Network - Fall 2010 - (Page 39)
HR Data Management:
Gains through Employee Empowerment
By Diana Matwichuk magine this. An employee is able to access and review his training status online, research the course requirements for progression to Team Leader, his career move of choice, and accordingly, submit his own training requests. Employees are able to update personal data such as address and telephone changes themselves directly against the database—and do so from home, or from a remote location via their BlackBerry. Pay statements and T4’s for prior years are provided online to the employee, which is especially helpful to the individual who is undergoing a CRA audit and requires T-slips for prior years, or simply wants to compare earnings and benefit contributions on an annual basis. These are innovative ways to empower employees, by placing selective ownership of data management in their court. The empowerment of the employee in this regard can also be a motivator that spills over into his daily productivity. There is also a gain in efficiency through the reduction of employee data maintenance required by the HR department. Think creative, think big picture, and then consider the details about how it can be achieved.
The Possibilities are Endless
Once you start brainstorming, ideas literally come out of the woodwork about which employee data to allow the employee to access. It is possible to format the data in ways that are unique to your organization. For instance you may wish to provide your employees with a real-time view of their total compensation, or a current picture of health and safety stats and incidentfree days. How often do managers and HR staff get employee requests for status of their accrued and vacation taken totals? Why not provide the employee with direct viewaccess to their leave entitlements in real-time?
NETWORK O Fall 2010
A benefits summary could also be provided to the employee online in real time – a snapshot of all of the benefits and deductions that are currently part of the employee’s benefits portfolio, and the current coverage and premiums for each. This could actually serve as a measure to ensure data accuracy—employees would be quick to inform HR if their coverage did not reflect their current family situation! For example, suppose that an employee’s marital status were to change. Without being informed, HR would not know to update the benefits coverage and/or dependents and beneficiary data.
www.hria.ca O 39
Table of Contents for the Digital Edition of Network - Fall 2010
Network - Fall 2010
HRIA President’s Message
HRIA Membership = Career Advancement
Social Networking: The Good, the Bad and the Legal
Shifting Focus Harnessing Technology for Learning and Development
Technology in Recruiting: All It’s Cracked Up To Be?
Drowning in Data: Get the Most Out of Metrics
HR Data Management: Gains Through Employee Empowerment
Technology Aids the Human Touch
The HR Office True-life Tales from the HR Profession
Index of Advertisers
Network - Fall 2010