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Chapter 6
• Attracting, selecting, and hiring new employees using information from résumés, references,
and personal interviews
• Communicating information regarding new positions and hires throughout the organization

and beyond
160 • Ensuring that employees have the proper education, training, and certification to successfully

complete their duties
• Handling issues related to employee conduct

• Making sure employees understand the responsibilities of their jobs
• Reviewing employee performance and determining salary increases and bonuses

• Managing the salary and benefits provided to each employee and confirming that the proper
benefits are disbursed to new and current employees

• Communicating changes in salaries, benefits, or policies to employees
• Supporting management plans for changes in the organization (expansion, retirements,

reorganizations, and so on) so competent employees are available to support business
processes

Ensuring that these tasks are accomplished and that valid human resources-related information

is communicated throughout the organization requires a system that effectively controls the flow of

information. In this chapter, we will explore the role of an integrated information system in human

resources.

PROBLEMS WITH FITTER’S HUMAN RESOURCES PROCESSES

Fitter Snacker’s has just three employees in its Human Resources Department, and some
problems arise simply because of the large number and variety of department
responsibilities (from hiring and firing to managing health benefits) as well as the number
of people with whom Human Resources interacts. A lack of integration among all
departments often results in inaccurate, out-of-date, and inconsistent information.
As with Fitter’s other departments, Human Resources’ information systems are not
well integrated with the company’s other information systems. The department relies

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