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PAGE PAGE 132 FULLY AUTOMATED HUMAN RESOURCE INFORMATION SYSTEM Background Companies are starting to focus more on one of their hidden strategic weapons - their people. This increased focus has brought a spotlight to the importance of the human resource processes and how to more effectively address and support the functions associated with an employee’s life cycle during his or her tenure with a company. Some of these changes are reflected in companies reengineering the Human Resource trio -- Payroll, Personnel and Benefits. Best practices companies are addressing Human Resource functions with new organizations, redefined strategies, new systems, and outsourcing. The new organizations are creating centralized teams of personnel, payroll, and benefits employees. This is done to maximize an employee’s effectiveness and efficiency in the duties performed. Companies are also outsourcing transaction based processing which is not consistent with their core competencies. For example, many companies are outsourcing the payroll function to other companies that can process the payroll information quickly, accurately and for less cost. Software and hardware vendors are expanding their products to provide new vehicles for data input and output. One such expansion is a voice response unit (VRU). A VRU, such as the one used by Arthur Andersen throughout North America for its benefits function, is simply a system which allows data to be entered with a phone rather than with a keyboard. An employee can use a phone to enter in his or her benefits information. The level of help available over the phone can be as explicit as the situation demands (i.e. descriptions of all options, different languages, etc.). As the information is entered, the data is saved in the computer system in exactly the same format as data from a keyboard is saved. Arthur Andersen prepared a presentation of its own VRU, “The Andersen Benefits System”, which can be found on page 24 of the Appe