Rizal Technological University

Boni Campus
Metropolitan Manila

CASE STIUDY
Requirement for the subject

HR109
Human Resource Information System

Prepared by:
Bermejo, Rom Cris
CBET-17-503E

Submitted to:
Professor Michael L. Dela Cruz

Date of Submission:
October 2, 2020
 CASE STUDY_01
HUMAN RESOURCE INFORMATION SYSTEM

Motorola implement a new human resource system. When an international firm asked Anderson

Consulting to devise a new human resource package, saving of 2 million pound a year were

made. 1998, Motorola decided to replace the paper-based system it used to process human

resource and payroll information. As error prone and inefficient as this paper-based system was,

more serious was the lack of standard human resources practices. Motorola SPS operates in over

50 countries and has 30 factories worldwide; including sites in the US, Europe and the Far East

and it was proving hard to track varying human resource policies in different territories.

Motorola SPS approached Andersen Consulting to devise and implement a new system that

would solve these problems. The human resource system that Andersen Consulting envisaged

would be required to perform two main tasks:

 To collect and process human resource and payroll information.

 To allow both managers and employees access to this information.

“Our ultimate goal is to build a global human resources system infrastructure in which managers

and their employees can use the human resources systems, along with third party service

providers, to process human resources-related data.” Andersen Consulting”

To provide consistent base of human resource information worldwide, Andersen Consulting

recommend the use of SAP’s R/3 Human resource System version 3.0 as the software standard

for processing employee and payroll data. During the 16-month duration of the project, Andersen

also acted as advisor in the configuration of the system, establishing a base of operations within

Motorola SPS to handle employee training and collect information from vendors. The use of a
single method of processing data brought Motorola one step closer to standardizing human

resource transactions. Now employee data from any international territory could be processed

and stored in the same way. The new system also allowed Motorola to centralize all its human

resource data for the US in a single facility the service center in Phoenix, Arizona. However, this

was only one aspect of the project. To allow managers and employees to access this data, a

custom network had to be designed. This was dubbed ENET-The employees self-service

Network.

ENET, an intranet-based, system was devised with two main functions in mind. On one hand,

employees were able access their own personal data using a web browser. On the other,

managers were able to check and approve the status of personnel transactions such as change in

job or salary. Additionally, ENET was also designed to link other types of information including

career development materials, details of courses in the Motorola University and documents on

company policies. as standardization of human resource policy was such a key area of concern,

ENET was designed to check data automatically, ensuring a common format was established,

reducing the need for manual data validation. Crucially, adopting an intranet-based application

such as ENET as allowed Motorola SPS to establish an International Human Resources policy,

defining set practices in areas such as salary adjustments, departmental changes, processing new

employees and changes in status of current employees. Any changes in human resource policy

could be implemented simultaneously in all territories.

Between 1997 and 1999, the new ENET/SAP system was established in all Motorola SPS

territories including sites in the US, Hongkong, Europe and the UK. The initial Andersen

Consulting Development team of 16 was reduced to a support of 6. Motorola SPS is expected to

save approximately 2 million Pound a year by reducing the amount of time required for basic
administrative tasks in human resource departments. Updates of the ENET are currently being

planned to include grater facilities for processing more specific employee data such as personal

skills or languages. The way ENET has changed the way I interact with my managers and an

employee means that I have 100% faith in being able to provide information that I know is

available and accurate. It creates a lot of pride in the human resources organization and energy

around promoting this system.” -John Morgan, Human resources Manager, Motorola SPS.
View Point:

Motorola Company consults Anderson and ask to implement a new Human Resource

system that can devises a new Human Resource package and saves two (2) million pounds per

year.

Time Context

The problem was discovered by year 1998 when Motorola decided to replace the paper-

based system that they have been using for Human Resource and payrolls as this is error-prone,

inefficient and lacks on Human Resource standard.

I. Statement of the Problem

Motorola Company has been experiencing errors, inefficiency and lack of

Human Standards in their paper-based Human Resource system and proves that it

is hard to track varying Human Resource policies in their fifty (50) operating

countries.

II. Statement of Objectives

Being mentioned that the Motorola Company operates thirty (30) factories

in fifty (50) countries and experiencing hardships in inefficacy and varying

Human Resource policies in different countries, Motorola Company seeks for

Anderson Consultant to devise a system that could perform two main task which

are; to collect and process Human Resource and payroll information; and to allow

both managers and employees to access this information.

III. Areas of Consideration

Strength

 This lessen the workload of people in Human Resource depart

especially in keeping their employee’s information and data.

 The Human Resource department can offer more accurate and

detailed information of employees since it is recorded in the

Human Resource Information System.

 Employees, employers and managerial department can have limit

access to the Information of Human Resource Information System

and has more probability of faster and efficient transactions.

Weakness

 Since all the data and information are stored in computers and

gadgets, it may cause inconvenient during the unforeseeable event

such as power shutdown or internet and/or computer failures.

 Security risk is also a weakness that should be considered, since all

of the employees can have limit access in the Human Resource

Information System, this may cause of privacy conflict especially

in payroll area and comparing salaries of people with the same job

descriptions.

Opportunities

 This can be an advantage to the company towards with their

competitors who doesn’t have Human Resource Information

System yet.
  This could be an additional standard to the company since they are

coping up with the world’s modernization.

Threats

 They may encounter competitors with more and higher standards

that they might not capable of handling with.

PESTLE

IV. Alternative Courses Action

1. Motorola Company should ensure the data security of their company

and protect them from theft and illegal activities.

2. Motorola should make sure that the company is giving the right salary

in exchange of employees’ performance in their task to avoid conflict

in comparing salaries in case happened.

3. The company should make sure that their institution is ready for the

overwhelming opportunities that may come into their way after

coming up with the modernized restoring of data and information.

V. Analysis (ACA)

1. Keeping the paper-based system.

Advantage:

a. Ensures that there is no distraction during electric or technical

failures.
 b. Gives the opportunity to manage the information and data in

their own ways.

c. Saves the company for paying an expensive amount of money

for information system.

Disadvantage

a. Needs to reserve a place to restore the written information that

can lead them to pay more in rentals of storage.

b. Motorola will not be able to solve the error-prone and

effeminacy that they have been experiencing in the paper-based

system.

c. Company can experience the struggle of losing copies and

duplicate of papers and information.

2. Hiring Security Specialist

Advantages:

a. Ensures the security of information and data of Motorola

Company from theft and unauthorized access.

b. Could provide services that help the company to denial-of-

attacks and intrusion detections.

c. Secure the possibility that hackers and information stealer can

get into the companies confidential professional information,

activity and data.

 Disadvantages:

a. Hiring Security Specialist can cost the Motorola Company a

big amount of money.

b. It is a time consuming since the Human Resource department

should design a job title for Security Specialist which also

consumes time and money.

c. Adds up to the turn-overs and to the possible resignations in

the nearest future.

3. Conducting trainings and seminars

Advantage:

a. This enhances the employees and employers for formal and

professional competitions.

b. Can help into their self-development that could be applicable to

the jobs that they are currently positioned in.

c. This can help them and the company to gain more

competitiveness considering that gaining more knowledge

makes an employee more productive and efficient.

Disadvantage:

a. This seminars and training may took a lot of time for the

company.

b. This approach will cost the Motorola Company to invest bigger

money.
 c. Uncertainty of employees to gain knowledge and learning in

trainings and seminars.

VI. Criteria

Ranking System 1 Being the lowest -3 is being the highest.

Criteria ACA1 ACA2 ACA3

Convenient 1 2 3

Economical 3 2 1

Flexible 1 3 2

Conclusion: ACA2 gains the highest point; therefore, the winning ACA is ACA2.

ACA2 or also known as hiring a Security Specialist which wins with a highest

point is the ACA where the company will provide and hire a Security Specialisr for a proper

protection of institution’s private information and will ensure the safety of the company for

attempt of unauthorized access and attacks.

Definition of Terms:

Convenient- useful or suitable, because it makes things easier, is close by, or does not involve

much effort or trouble

Economical- costing relatively little in comparison with other things in the same class

Flexible- able to change or be changed according to circumstances

VII. Recommendation
 After computing the criteria and ranking, it sums up that hiring a Security

Consultant is the best alternative course of action for Motorola Company to ensure that their

information within their Human Resource Information System is secured and safe. This action

will lead to the company’s assurance that the information that will be stored in the system would

be free from all the types of hackings and illegal attacks and also makes sure that the company’s

confidentiality would always be far from publicity without any authorized access from in charge

people and any form of intrusion, malware, worms and viruses to avoid losing of information.

VIII. Action Plan

Action Person Involve Timeline Budget

Creating Job Description Human Resource Analyst 1-2 months Php. 00.000

Hiring for Position Human Resource Department 15-30 days Php. 20,000

Training and Orientation for Human Resource Department 3-5 days Php. 10,000

Position