I’m the first to say, I love technology. I have reputation at my company of being the techie nerd. I’d like to blame it on my IT geeky husband but I can’t, I’ve always been this way. That said, being on the new HRIS implementation team is right up my alley. When my boss asked me about it I actually did a little dance in my office. #nerd
Working on this project has stirred up thoughts and ideas, one of which Ben Eubanks beat me to last week about making the application process easy. That’s one of my goals in building our recruiting module.
I love that our SVP of HR wants to use the system to the full extent, and then some, that it can. She wants us completely independent of IT, which makes us dependent on ADP but that’s another story.
One of the projects we are currently training on is Self Service for employees and managers alike. Manager Self Service will allow our managers to make compensation changes, transfers, performance evaluations online (completely paperless), view all employee information and a wide assortment of other things.
I promise this post is not backed by ADP or any other HRIS software. I’m a giant nerd and I had to share my excitement about our newest toy with someone.
Do you have any good or bad stories about an HRIS implementation or self service programs?
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I love hearing that you are trying to be independent of IT – a brilliant strategy!
@Karin – Thanks for the info. We’re completely with ADP, recruiting to payroll to fsa to cobra to you name it.
@Marsha – It allows IT to focus their energy and time on supporting the functions of the business that bring in cash. It also allows us to call ADP and complain about how much we pay them when something doesnt work right.
Hey, don’t beat on the IT people. A better solution is to forge a close working relationship between HR and IT. It make sense for IT to focus a greater percentage of their time on supporting revenue functions/applications but IT needs to be part of the team even when using vendors like ADP. IT skill set can be used to verify the vendor has appropriate security, performance and availability infrastructure. Since we are talking HR data here, security review and oversight should be a high priority item. IT can help build and automate interfaces. I’ve been at companies where HR has done the “independent of IT” route and it hasn’t been the smashing success they thought it would be.
@Michael – No beating up of IT here, trust me. It works best for our company to be independent of them. We are bringing them into the fold and giving them access to asset tracking and a few other options in the new system. We’ve been IT independent for going on three years. That sounded so much like a “I’ve been drug free for X years”.