Employee handbooks and directories.
Streaming audio and video for orientation, training, employee communication, etc. Personal Web pages to help the organization track information and knowledge.
Employees can update their personnel records directly into the HRMS.
A records update triggers other actions, such as a benefits check, HMO selection, W-4 status, etc.
Spreadsheet files and basic electronic forms allow managers to store performance reviews, but don't allow them to automate the process and tap into data for decision making.
Electronic performance reviews track performance, set goals and coach staff. They can also suggest language that could minimize the odds of a lawsuit.
Account balances for 401(k) and stock purchase plan.
Ability to conduct actual trades and shift assets online, often through a third party provider.
View benefits selections online.
Participate in open enrollment.
Electronic course enrollment and some training and distance learning materials available online.
The ability to conduct comprehensive skills inventories and then slot employees into training to fit the needs of the organization. Sophisticated workflow process that automates employee sign-up, ensuring that workers receive appropriate course materials. Notifies managers of an employee's progress, and maintains organizational charts and secession planning based on links to data residing in various HRMS software.
Limited ability for employees to view real-time payroll and W-4 data.
Up-to-date electronic pay stubs and W-4 data is available online.
Limited ability to share benchmarking and best-practices data, particularly among departments.
Highly automated best-practices systems that aggregate and manage data from various departments and divisions.
Workforce, September 1998, Vol. 77, No. 9, p. 74.