One of the key elements needed to ensure accountability is reporting the right statistics and metrics. Each user department is responsible for ensuring that its information technology needs are addressed, and the IT department is responsible for providing overall cost-effectiveness, quality and coordination. The IT department can play its role by ensuring that IT metrics are captured and disseminated. User departments and the IT department must both be involved; neither may be permitted to abdicate its responsibilities.
Information technology has infiltrated just about every aspect of business, to the point where it's nearly impossible to avoid developing a dedicated IT strategy in order to support your main business goals. A new book describes how even minor software troubles can lead to big headaches for organizations, especially if they rely on the software to carry out their business.
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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