Case studies on HRMS implementations • HRIS job descriptions • Critical success factors, key players • Berkeley’s HRMS
The list of HR tasks to be fulfilled by an HRMS is almost as long as the list of vendors waiting to provide that one perfect solution. Finding the best fit for the organization and then implementing that system smoothly is a real team effort. But who are the key players? These sites tackle the topic with case studies, articles and other resources.
Case studies on HRMS implementations
www.thecedargroup.com/USA/whitepapers/casestudies.asp?Id1=3&Id2=14
The Cedar Group’s website offers case studies on HRMS implementations across a wide range of industries including energy and utilities, financial services, health care, education, insurance and manufacturing. Many recognizable companies relate implementation experiences. The site also offers white papers and surveys.
HRIS job descriptions
www.ihrim.org/resources/Sonoco.asp
The website for the International Association for Human Resource Information Management (IHRIM) offers this interesting resource. It is a list of job descriptions for the HR systems function at Sonoco, a South Carolina-based global packaging company with 25,000 employees worldwide. The site offers background on the company’s HRIS department, from its inception in 1999. “They are the main support for all corporate HR groups such as benefits, payroll, compensations, staffing and recruiting, and training and development.” There are links to seven different job descriptions complete with key accountabilities, salary ranges, preferred education levels, required qualifications and more.
Critical success factors, key players
www.pmihrm.com/phanalysis.html
This article, posted on the Phenix Management International website, discusses the importance of performing a needs analysis prior to an HRMS implementation. The section on critical success factors outlines whose input should be sought in the decision. The author, long-time Canadian HR Reporter contributor Al Doran, states that “it is a good idea to ensure that all the key players are onboard and their input has been considered. Not only does this help to identify requirements that may have been missed, but it guarantees some degree of buy-in and support from key individuals in the company.” He outlines a rule of thumb for most companies about what information should be collected, from where and how that information should be used.
Berkeley’s HRMS
http://hrweb.berkeley.edu/hrms/implement.htm
This document from the HR office at University of California, Berkeley, is an overview of its HRMS implementation strategy. The strategy is comprised of two ventures, the first being consultation and information gathering, and the second being the KPMG PeopleSoft Implementation Methodology. The document lists the roles of the key people involved in the information gathering portion of the strategy. A link is provided to the communications plan detailing campus participation and consultation. The second portion outlines the five technical phases of the implementation.
Shannon Simson is Canadian HR Reporter’s resource editor. Her Web Sight column appears regularly in the CloseUp section.
Case studies on HRMS implementations
www.thecedargroup.com/USA/whitepapers/casestudies.asp?Id1=3&Id2=14
The Cedar Group’s website offers case studies on HRMS implementations across a wide range of industries including energy and utilities, financial services, health care, education, insurance and manufacturing. Many recognizable companies relate implementation experiences. The site also offers white papers and surveys.
HRIS job descriptions
www.ihrim.org/resources/Sonoco.asp
The website for the International Association for Human Resource Information Management (IHRIM) offers this interesting resource. It is a list of job descriptions for the HR systems function at Sonoco, a South Carolina-based global packaging company with 25,000 employees worldwide. The site offers background on the company’s HRIS department, from its inception in 1999. “They are the main support for all corporate HR groups such as benefits, payroll, compensations, staffing and recruiting, and training and development.” There are links to seven different job descriptions complete with key accountabilities, salary ranges, preferred education levels, required qualifications and more.
Critical success factors, key players
www.pmihrm.com/phanalysis.html
This article, posted on the Phenix Management International website, discusses the importance of performing a needs analysis prior to an HRMS implementation. The section on critical success factors outlines whose input should be sought in the decision. The author, long-time Canadian HR Reporter contributor Al Doran, states that “it is a good idea to ensure that all the key players are onboard and their input has been considered. Not only does this help to identify requirements that may have been missed, but it guarantees some degree of buy-in and support from key individuals in the company.” He outlines a rule of thumb for most companies about what information should be collected, from where and how that information should be used.
Berkeley’s HRMS
http://hrweb.berkeley.edu/hrms/implement.htm
This document from the HR office at University of California, Berkeley, is an overview of its HRMS implementation strategy. The strategy is comprised of two ventures, the first being consultation and information gathering, and the second being the KPMG PeopleSoft Implementation Methodology. The document lists the roles of the key people involved in the information gathering portion of the strategy. A link is provided to the communications plan detailing campus participation and consultation. The second portion outlines the five technical phases of the implementation.
Shannon Simson is Canadian HR Reporter’s resource editor. Her Web Sight column appears regularly in the CloseUp section.
