Posts Tagged ‘HRIS’

Performance Records Go To Hanger-51

February 12, 2010 7 comments

President Obama wants to computerize and standardize all medical records within the next 5 years.  An ambition some call audacious and others call imperative.  Proponents suggest that Electronic Medical Records (EMR) technologies would, among other things,  ultimately facilitate a higher standard of care to patients.  Essentially, an integrated system would allow a patient to accumulate a comprehensive medical history that could be accessed at a moment’s notice by healthcare professionals wherever and whenever.  Change your primary care physician? Doesn’t matter.  Out of town with a medical emergency? No worries.  Want to give your neurologist a peek at your cardiologist’s notes? Consider it done.  Are there privacy issues? Yep…and others.  But doesn’t it make sense that the people being paid top dollar to manage your health have the complete picture of what works, what doesn’t, what’s strong, what’s not? Sure does to me.

So what if we could do the same thing with employee performance records?  What if we could standardize at least a piece of those records so the data could be transferrable to new employers? Shouldn’t your development continue where it left off at the old employer?  Seems to me that your new boss would like the opportunity to really understand your weaknesses (as opposed to whatever canned answer you gave him/her during your interview.)  Seems that might actually give him/her a chance to address them head-on before they creep up somewhere down the road and hinder everybody’s progress.  It would also give him/her a chance to quickly highlight and truly leverage your strengths.  Tim Sackett and Fistful of Talent had an interesting post the other day about carrying the “hickeys” of workplace transgressions around with you from job to job.  I’m not sure any one has to see your hickey until you’re actually on the job.  And as long as there was some understanding that they couldn’t kick you out for having a hickey (after all, we’ve all had them) then why not just get them out in the open? 

I think about the many years of performance reviews I had with my former employers.  It kind of bums me out that those are just sitting in a box somewhere in a storage room…worthless to anything I’m doing today.  Electronic Performance Records (EPR)…hmmmmmmmm.

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I Dunno, Look it up Online

October 15, 2009 Leave a comment

operatorI’ve come across several discussions re: HR’s unwillingness to provide timely responses to routine requests.  We may be better at using technology to put information at our employee’s finger tips, but that doesn’t give us an excuse for not treating them like…well, people.  Do we want to condition our employees to use on-line/self-service/HRIS resources more directly?  Of course.   But it doesn’t mean we shouldn’t hold their hands from time to time.  To some extent this falls under the heading of “you can’t win for trying” – we’re expected to leverage technology on one hand, but then asked to maintain the customer-centric focus on the other.  We’re not the only ones dealing with that dilemma, though.  Just ask your average call center manager.  One thing they’ll tell you for sure: higher user satisfaction scores come from 1) a timely response by a live individual, b) a knowledgeable person on the other end with information at their finger tips, and 3) closed cases – sending the caller off with answers.  Don’t be afraid to tell the employee “hey, you can get that stuff online at_____, but let me get it for you while you’ve got me.”  They are either going to respectfully decline and get the info themselves or they are going to patiently wait while you get it.  Either way, they leave satisfied.  I know, Customer Service 101……or is it?

Shouldn’t ‘Paperwork’ be an Obsolete Reference?

October 13, 2009 Leave a comment

paperworkI did a quick search on Twitter today re: “HR Paperwork” and a bunch of stuff came up.  Did the same re: “Accounting Paperwork” and “Marketing Paperwork” and “IT Paperwork” and not a whole lot surfaced.  Granted, most of the HR paperwork tweets related to new jobs, onboarding, etc, but it related to paperwork none the less.  It wasn’t unusual either for the tweet to include the word “hate” or “tired” or “dread.”  Why oh why do we insist on so much damn paper in HR…and why is that paperwork often so confusing?  Beyond I9s, W4s, and the other regulated stuff, do we really need everything else?  Why isn’t the entire onboarding process automated?  How many of us still use hardcopy performance assessment forms?  Do you require hardcopy status change requests/leaves, etc?  Why?  Even if you don’t have a robust ERP or HRIS, technology can still be leveraged to help our people get back to what they are paid to do (and it ain’t fillin’ out paperwork).  Just ask yourself, “do we really need this?” or “is there another way to get this?” or “can I at least fill some of this out for them…”