Existing laws, policies and practices are insufficient to meet the twin challenges of protecting individual privacy and providing public access to information in the digital age. “Bold leadership” is needed...
Here's something readers might want to know about: the Federal Court has awarded damages in a case based on the Personal Information Protection and Electronic Documents Act. Why is that special? Well, it's the first damages award in the 10-year history of the Act.
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.
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