Human Resource Information Management System

The vendor is required to provide human resource information management system (HRIS); the new system should be cloud-based, scalable, and capable of meeting good county regulatory requirements.
- Data Ownership: Confirm that GSS owns all data, metadata, and reports generated by the software.
- Data Portability: Outline how data can be exported in the event of termination, including formats and timelines.
- Source Code Escrow (if applicable): For proprietary systems, provide options for source code escrow in case of vendor insolvency.
- Specifically, include:
• Compliance certifications (e.g., GDPR, HIPAA, SOC 2, ISO 27001).
• Indemnification clauses to protect against intellectual property claims or legal disputes.
• Liability limitations and caps for damages arising from software use
- Describe your dedicated department specifically designed for your product innovation.
- Provide a schematic diagram of the proposed system architecture.
- Provides capability to view all employees simultaneously regardless of BN association or separately by company or division
- Provides Web portal communication to all people in the organization
- Provides Web portal communication to a specific company.
- Provides for the posting of company specifics, such as policies and forms, in the Web portal.
- Provide a brief description of your recruitment and applicant management system.
- Provides a library of standard communication correspondence for printing and distribution.
- Allows users to e-mail potential interview times, applications, corporate material, and job opening status.
- Ability to predefine workflows and workflow tasks that vary according to the position being filled.
- Ability to delegate a proxy or change the owner for any specific task.
- Ability to track expected lead times vs. actual lead times to assist in planning (e.g., to determine the lead times for telephone provision is 72 hours).
- Ability to output a well-formatted completed form to hard copy print.
- Ability for hires to return and update or correct their information after the initial submission.
- Ability to vary the onboarding process workflow according to multiple candidate and position factors employee type, business unit, job function, country and Provincial, etc.
- Ability to measure the performance of the onboarding process.
- Ability to monitor the overall status of the onboarding process, providing a clear indication of “new hire readiness.”
- Ability to make completion of one task a firm prerequisite to the initiation of other tasks.
- Ability to pre-populate form fields using data provided by unified Recruitment.
- Ability to automatically notify other areas of organization of new hire (security, payroll, etc.).
- Ability to facilitate automation of new hire paperwork collection and new hire responses for all businesses within the company.
- Ability to provide electronic new hire packets, with ability to attach.
- Provide on-line support/instructions for completion of routine tasks.
- Contract Period/Term: 1 year