PIHRA Scope - Summer 2008 - (Page 12)

Committed, Devoted, Enthusiastic, Hard-working, Faithful, Purposeful, Sharp-minded, Capability, Ability, Acumen, Brains, Comprehension, Genius, Good Head, Intellectual, Intellectuality, Intelligence, Intuition, Good Judgment, Mentality, Pundit, Reason, Savvy, Sense, Smarts, Thinker, Understanding, Wits, Einstein, Academic, Academician,big Think, Brain, Brain Truster, Doctor, Genius, Careful, Certain, Conscientious, Constant, Decent, Decisive, Deﬁnite, Dependable, Determined, Devoted, Faithful, Firm, Good, High-principled, Honest, Honorable, Impeachable, Incorrupt, Loyal, Positive, Predictable, Proved, Regular, Reputable, Respectable, Responsible, Righteous, Sincere, Solid, Sound, Stable, Staunch, Steadfast, Steady, Sterling, Strong, Sure,There,Tried,True, True-hearted, Trusty, Unequivocal, Unfailing, Upright, Veracious, Accurate, Attested, Authentic, Authenticated, Circumstantiated, Conﬁrmed, Deﬁnitive, Dependable, Factual, Faithful, Learned, Legit, Proven, Recognized, Reliable, Righteous, Scholarly, Sound, Supported Documented, Trustworthy, Truthful, Validated, Veriﬁed, Veritable, Accomplish Facilitate, Acquire, Actualize, Adjust, Attain, Bring About, Carry Through, Complete, Consummate, Deliver, Do, Earn, Effect, Effectuate, Execute, Finish, Follow Through, Fulﬁll, Gain, Get, Get Done, Manage, Negotiate, Obtain, Perfect, Perform, Procure, Produce, Reach, Realize, Resolve, Seal, See, Tidy, Abridge, Sign, Solve,Win,Work Out, Accelerate, Accomplish, Culminate, Organize, Adapt, Adjust, Align, Alphabetize, Arrange, Assign, Classify, Codify, Fraud Conviction - June 13, 2006, Class, Establish, File, Fix, Formalize, Furnish, Group, Hierarchize, Index, Lay Out, Locate, Manage, Methodize, Neaten, Normalize, Plan, Put Out, Analyze, Clarify, Clean Up, Clear Up, Cut Down, Decipher, Disentangle, Disinvolve, Elucidate, Explain, Interpret, Lay Out, Make Clear, Make Plain, Order, Reduce, Shorten, Streamline, Away, Regularize, Regulate, Right, Routine, Set Guidelines, Sort BRIDGING THE GAP continued from page 11 of people, processes and technology in place to achieve success in this area. With the help of HRMS technology, organizations can now provide a number of strategic functions designed to automate a range of functions, including employee assessment or satisfaction; time-to-ﬁll or cost-to-hire statistics; employee performance index, revenue-toemployee or productivity-to-employee metrics; turnover rate; etc. While few will dispute the value of an organization’s HRMS, the road to adoption can be quite challenging, and requires careful consideration and cooperation among all stakeholders, especially IT. To ensure a long-term, successful co-existence among HR and IT, organizations should speak in terms that each department will understand and jointly select a solution capable of supporting the unique needs of both. More speciﬁcally, organizations should adopt an HRMS capable of supporting the following ﬁve criteria. The difference is in the details. 1 SCALABLE INFRASTRUCTURE: MEETS CURRENT AND FUTURE NEEDS To ensure the longevity of the HRMS, organizations must look for a solution that is capable of meeting the current and future needs of human resources, while reducing the involvement of the IT department. The HRMS needs to be scalable and highly ﬂexible so that once IT deploys the system, HR can use it to support the needs of its existing employees and extend the system to include new employees (as the company grows—either organically or through mergers and acquisitions), beneﬁts plans and/or business processes. The solution should also be capable of supporting multiple language proﬁles so that all users/locations can leverage a single, global HRMS platform in order to achieve an accurate picture of the company’s HR goals and objectives, on a global scale, without having to seek additional IT support. THE IT CHALLENGE While companies increasingly rely upon technology to streamline their business processes and create a competitive edge, they are quickly realizing that if they are to truly optimize their IT investments they must ﬁrst work to align IT with their business goals. This is particularly true with Human Resource Management Systems, which need to be treated as more than just mere infrastructure or ‘back ofﬁce’ applications, given the major impact an HRMS has on an organization’s overall business strategy, competitiveness and proﬁtability. With Frasco® Proﬁles you’re free to Decide Without Doubt™. Our service-centered focus and commitment to speed, accuracy and compliance has earned us thousands of loyal clients nationwide. • Industry-leading Turnaround Time • Automated Compliance Tools • Knowledgeable Designated Account Representatives • Flexible Enterprise-Grade Web Access • Efﬁcient ATS/HRIS Integration FIVE HRMS CONSIDERATIONS DESIGNED TO BRIDGE HR AND IT In order to make the most of their HR technology investments, organizations must be sure to communicate the overall goals and objectives of the HRMS and solicit input from both HR and IT. Careful consideration must be made to ensure that the solution can improve the organization’s business processes (not just recreate old paper processes), create efﬁcient workﬂows with approval mechanisms, provide compliance reporting, and integrate all of the major components of HR, including compensation and beneﬁts administration, recruiting and training administration, and strategic measurement tools like metrics, performance management and succession management. 2 STRONG REPORTING AND QUERY C APABILIT Y: ENSURES COMPLIANCE AND INTERNAL REQUIREMENTS The HRMS should also have the ability to support various HR and compliance-related reporting needs, including Equal Employment Opportunity (EEO), Military/Veterans (VETS), Occupational Safety and Health Administration (OSHA), Consolidated Omnibus Budget Reconciliation Act (COBRA), Wages and Filings (W2’s and 1099’s) etc. To ensure the long-term success of the system, IT teams should look for a solution that combines data from multiple systems, has built-in report writer features, offers native language and SQL query capabilities to ensure easy access by any level Decide Without Doubt™ 800-820-9029 www.frascoproﬁles.com l il i f @f sales email: info@frasco.com 12 PIHRAScope Summer 2008 http://www.frascoprofiles.com

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PIHRA Scope - Summer 2008 Contents Message from the President HR Technology to the Rescue: What to Do in the Aftermath of the H-1B Visa Cap Bridging the Gap: When ‘IT’ is from Mars and ‘HR’ is from Venus HR Concepts Maximizing Returns from Benefi t Investments with Better Communications Strategic Marketing Alliance: Develop Yours as Easy as ABC… PIHRA Calendar Scope on the Districts PIHRA’s New Members Index to Advertisers

PIHRA Scope - Summer 2008

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