Real Human Resource Suggestions Techniques
The objective of this report is determine other programs with experienced similar recruiting problems in relation to information technology. Through benchmarking various organizations we could learn how other programs have actually handled particular recruiting problems about information technology, information methods, brand new technology, and information safety. A standard evaluation has-been finished utilizing analysis on IBM European countries, Ameriprise Financial, Terasen Pipelines, Shaw’s Supermarkets, CS Stars LLC, IBM, WORKSource Inc., and Toshiba America Medical Systems, Inc. This report also contains eight synopses of organizations dealing with similar concern to those who work in the reading.
Brand New Tech
Because of the changing world and constant brand new technology that can be found, managers have to be conscious of technology which will increase effectiveness in their company. Individual resource information methods (HRIS) have actually more and more transformed as it was introduced at General Electrical when you look at the 1950s. HRIS moved from a fundamental procedure to convert manual information maintaining methods into computerized methods, towards HRIS methods which are utilized these days. Individual resource specialists started to understand probability of brand new programs when it comes to computer system. The theory was to integrate most various human resource features. The effect was the 3rd generation associated with the computerized HRIS, a feature-rich, broad-based, self-contained HRIS. The next generation took methods far beyond becoming simple information repositories and created tools with which human resource specialists could do significantly more (Byars, 2004).
Many companies have observed a necessity to transform how Human site businesses tend to be done so that up with brand new technology and more and more workers. Terasen Pipelines relocated its headquarters from Vancouver to Calgary becoming nearer to the oil and noticed an important development in workers. Previously recording maintaining was done in some recoverable format in accordance with spreadsheets. Mangers at Terasen noticed that there was a necessity to change to a more computerized system and investigated various HRIS suppliers. By making the move to a HRIS system, Terasen is able to hold much more accurate documents in addition to better get ready for future growth. Another company that saw the many benefits of maintaining brand new technology is WORKSource Inc. To meet up the task of dealing with 100 brand new workers, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electric pay stub, electric timesheet pc software, time-off system, and human resource information system (“Tips,” 2006). By adjusting these brand new programs, WORKSource could reduce waste and cost.
The net is an extremely well-known method to hire applicants, analysis technologies and perform various other crucial features operating. Delivering human resource solutions web (eHR) aids better collection, storage, distribution, and trade of information (Friesen, 2003). An intranet is a type of community employed by organizations to fairly share information to men and women inside the organization. An intranet connects individuals to men and women and folks to information and understanding inside the organization; it serves as an “information hub” for the whole organization. Many companies set-up intranets mainly for workers, however they can extend to company lovers and also clients with proper safety clearance (Byars & Rue, 2004).
Applications of HRIS
The efficiency of HRIS, the methods are able to produce more effective and quicker outcomes than can be done in some recoverable format. A few of the numerous programs of HRIS tend to be: Clerical programs, applicant search expenditures, risk management, training management, training experiences, economic planning, turnover evaluation, succession planning, flexible-benefits administration, conformity with government laws, attendance reporting and evaluation, human resource planning, accident reporting and avoidance and strategic planning. Because of the a lot of different programs of HRIS, it is difficult to know how the programs benefit organizations without viewing organizations which have already benefited from these types of programs.
One particular company is IBM. IBM has a paperless web enrollment plan for every one of its workers. Not merely gets the web enrollment spared the organization 1.2 million annually on publishing and mailing expenses, the employees enjoy working with the internet program. “Since we began providing web enrollment, we have discovered that workers desire web access,” Donnelly [Senior Communications Specialist] states, for them to sign on home without through the company intranet. So that the company has-been trying to put in place a web-based enrollment system that workers and retirees can access from everywhere (Huering, 2003). Through the use of the flexible-benefits application HRIS has to offer, IBM could lower your expenses and provide workers the freedom to find out their particular benefits on their own some time pace.
Another company that has rooked HRIS programs is Shaw’s Supermarkets. For Shaw’s to higher maintain its workforce, the organization decided it was time and energy to centralize the HR businesses. After viewing different options, Shaw’s decided to apply a worker Self Service (ESS) system. Employing self-service programs creates a positive scenario for HR. ESS gives HR more time to focus on strategic problems, like workforce management, succession planning, and payment management, while as well improving service to workers and managers, and ensuring that their particular information is accurate. With this specific answer, workers have actually web usage of forms, training material, benefits information alongside payroll associated information (Koven, 2002). By giving workers usage of their particular private information as well as the power to update or transform their particular information as required, HR was given more time to focus on various other problems. Knowing the various programs HRIS has to offer gives organizations the chance to increase staff member efficiency and reduce expenses.
Measuring the potency of HRIS
The analysis should see whether or perhaps not the HRIS has done as much as its objectives while the HRIS has been always its complete benefit (Byars & Rue, 2004). One of the main difficulties experienced by public employees professionals these days is calculating the performance of these recruiting information system (HRIS) to be able to justify the value-added contribution associated with the HRIS to accomplishing the business’s mission (Hagood & Friedman, 2002). Applying an HRIS program might appear an essential stem for a company, but unless it’ll be a highly effective tool for HR businesses, it won’t assist in efficiency that will impede it as an alternative.
One company that implemented a HRIS system is Toshiba America Medical Systems, Inc. (TAMS). TAMS place all staff member benefits information on the internet and created an open enrollment option when TAMS changed health providers. Virtually instantly upon rolling from UltiPro portal [new HRIS technology] to workers, TAMS began seeing improvements, with around 70% boost in open enrollment efficiency (Wojcik, 2004). By identifying the efficiency associated with the brand new program, TAMS could understand the many benefits of the new HRIS system.
Safety of HRIS
The privacy of staff member information is an important concern in recent years. With identity theft getting a standard issue, workers have become much more sensitive and painful about who views their particular private information, as well as the safety it is kept in. By making yes staff member information that’s kept when you look at the HRIS is applicable towards company and ensuring there’s minimal access (password defense) to these types of information, organizations make its workers better aided by the security of these information. Whether electric or report, staff member files deserve becoming treated with great care. Setting up safety and end-user privileges demands a balance of incorporating, HR plan, system understanding and day-to-day businesses (O’Connell, 1994).
One company that encountered an important safety concern was CS Stars, LLC. CS Stars destroyed an eye on among its computer systems that included private information that included names, details and personal safety amounts of workers payment benefits. The larger issue was that CS Stars neglected to notify the affected customers and workers about the missing computer system. Although computer system was retrieved and no information did actually have been damaged, numerous workers destroyed their particular sense of safety aided by the company. Nyc’s Suggestions safety Breach and Notification Law, effective in December 2005, requires businesses that maintain computerized information including personal information to notify who owns the knowledge of every breach associated with the safety associated with the system immediately following breakthrough, if the personal information was, or is reasonably believed to have been, acquired by you without good consent (Cadrain, 2007).
Another company that practiced a breach in safety is Ameriprise Financial. In belated 2005, a computer that included private information on clients and workers was stolen. Because most workers at Ameriprise just take their particular computer systems between work and house, the organization determined there is a necessity to put even more safety into those computer systems. Ameriprise made certain all workers had the new safety collection put in on the computer systems. By responding rapidly towards significance of even more safety, Ameriprise made certain all information is becoming kept secure. Making certain workers information is kept as secure as you possibly can you will see even more trust in the organization as well as the HR workers working with that information.
IBM, Terasen Pipeline, CS Stars LCC, and Toshiba America Medical Systems, Inc. are good types of organizations dealing with problems like recruiting information technology and recruiting information methods. All of these organizations understand the importance of brand new technology, recruiting information methods, and information safety. The remaining with this report provides synopses of even more organizations dealing with recruiting problems, how the company taken care of immediately the issues, as well as the effects associated with the company’s responses.
IBM European Countries
The Specific Situation:
IBM is an international organization providing analysis, pc software, equipment, IT consulting, company and management consulting, ring and financing. It employs around 340,000 men and women, talking 165 languages across 75 countries, and providing clients in 174 countries. In January 2007, IBM established another “new media” function within its corporate interaction department. IBM definitive goal is teach, support, and promote programs that use social media marketing. IBM European countries decided to increase inner interaction by posting blogs guidelines. The recognition was that blogging was already taking place among IBMers, just in an unregulated means. Similarly, institutionalizing a function to deal especially with brand new media isn’t a corporate move, or developing from scrape. It’s a reply towards problems already growing when you look at the company. Given that those technologies tend to be right here, individuals are with them, they’re growing and there right here to stay-we’re just going to place some construction around them to make certain that we could attempt to optimize their particular use.” The users decide what technologies they would like to use and how they would like to make use of them. That primary concept usually IBM understands that they need to be sure you admire the truth that social media marketing tend to be personal. IBM had the requirement to connect its 340,000 worldwide workers better.
IBM’s intention around social media marketing has been officially formalized. From January 22 2007, the organization established another “new media” function within its corporate interaction department. “Its remit: To act as expert specialists outside and inside IBM on problems associated with blog sites, wikis, RSS alongside social media marketing programs. The main concept is teach, support and promote programs that use these tools. IBM has a brief history of being a t the forefront of technology based corporate interaction. Through the media brainstorming “WorldJam” that made development headlines back 2001 where 50,000 workers globally joined up with an actual time, online idea-sharing program about the company’s path. IMB has constantly ready it self to use breakthrough technologies to establish a two-way dialogue with its workers. The necessity for social media marketing was essential and might no longer wait.
Within the last few couple of years IBM has-been thought to be becoming the vanguard of social-media use: IBM was on associated with the first Fortune 500 organizations to get behind collaborative wikis, published inner blogging guidelines dating back to 2003, and is now moving fast beyond RSS and podcasts into videocasting and “virtual world” technologies like 2nd lifetime. The intranet search facility reaches all areas associated with the website, including brand new media aspects. When a worker logs onto their particular portal an executes a key term search, the outcome they return not just result from the key intranet pages, but consist of results from IBM forums, wikis, blog sites and podcast/videocasts tags. IMB has a knowledge that workers are no longer staying in an organization their particular whole everyday lives. It’s simply not like this any longer. In Belgium as an example over 50 percent of 2,300 workers have been here fewer than 5 years. The organization has arrived towards conclusion by using an extremely youthful and mobile workforce, the likelihood is that a worker population saturated in a younger generation, for who these tools tend to be part and parcel of life, is not that far-away. In years into the future IBM will have to cope with staff member base for which blogging is simply the all-natural method to communicate over an internet system. IBM has created centralized platforms for most tools that fall under its remit, including wikis. For Philippe Borremans, brand new media lead European countries for IBM, gets the possible company programs of a wiki cover two wide benefits: Collaborating and understanding sharing. IBM has scored some notable successes on both fronts when you look at the almost 5000 wiki pages now up and running when you look at the organization. The organization has-been a massive pick-up in desire for podcasting over the last eighteen months composing can appear these types of a technical ability, whereas men and women feel they could talk much more easily than they could compose. The most consistently well-known IBM podcasts, with over 20,000 packages a week.
The Specific Situation:
The Department of Justice study estimates that 3.6 million U.S. homes were sufferers of identity theft in 2004. Trafficking in personal day goes beyond U.S. borders: the New York circumstances reports that stolen economic information is often distributed among individuals of web trading boards, as well as the buyers are frequently positioned in Russia, Ukraine, as well as the Middle East. One explanation clients are worried about information safety could be the extensive publicity created by breaches at economic solutions company. In belated December 2205, an Ameriprise Financial employee’s laptop that included unencrypted information on around 230,000 clients and advisors was stolen from a car or truck. Various other economic solutions company, including Citigroup and Bank of America, in addition acknowledge large-scale client information losings in 2005. President of NCS, Rita Dew, a compliance consulting company in Delray Beach, Florida, states the Securities and Exchange Commission requires financial investment advisors to possess guidelines and procedures that address the administrative, technical, and physical safeguards about customer documents and information.
Ameriprise Financial needed to fight along with to make usage of “layers of defense.” It is necessary for workers who their particular major company computer system, and workers on a regular basis transport the pc between house, workplace, and satisfying sites. The vulnerability with this arrangement as well as the significance of a safety computer software is much required.
Workers that are carrying lab tops should put in the Steganos safety Suite on the computer system. This pc software enables workers generate an encrypted digital drive in the laptop that serves as information storage safe. Workers stores all customer associated information and taxation preparation pc software database in the encrypted drive, which workers has set-up with one gigabyte of storage space. The best thing is that after a worker transforms from the computer system the knowledge is stored “safe”, the application automatically encrypts the digital drive’s information. The program in addition creates encrypted backup files, which employees shop on CDs in a fireproof safe. This should keep consitently the information secure if any employee’s laptop is stolen or if the drive is removed from laptop. Various other economic advisors tend to be relying on encryption in both and from the workplace. Various other programs which can be getting used to safeguard client’s information tend to be RAID degree 1 system to store information in the drives which are encrypted with WinMagic’s SecureDocs pc software. Encryption ensures that anyone who steals the pc will undoubtedly be absolutely not able to browse the information, also by linking it to a different computer system as a “slave drive. It’s offered numerous economic advisors the greatest peace of mind.
The Specific Situation:
Terasen Pipelines is a subsidiary of Terasen Inc. positioned in Vancouver, Canada and is positioned in a few provinces and U.S. says. In 2001 the organization changed its headquarters to Calgary becoming nearer to the oil. Because of the big move, the organization had a rise spurt. Because of the company in many different areas as well as the growing amounts of workers, the hour department saw a necessity locate a new system to keep much more accurate documents.
Previously Terasen had kept documents in some recoverable format in accordance with spreadsheets along with the development of the organization, this method does not work along with yesteryear. To be able to compensate for future growth, Terasen started to consider HRIS organizations to support the HR businesses. After exploring various organizations, Hewitt’s application service provider model with eCyborg was discovered becoming the right fit.
Though there was trouble adjusting to a new way of recordkeeping, Terasen could get a hold of a method that will help offer the present and future development of the organization. Fortunately, a number of the HR staff had experience working with an HRIS and could actually assist their particular colleagues imagine brand new processes, as aided by a method. One theme often voiced throughout this procedure was: “You dudes don’t know exactly how difficult we are working as soon as we causes it to be plenty much easier with a method might do some this for all of us. You never usually have to operate towards closet when it comes to staff member file in order to get standard information. It can all be at your fingertips.” (Vu, 2005). To be able to assist Terasen relieve the HR burden of applying a new hour system, the handling of Terasen was persuaded to consider a vendor to aid apply and maintain a HRIS system. This technique has assisted Terasen better get ready for present and future growth.
The Specific Situation:
Shaw’s Supermarkets could be the second largest grocery store string in New England. With a staff of 30,000 found at 180 stores throughout six says, Shaw’s HR staff is responsible for handling workers’ personal information. Their particular staff member blend includes around 70 percent part-time workers, composed of students, seniors, second-job part-timers, and career part-timers. 1 / 3rd associated with the workforce consists of union colleagues, and Shaw’s staff oversees the company’s participation with three unions and six separate agreements (Koven, 2002). To be able to assist manage the workforce, the HR staff became interested in centralizing its HR businesses.
To be able to centralize HR businesses Shaw’s decided to apply an ESS (employee self-service) answer. Employing self-service programs creates a positive scenario for HR. ESS gives HR more time to focus on strategic problems, like workforce management, succession planning, and payment management, while as well improving service to workers and managers, and ensuring that their particular information is accurate. With this specific answer, workers have actually web usage of forms, training material, benefits information alongside payroll associated information.
Shaw’s has received positive feedback since applying the ESS answer. “The reaction from our workers has-been acutely positive,” Penney, VP of Compensation and Benefits, states. “We also had an important boost in our health protection expenses, and it also was virtually a non-issue because the web enrollment showcased the program choices, the staff member price, as well as the company subsidy. A worker self-service application makes it super easy to allow them to realize their particular efforts and protection choices. We got a few e-mails from workers saying this is an excellent modification and how effortless ESS was, which the situation isn’t often when workers tend to be choosing their particular advantage choices.” (Koven, 2002). By giving the employees even more usage of their particular information they can understand advantage options avaiable in their mind. Workers are also able to update their particular information online, which helps decrease the documents of the past. Shaw’s has additionally seen enhancement in productivity because workers tend to be upgrading information home, perhaps not during work hours.
CS Stars, LLC
New York lawyer General Andrew Cuomo has launched that ny State has already reached its first settlement with an organization faced with failing woefully to notify customers as well as others that their particular personal information had gone missing. Cuomo’s workplace, which enforces the state’s 2005 Suggestions safety Breach and Notification Law, charged CS STARS LLC, a Chicago-based statements management company, with failing woefully to offer notice that it had lost an eye on a computer containing information on 540,000 New Yorkers’ workers’ comp statements.
Who owns the lost information, which was in fact when you look at the custody of CS STARS, was the New York specialized Funds Conservation Committee, a company that helps in supplying workers’ comp benefits under the state’s workers’ comp legislation. On May 9, 2006, a CS STARS staff member pointed out that a computer was missing that held private information, such as the names, details, and personal safety amounts of recipients of workers’ payment benefits. But CS Stars waited until June 29, 2006, to notify Special Funds as well as the FBI associated with the safety breach. Since the FBI declared that notice to customers might hinder its research, CS STARS waited until July 8, 2006, to send notices towards 540,000 New Yorkers affected by the breach. On July 25, 2006, the FBI determined a worker, of a cleaning contractor, had stolen the pc, as well as the missing computer system was found and restored. Also, the FBI unearthed that the data in the missing computer system was not improperly accessed.
Nyc’s Suggestions safety Breach and Notification Law, effective in December 2005, requires businesses that maintain computerized information including personal information to notify who owns the knowledge of every breach associated with the safety associated with the system immediately following breakthrough, if the personal information was, or is reasonably believed to have been, acquired by you without good consent. Regulations impacts not just businesses in their transactions making use of their clients, but businesses in their part as custodians of workers’ personal information. (Cadrain)
Without admitting to virtually any infraction of legislation, CS STARS decided to adhere to the law and ensure that proper notifications will undoubtedly be manufactured in the event of every future breach. The organization in addition decided to apply much more substantial methods relating to the safety of personal information. CS STARS will pay the lawyer General’s workplace $60,000 for expenses about this research. (Cadrain)
The Specific Situation:
IBM’s paperless web enrollment system, introduced in 1999, has proved to be successful for the organization’s 135,000 active U.S. workers as well as the company, in accordance with Cathleen Donnelly, senior communications specialist at company headquarters in Armonk, N.Y. The organization saves $1.2 million annually on publishing and mailing expenses alone, Donnelly states, as well as the workers’ takes advantageous asset of a variety of technologies to know about problems, analysis program information and access choice support tools from their particular desktop computer computer systems. (Heuring, 2002)
Among those tools, a personal health price estimator, enables workers to calculate possible out-of-pocket healthcare costs under each of the program possibilities in their mind, Donnelly states. Workers join in person and are also welcomed by name in accordance with important information regarding their particular benefits enrollment, like the due dates as soon as modifications just take effect. They automatically access health programs available in their mind, as well as the calculator lets them compare expected benefit quantities for every program.
“workers can select the healthcare solutions they expect to use in a particular year, estimate anticipated regularity of good use, and calculate possible expenses under each program option,” Donnelly states. “The feedback we’ve obtained from workers tells us this tool has actually assisted them which will make an assessment between programs according to the way they consume health solutions.” The calculator shows both IBM’s expenses as well as the staff member’s. (Heuring, 2002)
“Since we began providing web enrollment, we have discovered that workers desire web access,” Donnelly states, for them to sign on home without through the company intranet. So that the company has-been trying to put in place a web-based enrollment system that workers and retirees can access from everywhere.
Workers could possibly get summary home elevators the programs, drill into very particular details and follow backlinks towards healthcare providers for analysis. Donnelly states the device has received large scars for convenience because workers can “get in-and-out rapidly.”
The Specific Situation:
To meet up the task of dealing with 100 brand new workers, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electric paystub, electric timesheet pc software, time-off system, and human resource information system (“Tips,” 2006). These tools allowed CEO Judith Hahn to dealing with payroll procedures efficiently and successfully.
WORKSource has eight workforce facilities, with around 108 workers, found throughout a six-county region. Formerly, payroll, benefits, and recruiting for all those workers were prepared and managed by an expert company Organization. The organization comes with 52 administrative staff in its headquarters workplace. If the agreement aided by the PEO terminated on June 30, 2006, those 108 workers were instantly moved to the payroll of WORKSource, which meant Hahn’s workload above doubled effective July 2006 (“Tips,” 2006).
Hahn, in a job interview with PMR, stated she relied on LEAN to assist get a handle on exactly what had a need to transform for her to control the increased work. 2 yrs earlier on, Hahn’s CEO had introduced her to LEAN, a Japanese management idea of eliminating wasteful measures and movement when finishing processes. “I started to review as much as possible about LEAN and joined up with an HR LEAN focus group” (“Tips,” 2006).
Learning the concepts of LEAN led Hahn to develop thereby applying her very own acronym of “REASON” to her department’s payroll and HR processes. Review the method: chart payroll jobs from beginning to end. Eliminate waste: decide how to accomplish a payroll task most efficiently without unneeded measures. Analyze alternatives: analysis and evaluate the applicability of brand new technology. Offer innovations to management: document the profits on return of every development. Start the outlines of interaction: communicate openly—and often—with all stakeholders, including workers and top management. Never allow negativity: make modification simple and fun. Give workers a good amount of encouragement and time and energy to find out (“Tips,” 2006). Judith Hahn could apply the right human resource features utilizing information methods.
Toshiba The United States Health Techniques Inc.
The Specific Situation:
Lynda Morvik, director of benefits and recruiting information methods at Tustin, California-based Toshiba America Medical Systems Inc. (TAMS), thought it can add up to include a benefits interaction aspect of it. With all of the advantage information online, the TAMS staff member handbook would additionally be a full time income document, allowing Morvik which will make modifications when needed. Such was the way it is halfway through the task, when TAMS altered healthcare programs from Aetna Inc. to United Health Group Inc (Wojcik, 2004).
TAMS, an unbiased group company of Toshiba Corporation and an international foremost provider of diagnostic health imaging methods and extensive health solutions, like CT, X-ray, ultrasound, nuclear medication, MRI, and information methods, was in fact utilizing a payroll service bureau and an in-house answer for HR that did not integrate easy-to-use consolidated reporting or a worker portal. After evaluating UltiPro alongside a few enterprise resource suppliers, TAMS selected Ultimate computer software’s providing and went inhabit September 2002 after an on-time and on-budget execution. Virtually instantly upon rolling from UltiPro portal to workers, TAMS began seeing improvements, with around 70% boost in open enrollment efficiency (Wojcik, 2004).
In an attempt to increase the usage of the internet beyond the benefits enrollment procedure, TAMS has posted a collection of papers and forms on its HR portal, such as the benefits handbook, which garnered a 2004 Apex Award for publication excellence. That same year, company Insurance mag in addition gave TAMS the Electronic Benefit Communication (EBC) prize for outstanding achievement in interacting staff member benefits programs over the internet. To continue elevating its using Ultimate computer software’s HRMS/payroll answer, TAMS modified the UltiPro portal to fulfill the imaging organization’s special requirements (Wojcik, 2004). It was totally incorporated with a few proprietary programs created to deal with payment and gratification management problems to make certain that TAMS workers have actually a central place for extensive workforce and payroll information from a Web browser that they’ll access with one sign-on (Wojcik, 2004).
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