Northern Telecom handles international HRMS with care

Article Abstract:

Northern Telecom's up-to-the-minute central employee database is an important source of competitive advantage for the multinational company. The giant Canadian telecommunications company's current system allows it to maintain accurate and updated information about each and everyone of the 58,000 people comprising its workforce found in 90 locations all over the world. The database receives new information from each of these sites nightly, therefore it is never more than 24 hours out-of-date for the company's North American, European and Asian operations. Northern Telecom spent more than two years to install the system. It encountered several problems, including the difficulty of collecting data from local sites and the lack of data standards that deal with local differences. The company's experience in setting up its own global human resources management system is discussed.

Telecommunications, Telecommunications services industry, Telecommunications industry, Northern Telecom Ltd.

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Computers: no more us vs. them

Article Abstract:

A human resources information center (HRIC) should be established within the broad framework of a human resources information system (HRIS). Personnel databases require more variety of information fields, more privacy, and must be changed more frequently than other databases. HRIC creators should also manage the system. HRIC should be able to prepare and process data on its own, correct it, and check it for consistency, accuracy, and timeliness. As a part of the larger human resource information system, HRIC should be able to interface with related organizations such as payroll. System security and privacy must be guaranteed. Training materials and system documentation ought to be developed during systems implementation. A special technical maintenance person may be required. The HRIC may also be used for research and development as well as routine personnel work.

Software, Human resource management software, Human resource departments, Electronic data processing departments, Data processing departments

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Staffing, privacy, and security measures

Article Abstract:

The role of human resource information systems (HRIS) management and staff is to help users find new ways to benefit from automated personnel data, and to expand applications of the human resources system throughout the organization. The staffing goals for HRIS departments should include: finding people who understand both computer systems and personnel management, encouraging innovation among HRIS staff members, and establishing effective career management programs for staff members. With the increased power and information available to HRIS departments, procedures are needed that will protect the privacy of employees and system data integrity.

Pricing, Data security

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