Monday, March 28th, 2011
Mobility is not just about technology anymore. However, chances are high that IT, specifically the CIO, will be responsible for any mobile initiatives within the company. So, CIOs need to take a broad view of mobility and understand the effect this technology will have on departments such as HR, sales, marketing, legal, security and facilities, as well as IT.
Read the rest of this post »Monday, March 21st, 2011
How often do you think about malware? Do you consider it a threat to your operations? Do you have a strategy to prevent malware attacks and deal with them if they do occur? Is your strategy up to date?
Read the rest of this post »Thursday, October 14th, 2010
In a recent issue of Inside Internal Control, I discussed a report on why small and medium-sized businesses should take information technology strategy and planning seriously. Essentially, according to the Canadian Institute of Chartered Accountants, if you don’t strategize your IT, you’re probably wasting time and money just keeping up, when you could be using your resources to support your strategic business plan.
Well, I hope you didn’t rush away after reading that piece and create and implement an IT strategy…
Read the rest of this post »Thursday, September 30th, 2010
You already know how important information technology is to your business. You’ve got a website that pushes your brand and maybe even sells your products; you’ve got an internal network that connects all of your employees to each other and the documents they need; you’ve got company email to manage, and maybe a bunch of cellphones and BlackBerrys to keep track of; you’ve got security cameras, passwords, log-ins and keycards; and you’ve got employee management systems covering attendance, payroll, benefits and more. If any of these fails, you’ve also got a big problem.
Read the rest of this post »Thursday, September 2nd, 2010
Human resources management systems (also known as human resources information systems) exist “at the intersection between human resource management and information technology.” Usually, this means taking previously disparate HR information and automatically integrating it in such a way that users can gain a clearer picture of what is happening in the company—in a more efficient way than if HR had to gather all of the information from its various sources, and analyze it manually.
This diverse information includes payroll, work hours and overtime, benefits administration, recruiting and development, training and learning, performance records and more. You’ve probably already automated one or more of these services, either internally or via an external service provider; companies commonly outsource payroll and benefits functions, for example. But even so, can you imagine what you could do if all of those functions were integrated and all of that information could be compared with little effort? That’s the promise of human resources management systems.
Read the whole story on HRinfodesk.com.
Read the rest of this post »Monday, August 16th, 2010
A recent issue of the Canadian Payroll Association’s magazine Dialogues looked at how payroll technology will be changing in the next few years, and what that will mean for the payroll industry—and the businesses it supports. Turns out, the next few years are looking pretty rosy for payroll professionals. Here are some insights.
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