| What are your people worth? | | | | being stored insecurely in outdated filing cabinets. |
| "PEOPLE ARE OUR MOST IMPORTANT ASSET." | | | | Implementing a proven document management solution |
| How many times have you heard that? More | | | | would positively affect the following areas of an HR |
| important, how many times upon hearing it have you | | | | document lifecycle: |
| nodded politely and then changed the subject to | | | | - Creation - Documents are created on web forms, |
| something more, ah, important? Human resources | | | | not Paper. |
| receives far more lip service than respect, but | | | | - Distribution - Documents are distributed electronically |
| economic factors factors are making HR the subject | | | | via rules based routing, not manually. |
| of some truly substantive executive discussions-and | | | | - Storage - Documents are securely stored |
| expenditures | | | | electronically, not on someone's desk or filing cabinet. |
| Human resources as a lowly cost center | | | | - Retrieval - Documents are retrieved from a desktop |
| The Human resource department is traditionally | | | | with the correct security clearance, not after a manual |
| inundated with excessive hard and soft costs. This | | | | expedition to records room. |
| single department is a necessary evil. HR is not part of | | | | - Security and Compliance - Multiple levels of |
| any company's core line of business, which creates | | | | passwords and rights restrictions secure documents, |
| these hard and soft costs. These costs revolve | | | | as well as automatic audits trails, and not inaccurate |
| around management of documents for each | | | | fallible manual efforts. |
| employee. If the career of an employee is broken up | | | | Benefits of Automating the HR Process |
| into 3 phases, HR's document lifecycle looks like the | | | | *Improved Management - All HR related information is |
| following: | | | | available on-line providing managers more information |
| -Pre-employment: 15 to 20 documents including - job | | | | to base their employee management decisions. |
| description, application, search agency contract, | | | | *Increased HR Manager Productivity - Human |
| interview checklist. | | | | Resource's self-service capabilities reduce inquiries to |
| -Employment: 14 to 18 one time and 3 to 5 annual | | | | HR from employees and managers, freeing HR |
| documents including - nondisclosure, non-compete, | | | | managers for other tasks. |
| handbook acceptance, performance reviews. | | | | *Lower Administrative Costs - Document |
| -Post-Employment: 3 to 6 documents including - | | | | transportation costs are eliminated, as are the cost of |
| termination, COBRA election, exit interview. | | | | physical storage space: office space, filing cabinets, |
| The above documents, and many others travel | | | | offsite storage, microfiche equipment, etc. Clerical time |
| extensively through out an organization during the | | | | is no longer spent looking for lost or misfiled |
| career of a single employee. A simple example is the | | | | documents. |
| interview process. A manger generates a request to | | | | *Leverage Existing ERP Investments - HR managers, |
| fill any open position on a preprinted form. That request | | | | line managers and employees continue to use their |
| is manually distributed to upper management for | | | | existing ERP interface and tools, assuring rapid |
| approval. Once approved, the request is manually | | | | adoption of the optimized processes and reduced |
| distributed to the HR department. As applicants submit | | | | training time. |
| resumes, qualified prospects are manually distributed to | | | | *Improved Control and Compliance - With the system's |
| managers for interviews. Manual notes are taken and | | | | workflow enforcing accountability and all actions |
| then the interview checklist is manually distributed back | | | | automatically recorded in an audit trail, compliance with |
| to the HR department to repeat the same process for | | | | corporate standards and legal regulations is improved. |
| as many interviews as it takes to fill the position. | | | | *Enhanced Security -Human Resources restricts |
| This repetitive back and forth flow of HR documents | | | | access to personnel file information, enabling |
| is only interrupted by the monumental task of physically | | | | adherence to regulations such as HIPAA and EEOC. |
| filling, tracking, and securing these documents. Most | | | | *Smoother Audits - With all HR related documentation |
| companies will have independent filing cabinets | | | | available on-line from within the ERP system, internal |
| containing documents, such as resumes, letters of | | | | and external audits are completed in less time with |
| recommendation, performance reviews, and more, for | | | | fewer people affected. |
| each employee. Some organizations will have another | | | | What Are You Waiting For? |
| set of filing cabinets dedicated to medical benefit | | | | As you can see, fallacies behind the phrase "business |
| documentation. Managing multiple sets of records | | | | as usual" are not immediately apparent. When |
| requires clerical support and administrative overhead. | | | | companies take the time to look for ways to improve |
| The Human Resources Department is outmanned. | | | | business, these problems are discovered, especially |
| Studies indicate that there are 85 employees for | | | | when it comes to Human Resources. Managing |
| every 1 Human Resources representative. Every year | | | | documents will make your business run more |
| these numbers become even more lopsided by 3 to | | | | efficiently. Moving from a manual process to an |
| 5%. This coupled with the fact that everyemployee | | | | electronic process leads to a better managed, more |
| has a permanent file containing between 32 to 44 | | | | profitable business. What are you waiting for? Let us |
| documents, proves that Human Resources is drowning | | | | help you uncover your hidden document costs. |
| in paper. | | | | What Next? |
| Throwing HR a Lifesaver | | | | Cornerstone Communications has helped over 800 |
| Human Resources can be saved. Document | | | | CFOs streamline their document processes. We do |
| Management solutions were specifically designed to | | | | not know your specific situation or if we can help you. |
| handle the overwhelming flow of paper. HR | | | | Contact us today to explore how document |
| documents no longer have to originate in a paper | | | | management might affect your company's Human |
| format. They no longer have to be manually distributed | | | | Resource process. |
| back inforth through the organization. They are free of | | | | Call: 1.888.427. |