Oregon Health & Science University from Information technology point of view.
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The document discusses the implementation of HR management technologies at Oregon Health & Science University, Sony Computer Entertainment America, and Tyco International, highlighting their respective software solutions and benefits such as quicker hiring and better performance tracking. It also emphasizes that the business value of these technologies may vary by industry, while noting challenges in integration and adoption across departments. Recommendations include starting the implementation process despite challenges and customizing solutions for different departments to maintain uniformity.
Oregon Health & Science University from Information technology point of view.
- 1. Oregon Health & Science University ARCHIT, TUSHAR, AMEY,GAURAV.
- 2. Oregon Health & Science University Oregon Health & Science University (OHSU) is a public university in Oregon OHSU Adopted Oracle corp.’s iRecruitment software Part of Oracle’s Business Human Research Management (HRM)system Enables managers to request for a new employee and process applications online Saves Time Instant access to applicants Ordered for New Software like Manager Self-service Module.
- 3. Sony Computer Entertainment America Inc Sony Computer Entertainment America LLC (SCEA) is responsible for keeping PlayStation® growing and thriving in the United States, Canada and Latin America, based in San Mateo. SCEA uses Recruitment software by Workforce Logic Automate its process for hiring Contract Workers Understanding of managers to understand and comply legal distinction between contract and salaried employees
- 4. Tyco International Tyco International Ltd. is a Swiss security systems company incorporated in Switzerland, with United States operational headquarters in Princeton, New Jersey. Uses Kenexa’s Tracking Software To track employee’s Performance and promotions Software can plot employees performance on a graph to identify top performer Locate the best people to fill the key job openings and analyse what type of training they’ll require
- 5. 1. What are some business benefits of the technologies described in the case? Provide several examples beyond the mere automation of transaction oriented process. -Save time in filling an open position. This in turn saves money for the company -24/7 access to the HRMS program for employees -Ability to create reports from the HRMS programs to illustrate key factors (graphs, etc) -Assist in scheduling work shifts for employees improve efficiency -Forecast budget needs based on HR trends EXAMPLES · By using HRM technologies OHSU is filling job opening two weeks faster than it once did. · Sony Computer Entertainment America Inc by using workforce logic software is hiring managers, ensuring the easy understanding and complies with the legal distinctions between contract and salaried people. · Tyco international Ltd uses Kenexa’s Career tracker to track employee promotions and performance.
- 6. 2. Do you think the business value of these strategic HRM applications depends on the type of business a company is in, for instance, consulting, manufacturing, or professional services? Why or why not? Explain. We think the business value of the strategic HRM applications can vary depending on the type of business a company is in, but the potential value can be equal. Every Company has different working pattern. But the main theme of management is the same in all. Due to this some how they relate with each other. The HRM management technology that works in a restaurant may not work in bank. A manufacturing organization may have different way of making its human resource adjustments and different criteria to hire and keep them.
- 7. 3. What are some of the challenges and obstacles in developing and implementing HRM systems? What strategies would you recommend for companies to meet those challenges? Provide several specific recommendations Only implementing HRM technologies in an organization is not enough, they need to be integrated, with the data stored in a common repository, to get optimal value from it. And this job is not so easy. There are chances of split between different corporate departments; it has to be implemented across multiple business units running different kinds of functions. Maintaining uniformity of use among various departments is challenging. It is very time consuming, since it takes more than 5 years to change whole the system. RECOMMENDATION It takes a lot of time to implicate the software, but the most important thing is to get started. So no matter how long it takes, sooner we adopt it sooner its going to be completed. In order to control uniformity issues, organizations can develop customized HRM technologies considering every single department within organizations. And the department which is totally different, provisions can always be made for such