| What are your people worth?"PEOPLE ARE
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| OUR MOST IMPORTANT ASSET." How many times
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| | Creation - Documents are created on web
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| have you heard that? More important, how
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| | forms, not Paper.
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| many times upon hearing it have you
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| nodded politely and then changed the
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| | Distribution - Documents are distributed
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| subject to something more, ah, important?
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| | electronically via rules based routing,
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| Human resources receives far more lip
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| | not manually.
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| service than respect, but economic
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| factors factors are making HR the subject
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| | Storage - Documents are securely stored
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| of some truly substantive executive
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| | electronically, not on someone's desk or
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| discussions-and expenditures.
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| | filing cabinet.
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| Human resources as a lowly cost center
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| | Retrieval - Documents are retrieved from
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| The Human resource department is
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| | a desktop with the correct security
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| traditionally inundated with excessive
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| | clearance, not after a manual expedition
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| hard and soft costs. This single
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| | to records room.
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| department is a necessary evil. HR is
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| | Security and Compliance - Multiple
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| not part of any company's core line of
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| | levels of passwords and rights
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| business, which creates these hard and
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| | restrictions secure documents, as well as
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| soft costs. These costs revolve around
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| | automatic audits trails, and not
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| management of documents for each
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| | inaccurate fallible manual efforts.
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| employee. If the career of an employee
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| | Benefits of Automating the HR Process
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| is broken up into 3 phases, HR's document
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| | Improved Management - All HR related
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| lifecycle looks like the following:
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| | information is available on-line
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| Pre-employment: 15 to 20 documents
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| | providing managers more information to
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| including - job description, application,
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| | base their employee management decisions.
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| search agency contract, interview
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| checklist
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| | Increased HR Manager Productivity -
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| Employment: 14 to 18 one-time, and 3 to
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| | Human Resource's self-service
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| 5 annual documents including -
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| | capabilities reduce inquiries to HR from
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| nondisclosure, non-compete, handbook
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| | employees and managers, freeing HR
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| acceptance, performance reviews
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| | managers for other tasks.
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| Post-Employment: 3 to 6 documents
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| | Lower Administrative Costs - Document
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| including - termination, COBRA election,
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| | transportation costs are eliminated, as
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| exit interview.
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| | are the cost of physical storage space:
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| The above documents, and many others
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| | office space, filing cabinets, offsite
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| travel extensively throughout an
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| | storage, microfiche equipment, etc.
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| organization during the career of a
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| | Clerical time is no longer spent looking
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| single employee. A simple example is the
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| | for lost or misfiled documents.
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| interview process. A manger generates a
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| | Leverage Existing ERP Investments - HR
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| request to fill any open position on a
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| | managers, line managers and employees
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| preprinted form. That request is
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| | continue to use their existing ERP
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| manually distributed to upper management
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| | interface and tools, assuring rapid
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| for approval. Once approved, the request
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| | adoption of the optimized processes and
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| is manually distributed to the HR
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| | reduced training time.
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| department. As applicants submit
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| | Improved Control and Compliance - With
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| resumes, qualified prospects are manually
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| | the system's workflow enforcing
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| distributed to managers for interviews.
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| | accountability and all actions
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| Manual notes are taken and then the
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| | automatically recorded in an audit trail,
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| interview checklist is manually
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| | compliance with corporate standards and
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| distributed back to the HR department to
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| | legal regulations is improved.
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| repeat the same process for as many
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| | Enhanced Security - Human Resources
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| interviews as it takes to fill the
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| | restricts access to personnel file
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| position.This repetitive back and forth
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| | information, enabling adherence to
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| flow of HR documents is only interrupted
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| | regulations such as HIPAA and EEOC.
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| by the monumental task of physically
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| | Smoother Audits - With all HR related
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| filling, tracking, and securing these
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| | documentation available on-line from
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| documents. Most companies will have
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| | within the ERP system, internal and
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| independent filing cabinets containing
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| | external audits are completed in less
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| documents, such as resumes, letters of
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| | time with fewer people affected.
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| recommendation, performance reviews, and
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| | What Are You Waiting For?As you can
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| more, for each employee. Some
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| | see, fallacies behind the phrase
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| organizations will have another set of
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| | "business as usual" are not immediately
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| filing cabinets dedicated to medical
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| | apparent. When companies take the time
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| benefit documentation. Managing multiple
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| | to look for ways to improve business,
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| sets of records requires clerical support
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| | these problems are discovered, especially
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| and administrative overhead.
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| | when it comes to Human Resources.
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| The Human Resources Department is
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| | Managing documents will make your
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| outmanned. Studies indicate that there
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| | business run more efficiently. Moving
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| are 85 employees for every 1 Human
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| | from a manual process to an electronic
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| Resources representative. Every year
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| | process leads to a better managed, more
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| these numbers become even more lopsided
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| | profitable business. What are you
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| by 3 to 5%. This coupled with the fact
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| | waiting for? Let us help you uncover
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| that every employee has a permanent file
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| | your hidden document costs.
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| containing between 32 to 44 documents,
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| | What Next?
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| proves that Human Resources is drowning
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| | Cornerstone Communications has helped
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| in paper.
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| | over 800 CFOs streamline their document
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| Throwing HR a Lifesaver
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| | processes. We do not know your specific
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| Human Resources can be saved. Document
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| | situation or if we can help you. Contact
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| Management solutions were specifically
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| | us today to explore how document
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| designed to handle the overwhelming flow
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| | management might affect your company's
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| of paper. HR documents no longer have to
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| | Human Resource process.About Us:
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| originate in a paper format. They no
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| | Cornerstone Communications specializes
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| longer have to be manually distributed
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| | in document management and cost reduction
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| back in forth through the organization.
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| | strategies. We help our clients reduce
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| They are free of being stored insecurely
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| | the costs of creating, distributing, and
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| in outdated filing cabinets.Implementing
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| | storing business documents. We can
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| a proven document management solution
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| | typically reduce document related costs
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| would positively affect the following
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| | 60%-96%. As a result, our clients are
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| areas of an HR document lifecycle:
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| | more profitable and more efficient.
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