Case Based presentation on Oregon Health & Science University. what IT innovation were implemented.

1. Oregon Health &
Science University
ARCHIT, TUSHAR, AMEY,GAURAV.

2. Oregon Health & Science University
 Oregon Health & Science University (OHSU) is a
public university in Oregon
 OHSU Adopted Oracle corp.’s iRecruitment software
 Part of Oracle’s Business Human Research Management
(HRM)system
 Enables managers to request for a new employee and process
applications online
 Saves Time
 Instant access to applicants
 Ordered for New Software like Manager Self-service Module.

3. Sony Computer Entertainment
America Inc
 Sony Computer Entertainment America LLC (SCEA) is responsible for
keeping PlayStation® growing and thriving in the United States,
Canada and Latin America, based in San Mateo.
 SCEA uses Recruitment software by Workforce Logic
 Automate its process for hiring Contract Workers
 Understanding of managers to understand and comply legal
distinction between contract and salaried employees

4. Tyco International
 Tyco International Ltd. is a Swiss security systems company
incorporated in Switzerland, with United States operational
headquarters in Princeton, New Jersey.
 Uses Kenexa’s Tracking Software
 To track employee’s Performance and promotions
 Software can plot employees performance on a graph to identify
top performer
 Locate the best people to fill the key job openings and analyse
what type of training they’ll require

5. 1. What are some business benefits of the technologies
described in the case? Provide several examples beyond the
mere automation of transaction oriented process.
 -Save time in filling an open position. This in turn saves money for the company
-24/7 access to the HRMS program for employees
-Ability to create reports from the HRMS programs to illustrate key factors
(graphs, etc)
-Assist in scheduling work shifts for employees improve efficiency
-Forecast budget needs based on HR trends

EXAMPLES
 · By using HRM technologies OHSU is filling job opening two weeks faster than it
once did.
 · Sony Computer Entertainment America Inc by using workforce logic software
is hiring managers, ensuring the easy understanding and complies with the legal
distinctions between contract and salaried people.
 · Tyco international Ltd uses Kenexa’s Career tracker to track employee
promotions and performance.

6. 2. Do you think the business value of these strategic HRM applications
depends on the type of business a company is in, for instance, consulting,
manufacturing, or professional services? Why or why not? Explain.
 We think the business value of the strategic HRM applications can
vary depending on the type of business a company is in, but the
potential value can be equal. Every Company has different working
pattern.
 But the main theme of management is the same in all. Due to this
some how they relate with each other. The HRM management
technology that works in a restaurant may not work in bank. A
manufacturing organization may have different way of making its
human resource adjustments and different criteria to hire and keep
them.

7. 3. What are some of the challenges and obstacles in
developing and implementing HRM systems? What strategies
would you recommend for companies to meet those
challenges? Provide several specific recommendations
 Only implementing HRM technologies in an organization is not enough, they
need to be integrated, with the data stored in a common repository, to get
optimal value from it. And this job is not so easy.
 There are chances of split between different corporate departments; it has to
be implemented across multiple business units running different kinds of
functions. Maintaining uniformity of use among various departments is
challenging.
 It is very time consuming, since it takes more than 5 years to change whole the
system.
RECOMMENDATION
 It takes a lot of time to implicate the software, but the most important thing is to
get started. So no matter how long it takes, sooner we adopt it sooner its going
to be completed.
 In order to control uniformity issues, organizations can develop customized HRM
technologies considering every single department within organizations. And the
department which is totally different, provisions can always be made for such