Getting Back-to-Basics for Business Success
2004 Mid-Year Source Guide
SEE PAGE 23
Volume IX, Issue 3  
June/July 2004 US$10.00
IHRIM Logo
A Publication of the International Association for Human Resource Information Management • www.ihrim.org
Cover
Departments
Up.link
Susan E. Leszczewicz
Guest Editor

In My Opinion
Transfer of Learning and the Value of Training

HRMS Management Perspectives
HRIS Roles

Function Focus
The Pros and Cons of 360 Feedback

Private Eye
The Role of Transparency in Employee Privacy

Talking With
Fred Lievertz

The Back Page
HRMS, Totally Rad
FEATURES
 
Are Your Employee Surveys Worthy?
By Melanie Rembrandt
Today’s effective surveys are no longer the dreaded event of the past that made your HR life miserable. Instead, they are fun and worthwhile leadership and management tools that instigate communication and provide valuable data for your organization. You just have to find the appropriate survey solution that fits your needs, work with an experienced employment attorney pertaining to legal issues, and get leadership to take immediate action on the data received.

Protecting Your Data
By Marianne Coleman
The goal is protection and accountability for everyone. Governments have become more interested in network computing because they want secure data, thereby ensuring privacy and limiting fraud and abuse. Unfortunately, the agencies that create the regulations do not provide the software that’s necessary to comply. So it leaves corporate management teams and IT departments a lot of room to interpret the rules.

Data Reporting Needs
By David Moore
In order to adequately support the organization, the HRIS manager needs to work closely with management, end users, and other interested parties to understand their business needs, determine the appropriate delivery method, and determine what systems/tools are needed in order to support the organization. This article explores what to report, as well as how, from various perspectives: strategic, operational and regulatory.

An Optimization Project at Levi Strauss & Co.
By Ken Anderson
During the 2001 human resource planning process, significant challenges arose in obtaining the necessary data to support the process due to earlier implementation decisions and data accuracy issues. As a result, LS&Co engaged a consulting firm to assess the software implementation efforts, and make recommendations for enhancing the system to better meet their business needs. This project demonstrated that it is possible to achieve success with fairly limited resources in a challenging business environment.

2004 Mid-Year Source Guide
 
 
 
 
 
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