HR Intelligence technology transforms the way the job is done (page 1 of 2)

For a time, HR was almost strictly an administrative function, with HR professionals focusing the majority of their attention on completing time-intensive, repetitive tasks and serving as personal consultants to employees trying to change their billing addresses, sign-up for benefits or asking questions about their latest paychecks.

But that changed once HR organizations deployed self-service technology. Employees could find information online and do much of the administrative work of the HR organization themselves, leaving HR professionals time to focus on more strategic tasks.

Only over the last few years though, have HR groups begun to realize the value of the rich and extensive information, collected via the self-service applications and stored in their corporate databases. They've already implemented the technology and procedures to get information into the databases. Now HR organizations are becoming experts at getting that information out.

The most efficient and progressive HR organizations today are learning how to use employee data to offer better performance and career management and help individual lines of business meet specific goals and objectives. HR intelligence allows HR organizations to understand not only how to run their business operations effectively and efficiently, but how to apply the information across the entire corporation to reduce costs and increase ROI.

Software programs, such as Oracle HR Intelligence, part of Oracle Human Resource Management System (HRMS), can be layered on top of existing database programs easily and even automatically create reports. Such products can be implemented simply, without having to create new data warehouses or deploy entirely new platforms.

While the current economic climate is affecting companies' IT budgets, most companies are moving in the direction of HR intelligence, said James Holincheck, research director from Gartner.

It's precisely the slowdown that may actually be encouraging some companies to deploy HR intelligence solutions.

"One thing HR intelligence can potentially help you do is identify specific areas where you may be able to cut costs," he said. It can also help executives understand the ramifications of cost cuts. For example, if a company is reducing headcount, HR intelligence tools can help executives analyze the affects that reduction will have on the business.

Companies that are pinching pennies often aren't in the position to hire new workers, even when they need to be more productive. Analysis of current employees could help identify useful skills within the existing company. "HR intelligence solutions can help companies weather a tough economy," said Holincheck.

Using HRMS software applications, HR professionals can analyze trends and take action based on their findings. Burlington Coat Factory, the clothing retailer, uses Oracle (HRMS) and has found that automating some processes combined with the analysis capabilities of the tools are extremely helpful.

"We think it is critical to have the tools, the resources, and the data to be able to analyze how well we are utilizing and managing our human capital," said Judy Mascio, human resource director at Burlington Coat Factory.

Mascio thinks it is critical to an HR organization's success to be process efficient and have the ability to offer useful analysis to the company. The analysis and reporting tools available via the software allow Burlington's HR department to examine employee data and trends.