us that this tool has really helped them to make a comparison between plans based on how they consume medical services.

" because employees can "get in and employee's The Outcome:  "Since we began offering online enrollment.  Employees summary information on the plans. director of benefits resources systems at California-based Inc. and human information Tustin." Donnelly says. (TAMS). we've learned that employees want web access. America Medical Systems can get would make sense to add a benefits communication component to it. Toshiba thought it So the company has been working to put in place a web-based enrollment system that employee and retirees can access from anywhere.  Toshiba America Medical Systems Inc. The Situation:  Lynda Morvik. Donnelly says the system has received high marks for convenience out quickly. so they can log on at home rather than through the company intranet. drill down into very specific details and follow . The calculator shows both IBM's costs and the  links to the health care providers for research.

be a the living when TAMS employee handbook document. and information bureau include employee portal. to United Health Group Inc. when TAMS changed health care plans from Aetna Inc. an had nuclear medicine. systems. immediately rolling out the UltiPro portal to employees. ultrasound. enabling Morvik make changes necessary. MRI. such as . X-ray. UltiPro TAMS alongside several enterprise resource selected Ultimate Software's offering and went live in and been using a payroll service in-house solution for HR that didn't easy-to-use consolidated reporting or an Such was the case halfway through the project. The Response:  TAMS. with an estimated 70% increase group company of Toshiba Corporation and a global leading provider of diagnostic medical imaging systems and comprehensive medical solutions. TAMS began seeing improvements. By having all the benefit information would to also online. an independent  September 2002 after an ontime Almost and on-budget upon implementation.  CT.  After evaluating vendors.

magazine also gave TAMS the Electronic Communication in employee (EBC) award for outstanding address compensation and management that TAMS employees have a central location for comprehensive workforce information browser and from a that they payroll Web can benefits programs over the access with a single sign-on. The Outcome:  the benefits enrollment  To continue elevating its use of Ultimate Software's solution. Business Insurance Benefit achievement communicating Web. . HRMS/payroll process. which garnered a publication excellence.  handbook. the benefits Award for including 2004 Apex TAMS modified the UltiPro portal to meet the imaging company's unique needs. TAMS has posted a library of documents and forms on its HR open enrollment  In an effort to expand the usage of the Web beyond efficiency.  It was completely integrated with several proprietary created to applications performance issues so That same year.

more sensitive about who their information.  CS Stars lost track of one of its computers that contained names. becoming personal employees sees of their information. employee files deserve to be treated with great care.  By making sure employee information that is kept in the HRIS is relevant to the company and making sure there is limited access to (password protection)  One company that faced a major security issue was CS Stars.  Establishing security and end-user privileges calls for a balance knowledge of and incorporating. system day-to-day operations. workers benefits. Security HRIS  The privacy of employee information has become a major issue in recent years.  Whether electronic or paper. personal addresses and information that included social security numbers of compensation such information. LLC. companies can make its employees .  With identity theft becoming a common are problem. and the security it is kept in.more secure with the safety 3. HR policy.

 Another security company is that experienced a breach in Ameriprise Financial. a computer that contained personal information on clients  Because take and employees of the was stolen. many employees at Ameriprise their computers between work and home. the company determined there was a need to put and seemed lost no to their have been harmed. effective December requires businesses that maintain data private computerized includes to information which notify the owner of the information of any breach . Notification Law. The bigger problem was that CS Stars failed to notify the affected and about the consumers employees missing computer. or is reasonably believed to have been. if the private information was. many sense of security with the New York's Information Security in Breach and 2005. acquired by a person without valid authorization.  Though the computer was retrieved information employees company.  of the security of the system immediately following discovery. In late 2005.

customer Documents  Identify and track senior managers. HRIS software: and photos. information.  By responding quickly to the need for more security. of Assess skills and Solutions):  General Wages emergency Reminders. 4. Evaluators.2 HRSOFT: Information. management range resumes. Generate a wide reports.  Ameriprise made sure all employees had the new security suite installed on their computers. Separation 4. employee replacement . profiles. information. Notes information.  Making sure employee’s information is kept as secure as possible there will be more trust in the company and the HR employees working with that information. 4. talents. Ameriprise made sure all information is being kept secure.more security into those computers.1 ABS (Atlas Business information.

Net Training analysis reports. Identify individuals for promotion. accounts.HRMS:  MicroSystems:  Sophisticated flexible data spending collection and reporting. HR and Pro Automation (eNotification and eScheduler). qualifications. development.4 ORACLE. Position Oracle Oracle Human Payroll. Self-Service Resources. . EEO. time off. Performance (performance management) Charts.3 Human Resource 4. iRecruitment. Intelligence. Administration. vacancy. skills unexpected Discover Competency Management. compensation. talent deep. HR Management. 4.tables and succession Control/Succession Planning. Oracle Learning Oracle Time and Labor. succession plans etc. Organization HRIS-Pro (employee/managerial self-service). employment history. career align shortages. Applicant/Requisition Tracking.

Enterprise Procurement.4. implementing resources viable solution. Enterprise Enterprise 5. involve paperwork.  updating benefits information account for a large portion of the HR department's time and of the advantages a human HRIS would help. Suggestion and recommendations  When the administrative processes and tasks of the human resources department have become overwhelmed. Planning. and software improve efficiency for the entire organization. . eRecruit. Resume Services Workforce Warehouse.5 PEOPLESOFT:  Processing.  Businesses of all sizes are already recognizing the advantages of HRIS and implementing to the information system (HRIS) may be a Common tasks filing completing administrative that reports.

In spite of this. the it is influence that these systems have in the recruiting us process. which make think that HRIS will gain a place in many organizations  recognized positive . Conclusion  The main conclusion of this paper is the realization that the use of business HRIS is in a developing and retrieval. Here are some of the key benefits of HRIS software.  HRIS provides: • • Applicant the tracking recruitment compliance reporting scheduling with during stage • Easy-to-update Easy statistics Email compensation and review information • and modules • Self-service options for different users in the organization • capabilities and improved communications employees Efficient benefit and administration updating 6.

  The parent companies.  It was also observed that two groups of organizations lead the HRIS implementation trend:  judgment is still the main decisions in this area. most decision complex and delayed in time making processes. This reveals that criterion for human making  scarcer tasks. Besides. with regard to their subsidiaries. HRIS are found to be preferred in combination with other HRM practices. the presence of these applications for such the as is   This seems a logical finding because their more complex structures may benefit more of the advantages of HRIS to increase the efficiency of their recruiting processes. albeit assessed or supported by the information provided by the HRIS. Regarding the commonest applications of HRIS. because they the short and medium term. Nevertheless. more complex HRIS. findings indicate that a fairly large percentage of firms rely on these systems for at least one the stages of the recruitment process. and the largest firms in terms of number of employees. . in return. instead of on their own.

Sign up to vote on this title
UsefulNot useful

Master Your Semester with Scribd & The New York Times

Special offer for students: Only $4.99/month.

Master Your Semester with a Special Offer from Scribd & The New York Times

Cancel anytime.