| Case Study 2: Rosic Human Resource Information System |
| Subject: |
Introduce HR Strategic Iinformation System |
| Company: |
Calbee Co Ltd (confectionery manufacturing, wholesaling) |
| No. of employees: |
approx. 3,000 |
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| Previous Situation: |
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Using HR package software - ERP package with customization
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| The reasons for introducing HR Strategic Information System: |
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Usability of HR package software did not allow the HR department to utilize its' data to develop their strategies. They had to spend a lot of time to edit HR data by hand.
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The HR department prioritized educating their employees as their main objective. In order to do this, they had to collect related information, make reports and analyze current situation in a timely manner.
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| The requirements for a vendor or system development company: |
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To be able to meet their unique requirements.
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To be able to meet the deadline and complete introduction within the budget. |
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Points for the restructure: |
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They have to have a HR information system that guarantees flexibility and expandability to accommodate expected changes in the future.
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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.
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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.
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The choices: |
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They chose ITC Rosic HR Information System after receiving submissions from four HR information system vendors. |
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The reasons for the choice are as follows: |
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ITC can develop the reports and outputs they required to a high level. |
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The core package is very user friendly. |
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ITC understands various technologies, including ERP HR system and Lotus Notes/Domino, currently used by Calbee. |
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ITC takes full responsibility for system customization as the product developer. |
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The Effects: |
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To be able to obtain reports with one or two clicks of the mouse, previously this would have been a time-consuming manual operation. |
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To have in place the new reporting system they required.
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To have easy access to photos of employees.
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To make specific data available to specific managers according to their required tasks, (secured by a solid security structure). |
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The Next Step: |
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To systemize assessment processes and collect data digitally so that they can analyze that data from various points of view in a timely manner. |
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To allow specific managers restricted access to information to help them manage their members based on empirical data.
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To develop a personnel growth simulation system.
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To develop an HR cost simulation system. |
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