Traditional HR Record-Keeping Systems
Traditional HR record keeping systems are designed to capture limited labour relations case information, such as the status of a case and its eventual outcome, for record keeping purposes only. Typically, case information is only updated after the action has taken place or after the case has been completed. This means that the information included in these reports is always after-the -fact.
Using a system that captures limited labour relations case information after-the-fact adds little value. Processes are still manual, and you’re getting very little return for a whole lot of investment.