Specifications include, but are not limited to: a Human Resources Information System. The payroll and human resource management system selected must have robust reporting features that allow both standard out of the box reports, and custom report options that can easily be developed by internal staff, with little to no vendor intervention. Additionally, robust HR business analytics are desired to modernize processes for analyzing turnover, at-risk employees, recruiting strategies, succession planning, and other HR centric processes and data analytics. Demographic and statistical information that can be displayed in a dashboards with various permission levels based on job title or labor levels would be ideal. The system selected must also integrate with the existing Cadient Talent Hiring Management Console (HMC). When an applicant is hired through the HMC, their information currently is transmitted to the PAHR system through a nightly interface. The data is audited by the PAHR Administrator and then approved for final update. Employee data is then transmitted from PAHR back to the HMC to establish internal applicant and manager permissions. The data is also transmitted from PAHR to the WFC time and attendance system, Saba Talentspace system, and Oracle ERP system. Additionally the Disciplinary Database is linked to the PAHR system and houses employee disciplinary documentation. The selected system should have disciplinary action tracking capability that includes the ability to attach documentation and generate reports.
