PIHRA Scope - Summer 2008 - (Page 13)

of user, and supports unlimited security proﬁles capable of deﬁning the ﬁelds, tasks and actions that are permitted by each user. In doing so, HR professionals can easily add ﬁelds and tables to reﬂect the changing business and data needs of the organization, securely locate and disseminate information to appropriate and authorized stakeholders, generate sophisticated reports that comply with internal and external regulations and provide sophisticated HR-related metrics and data to senior managers for decision making and goal alignment. 3 WORKLOAD AUTOMATION: O RG A N IZE S TA SK S A N D IMPROVES PROCESS In order to support today’s “do more with less” work ethos, it is also important to look for an HRMS that supports what is commonly known among IT departments as “workload automation.” Long recognized by the technical staff for its ability to seamlessly incorporate event-driven activity with calendar and scheduling functions, workload automation allows HR teams to organize daily tasks, prioritize work, and improve their process efﬁciencies. Leveraging automatic, user-deﬁned ‘triggers,’ HR teams can set up e-mail-based alerts, notiﬁcations and reports that allow them to focus on more strategic tasks, improve communications and respond faster to employee requests and organizational changes. ble of streamlining their HR processes. The system should also enable them to eliminate redundant data entry functions, increase data integrity (by having the ability to import historical data from outdated legacy systems) and more importantly, provide additional analysis and reporting to other team members as needed. Lastly, organizations should consider an HRMS that is capable of easily exporting HR-related data to other software utilities such as Word, Excel, etc. In doing so, HR teams can provide additional analysis and reporting across the organization using existing systems and popular formats without the need for additional IT involvement. With improvements in architecture and with the proliferation of Web 2.0, traditional imports and exports can be reduced to web service requests that enable the posting and exchange of information to become seamless and automatic. This kind of advance allows both the manager and employee to be managing data without worrying about the administrative task of running an import or an export function to manage the integration of systems. 5 A D VA N C E D W O R K F L O W : EASES USE AND PROMOTES SELF-SERVICE The ﬁnal, and perhaps the most important HRMS consideration, involves the system’s advanced workﬂow functionality. Leveraging user-conﬁgurable menus and role-based forms, HR teams can automate time-intensive and multistep/multi-person processes such as life change events (name change, new dependant, etc.), new hire activity, terminations, training, etc. As a result, human resource professionals will enhance their productivity, reduce their training and administrative expenses, ensure faster and more accurate transaction processing and lower the cost of collecting and delivering HR-related services throughout the enterprise. IT and HR departments alike should look for a solution that is capable of being deployed online, with employee selfservice (ESS) and manager self-service (MSS) portals, to encourage easy and 4 TIGHT I N T E G R AT I O N A N D I M P O R T/ E X P O R T: REDUCES REDUNDANCIES, IMPROVES ACCURACY Some other important HRMS considerations—ones that are especially important to IT folks—involve the tight integration of (and turnkey interfaces to) other HR-related systems such as single sign-on, e-mail server integration, active directory, LDAP, third-party payroll services, beneﬁt carriers, or other internal legacy systems and the ability to import data from other source systems. This is particularly important as human resources professionals strive to create a central point of access capa- BRIDGING THE GAP continued on page 14 Summer 2008 PIHRAScope 13 http://www.hrcs.com

Table of Contents Feed for the Digital Edition of PIHRA Scope - Summer 2008

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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