HR System Survey
Post on 07-Feb-2016
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HR System Survey
LawNet, Inc.
Tracey Baetzel Director, Information
Services Honigman
Detroit, Michigan
Goals for the discussion
Present survey results Clarify terminology Discuss technology trends and issues facing
HR administrators in law firms
Evolution of HR Systems in Law Firms
Accounting Litigation support and other databases Records Document management Other large volume transaction processing
systems
Historical Problems Implementing HR Systems in Law Firms
Finding the right people to do the job
- Transaction processing not a strength in HR
- Process management not a strength in HR
- Database - IS and Accounting do not have
strengths in HR processes and information requirements
Historical Problems (cont.)
Finding the right software to do the job– Commercial programs prohibitively expensive– Customization is resource intensive– Scope of transactions and relatively low volume
makes cost justification difficult
Today’s Problem with HR Systemsin Law Firms
Industry standards for software less evolved than with other functions
Integration with other legal applications difficult
Increasing burdens on HR departments to track and report extensive data on people and benefits
Whither, LawNet HR Survey?
Find out what other firms are doing Collaborate with other firms to identify and
develop best practices with regard to HR system development
Collaborate with leading vendors to communicate requirements of legal verticals
Leading HRIS Systems in US Law Firms
26% use ADP (adp.com) 11.5% use ABRA Suite (abra.com) 9% use Ceridian (ceridian.com, advertises
Canadian and European solutions on website)
8% use custom solutions (Excel, Access, SQL)
3.5% use PeopleSoft
International HRIS System Use
6% of US firms use the same HRIS software in international offices
8% of US firms do not use the same HRIS software in international offices
Address and phone number formats and currency conversions are key issues
71% not applicable
Primary uses of HRIS data
87% Core information 71% Payroll 67% Benefits 44% Payroll integration 22% Recruiting 21% Skills and performance evaluations 14% Training Course Information
Other Uses of HRIS Data
Vacation and sick leave ADA, FMLA, EEO tracking and reporting Secretarial assignments Emergency information Address history Company assets (e.g., computer, Blackberry) Access information (parking and door cards)
Customization Requirements
25% customize their HRIS system to support:
-Bar Information (date admitted, #, etc.)
-Clerkship information
-Partnership information
-Practice area information
-Foreign language
-Leadership roles
HRIS Reporting Capabilities
62% satisfied 26% not satisfied
– Difficulty creating new reports
– “Canned” reports all have to be modified
– Inaccurate data, especially for attendance and payroll purposes
HRIS Responsibility by Dept
53% Human Resources 25% Administration 17% Accounting/Finance 5% IS
HRIS Responsibility by Level
Director or Manager Specialist or Assistant
Problems with HRIS Chain of Command
Coordinating information flow between departments
Data upkeep and timing issues Structuring information to generate an
accurate head count figure Maintaining confidentiality and moving
forward on developments
Satisfaction with benefits modules
20% of firms are very satisfied with the benefits capabilities of their HRIS
43% are satisfied with their benefits capabilities
16% are not satisfied – Reasons cited were sparse (no functionality, not
able to get reports, lack of know-how)
Payroll
20% of firms handle it in house 80% of firms outsource
ADP and Ceridian are the leading vendors Paychex, PDS Vista, Pay Day, Micropay,
Ultipro, PowerPay, Cognicase, Pro-Business were also cited
Electronic Timesheets
40% of firms use electronic timesheet software
60% of firms do not
ADP’s eTime was the leading vendor
Others cited include DTE, Kronos, Omega, Stromberg, Infinitime and CCH ProSystems
Intranets
57% of firms have an intranet 43% of firms do not
E-learning tools
29% of firms use e-learning tools for training 67% do not Leading programs: Elementk.com, TutorPro,
Microsoft Tutorial, WebEx, Savvy Training videos
The majority of those using e-learning tools rate the programs as excellent or good
Firm University
29% of firms have one 71% do not
Programs range from formal tracked course offerings which are part of an integrated professional development series to informal mini course offerings and “lunch and learn” sessions.
Training Rewards Program
8% of firms offer training rewards– Gifts– Certificates– Credits which are tallied for compensation
91% do not
Assessment of Technical Skills for Secretaries
66% of firms assess technical skills prior to hiring
34% do not
Technical assessment tools include: Skill Check software, Qwiz testing software
Training Budgets
Based on per person amount Based on last year’s budget Based on new year’s projects Don’t budget
Whither, Training and the Changing Role of the Trainer
Link to strategic use of technology Focus on what people do not what software
does What is the standard for skills? Are traditional learning approaches
appropriate? – Trainer as learning facilitator– Build teams and connect people through training
Biggest challenges today
Tactical– Train people to use new systems– Find a good package– Understaffing in HR– Getting senior management buy in– Identifying required skills
Challenges (cont.)
Strategic– Converting current processes to use new
technology– Creating a single data source– Integration of disparate systems– Provide information to employees that leads to
improved performance and more efficient operation
Greatest Opportunities
Tactical– Self service for Benefits – E-training– Conference room scheduling– Skills tracking– Performance and disciplinary tracking– Screening and recruiting– Electronic time sheets– Comp schedules
Opportunities
Strategic– Workflow– People management and teambuilding
“First you measure, then you manage.”
Peter Drucker
Technology and HR Intersect
Prescription for Action
Build bridges with Accounting and IS
-Invite to occasional staff meetings
-Find out how they would approach your technology issues
-Use those ideas to develop a plan of action
Prescription (cont.)
Set 1, 2, and 3 year goals and build a budget for HRIS – Identify the working team and time estimates for
staff budget– Identify possible equipment and software needs
for capital budget– Identify need for vendor consulting or custom
programming for operating budget
Prescription (cont.)
Be divas and prima donnas– Talk to the right people about your plan, do a
presentation for the technology committee or management
– Sell the HR system as a future cornerstone of the firm’s technology platform
– Use your influence to get the people, skills and money you need to carry out your plan
Prescription (cont.)
Collaborate and communicate special needs to vendors– Work from the top down (that is, don’t be too
granular in specifying requirements)– Keep the list short– Start with something small and simple and do it
really, really well before moving on
Discussion and Questions
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