How to Select Human Resources Information Technology - 1 views
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Will the technology provide Human Resources with the authority to decide who will be allowed access and to what degree? Along the same vein of providing employee access, the technology should give HR the final say.
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What types of reporting capabilities are available from the HR information technology? Reporting technology should offer multiple views and formats (spreadsheet, PDF, html), big picture assessment and the ability to drill down to enhance decision-making.
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How will information be exchanged with carriers? And, who will be responsible for this interaction? Integration of the HR information technology system should be judged not only by the number of carriers with which the software has relationships, but by the type of connection that it enables.
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reviewing ongoing updates; --ensuring carrier requirements for enrollment are being met in compliance with regulators; and --fostering a proactive relationship with each carrier to improve the relationship of data exchange.
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In the article, "How to Select Human Resources Information Technology," it talks about how they are essential for companies to manage their benefits plans and their employee history. One question that they felt was important before purchasing an HRIS was, what is the degree of flexibility and scalability that it provides? Their answer was that HR professional should determine if the software could import data from paper documents, and excel sheets. "Many online enrollment solutions require that data be manually manipulated before it can go to a carrier to update their systems. Automation of the update format, transmission schedule and delivery method can help to eliminate billing and eligibility issues." This will save the company a lot of time just by investing in this system. The Human Resources Organization is group that owns this data and companies should be able to transport their data to any application service. In addition to enabling HR to approve transactions it also provides capabilities for HR to serve as the gatekeeper in auditing carrier billings. Overall, this article shows many benefits to having an HRIS, the question is if the company is willing to invest in one.