388 Human Resources Management for Public and Nonprofi t Organizations
HRIS can also lead to the outsourcing of the HRM function. Many
small nonprofi ts and local governments lack the organizational capacity
to develop and administer HRM programs and fi nd it less expensive to
outsource HRM functions than hire new employees with expertise and
invest in technology. Even large public employers may choose to outsource
the HRM function. Florida, for example, entered a deal with an informa-
tion management fi rm to handle some of the state ’ s HRM responsibilities.
The Florida Department of Management Services decided that replac-
ing and continually updating its HRIS was too expensive. It felt that it
would be more cost - effective to outsource some of its HR functions. State
employees use a self - service Web portal to manage changes of address,
dependents, emergency contacts, marital status, and other personal infor-
mation. The portal is also used to enroll in benefi t programs and access
benefi t information. As a result of the outsourcing, some state employees
were displaced, and others have expressed concerns about the security
of records. The state contracted with Convergys, which subcontracted
with GDXdata, which used subcontractors in India. State employees were
notifi ed that their personal information was sent offshore and processed
by companies in India, Barbados, and possibly China, and the security of
their information could not be guaranteed. After the uproar from state
employees and state offi cials, Convergys agreed to a one - year credit protec-
tion program for state employees with fi fty thousand dollars of insurance
for any state worker whose bank or credit accounts are raided by identity
thieves (C otterell, 2006).Electronic Human Resources Management
Electronic human resources management (eHR) is used to enhance human
resources processes such as job analysis, recruitment, selection, training,
performance management, and compensation. Data can be collected for
job analysis from employees and supervisors from online questionnaires.
Data can be summarized and job descriptions can be created. Some of the
systems can convert the data to a job evaluation form and create job evalu-
ation point scores for use in compensation systems. Many agencies now
use Web - based portal systems to post job openings and screen resumes.
E - recruiting systems can be used to track applicants and provide them
with virtual job previews. Some organizations are using e - selection systems
to assess job applicants ’ KSAOCs, manage applicant fl ow, and evaluate