The purpose of this paper is to identify other companies who have faced similar human resources issues in regards to information technology. Through employee data bench marking different companies we can learn how other companies have handled certain human resources issues related to information technology, information systems, new technology, and data security. An overall analysis has been completed using research on IBM Europe, Americanism Financial, Teaser employee data Pipelines, Shaw’s Supermarkets, CS Stars LL, IBM, Work Source Inc., and Toshiba America Medical Systems, Inc. This paper also includes eight synopses of companies facing similar issue employee data to those in the reading.

With the changing world and constant new employee data technology that is available, managers need to be aware of the technology that will increase effectiveness in their company. Human resource information systems (HRS) have increasingly transformed since it was first introduced at General Electric in the 1950s. HRS has gone from a basic process to convert manual information keeping systems into computerized systems, to the HRS systems that are used today. Human resource professionals began to see the possibility of new applications for the computer. The idea was to integrate many of the different human resource functions. The result was the third employee data generation of the computerized HRS, a feature-rich, broad-based, self-contained HRS.

The third generation took systems far beyond employee data being mere data repositories and created tools with which human resource professionals could do much more (Byers, 2004). Many companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology and increasing employee data numbers of employees. Teaser Pipelines moved its headquarters from Vancouver to Calgary to be closer to the oil and realized a major growth in employees. In the past recording keeping was done on paper and with spreadsheets. Mangers at Teaser realized that there was a need to change to a more computerized system and employee data looked into different HRS vendors. By making the move to a HRS system, Teaser is able to keep more accurate records as well as better prepare for future growth.