| Case Study 1: Rosic Human Resource Information System |
Apparel Company
|
| Subject: |
Restructure of HR related systems. |
| Company: |
Apparel (planning, manufacturing, retailing, wholesaling, shop management ) |
| No. of employees: |
approx. 1200 (currently 1400) |
|
|
| Previous Situation: |
|
HR information: to manage master information of employees by using package software without customization. |
|
Result of assessment: to manually save information in Excel. |
|
Payment: used package software without customization. |
|
Attendance and Absentee: used package software with some customization. |
|
|
| The reasons for restructure: |
|
They were planning to change their assessment structure. However, the package software in use would not be able to cope with such change. |
|
They were using the Attendance and Absentee system under the limitations of its' default design. Therefore they would not be able to operate their actual shift requirements without extra manual work. |
|
|
| The requirements for a vendor or system development company: |
|
They will certainly face various changes in HR management over time. Therefore, they need a partner who they can consult regarding their challenges and expect to have a long-term relationship.
|
|
|
Points for the restructure: |
|
They have to have a HR information system that guarantees flexibility and expandability to accommodate expected changes in the future.
|
|
The HR information system has to be able to support their unique HR management system requirements such as an assessment system or a shift structure model.
|
|
They want to establish bridges between their HR information system, Attendance and Absentee system and payment system. The new HR information system has to support this cross-platform integration.
|
|
|
The choices: |
|
HR Information System: ITC “Rosic HR Information System” |
|
Attendance and Absentee: Mitsubishi Electric Business System “Alive” |
|
Payment System: No change |
|
Project Management: ITC consultant (to ensure a smooth implementation and consistency among the various systems, they appointed ITC as project coordinator.)
|
|
|
The Effects: |
|
To be able to obtain precise HR information easily and in a timely manner. |
|
To be able to get rid of their enormous spread sheet templates as the HR information operation process is now standardized. |
|
To be able to provide specific HR related information to other relevant departments by employing the security settings provided. |
|
To reduce manual data input, which secures accuracy in data and leaves members much more time for planning. |
|
To enjoy the benefits of three separate systems as well as integration among them, thanks to coordination by ITC. |
|
|
The Next Step: |
|
To adjust the Rosic HR information System as company strategies evolve.
|
|
To fully utilize HR information as a tool for management and establish analysis and simulation systems.
|
|
|
