Human Resources Information TechnologySystems

"The key to the integrity and ease of maintenance of your decision support applications is to have a repository of high-quality, stable data. The data warehouse is an ideal foundation for building these data marts. The data warehouse contains the basic ingredients that ensure the success of your strategic analytical environment’" (Inmon, Imhoff &amp. Sousa,2001, p.190)
"The data mart is customized or summarized data that is derived from a data warehouse and tailored to support the specific analytical requirements of a given business unit of business function’" (p. 195)
These three references summarize the purpose of a business information system architecture that can provide analytic resources for key business decision making while facilitating data input required for daily business operational functions such as payroll, benefits, etc.
&nbsp.Presently, low-level data input is being accomplished by high-level employees thus wasting the time of that personnel. i.e. simple data input that the employee him/herself could input on a real-time basis is now being input from paper records by HR personnel. This generates repetitive, time-wasting tasks and introduces more chances for data errors and escapes. There are also disparate databases which make data mining and analysis more inefficient than it should be. On a functional level, this system of disparate, non-centralized databases requires employees to access multiple sites to gain the information required for a single task such as processing a new employee.
All of these factors create indirectly, and often unrecognized, costs to the business.
Objectives:
1. Establish a single HR data warehouse that extracts and normalizes data from multiple input sources to provide user-defined reports that expedite data mining and analysis of data pertinent to the specific function of that user. Specific business unit and/or departmental data marts can also be created from this data warehouse.
2. Synergize this data warehouse with an integrated On-Line Transaction Processing (OLTP) system so that data is retained for analysis by business administrators while supplying operational business functions such as payroll and benefits with the basic data required to perform those functions.
3. Format collected data in a way that can be used by other key collateral business functions such as benefits and Human Resources.
4. Provide a facility for employees to not only input their own data (ex. Time expense, changes in personal data, etc.) but also be able to retrieve and review their own data in real-time on the organization’s intranet.
5. Integrate and streamline HR requirements for recruitment by creating a central depository of applicant information including copies of their resumes.
6. "Mistake Proof" data entry by establishing input metadata that requires the employee to input correctly formatted data (i.e. numbers for number fields, text for text fields, etc.) and complete information (compulsory fields that will not allow saving the information until they are completed).
7. Establish a scalable system that can grow with the needs of the business by providing predictive analysis of future data requirements.