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The SAS Human Capital Management System

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Imagine that you work in the HR department which is planning to install the SAS Human Capital Management system.

Now, please help with the following questions:

1. How can you assure employees that the system will be used in an ethical and honest manner?
2. Under what conditions is it fair to use the information collected in the SAS Human Capital Management software?

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Solution Summary

Imagining to be working in the HR department which is planning to install the SAS Human Capital Management system, this solution examines how can you assure employees that the system will be used in an ethical and honest manner. It also examines under what conditions it is fair to use the information collected in the SAS Human Capital Management software. References are provided.

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1. Imagine that you work in the HR department, which is planning to install the SAS Human Capital Management system. How can you assure employees that the system will be used in an ethical and honest manner?

The employer has an obligation to find out how their employees feel about the work place and to take those feelings into consideration when making policy decisions. Some concern exists that some employers would abuse this information to "weed out" dissatisfied employees. However, the following points can quiet these concerns and others for employees:

1) By treating employees in an ethical and honest manner long before the installation of the SAS system, and continuing to do so after its implementation. Employees are by and large pretty attuned to the b.s. factor of their management and have learned to focus on deeds rather than words.

2) Although the question does not specify what information the system is intended to collect, I assume it is a standard HRIS database. That data gets used to perform functions such as payroll processing, EEO reporting, salary grade and compression analysis, responding to employee questions and concerns, providing standard reports (new hires, turnover, terminations, attendance, etc.) to management and so on. ...

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