Is has gone trom a basic process to convert manual intormation keeping systems into computerized systems, to the HR information

tems that are used today. Human resource professionals began to see the possibility of new applications for the computer. The idea was to

grate many of the different human resource functions. The result was the third generation of the computerized HRIS, a feature$-$rich, broad$-$

sed, self$-$contained HRIS. The third generation took systems far beyond being mere data repositories and created tools with which human

qurce professionals could do much more $($Byars$,2004).$

ny companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology

increasing numbers of employees. Terasen Pipelines moved its headquarters from Vancouver to Calgary to be closer to the oil and realized

$1$ajor growth in employees. In the past, record keeping was done on paper and with spreadsheets. Managers at Terasen realized that there

s a need to change to a more computerized system and looked into different HRIS vendors. By making the move to an HRIS system, Terasen

ble to keep more accurate records as well as better prepare for future growth. Another company that saw the benefits of keeping up with new

hnology is WORKSource lnc$.$ To meet the challenge of handling $100$ new employees. WORKSource Inc. acquired Web$-$based technology

grams from GHG Corp. like electronic pay stub, electronic timesheet software, time$-$off system, and human resource information system

ps$,"2006).$ By adapting these new programs, WORKSource was able to reduce waste and cost.

Internet is an increasingly popular way to recruit applicants, research technologies and perform other essential functions in business.

ivering human resource services online $($eHR$)$ supports more efficient collection, storage, distribution, and exchange of data $($Friesen$,2003).$

intranet is a type of network used by companies to share information to people within the organization. An intranet connects people to people

people to information and knowledge within the organization; it serves as an "information hub" for the entire organization. Most

anizations set up intranets primarily for employees, but they can extend to business partners and even customers with appropriate security

arance $($Byars & Rue, $2004).$

plications of HRIS Systems

e to the efficiency of HRIS, the systems are able to produce more effective and faster outcomes than can be done on paper. Some of the

ny applications of HRIS are: Clerical applications, applicant search expenditures, risk management, training management, training

geriences, financial planning, turnover analysis, succession planning, flexible$-$benefits administration, compliance with government

ulations, attendance reporting and analysis, human resource planning, accident reporting and prevention and strategic planning. With the

ny different applications of HRIS, it is difficult to understand how the programs benefit companies without looking at companies that have

eady benefited from such programs.

e such company is IBM. IBM has a paperless online enrollment plan for all of its employees. Not only has the online enrollment saved the

npany $1\mathrm{.}2$ million per year on printing and mailing costs, the employees enjoy working with the online plan. "Since we began offering online

ollment, we've learned that employees want web access," Donnelly $[$Senior Communications Specialist$]$ says, so they can log on at home

ner than through the company intranet. So the company has been working to put in place a web$-$based enrollment system that employees

$1$ retirees can access from anywhere $($Huering$,2003).$ By utilizing the flexible$-$benefits application HR management software has to offer, IBM

$5$ able to cut costs and give employees the freedom to discover their benefits on their own time and pace.

other company that has taken advantage of HRIS applications is Shaw's Supermarkets. In order for Shaw's to better manage its workforce,

company decided it was fime to centralize the HR operations. After looking at different options, Shaw's decided to implement an Employee

i Service $($ESS$)$ system. The use of self$-$service applications creates a positive situation for HR$.$ ESS gives HR more time to focus on

ategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving

vice to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms,

ning material, benefits information and other payroll related information $($Koven$,2002).$ By giving employees access to their personal

ormation and the ability to update or change their information as needed, HR was given more time to focus on other issues. Understanding

different applications HRIS has to offer will give companies the chance to increase employee efficiency and reduce costs.

os:$/$Www comparehris com human$-$resource$-$information$-$systems$-$