Back in the heady days of summer 2010, our sister publication HRinfodesk began a series of polls on human resources management systems (HRMS) and metrics. In July, about one-third of respondents said they already use an HRMS and just over one in ten said they were considering it. In August, one-third of HRMS users said it makes their jobs easier, while the rest said the system offered no improvement or actually made things more difficult.
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.
Employers generally win employment law cases when they can provide the courts with a paper trail of evidence in support of their employment related decisions such as termination, disciplinary actions or inability to accommodate the needs of employees, among other things.