A Lawson Guide: Understanding what GHR Really Does
Imagine you’ve just spent the last three weeks recruiting and interviewing a promising new candidate for a crucial role on your team. In the past, they would likely have spent their first week, or more, filling out paperwork that then would be copied into various systems and stored away in metal filing cabinets behind lock and key.
With Global Human Resources (GHR) that process is greatly simplified.
Instead of spending days filling out paperwork, the data you’ve collected during the recruiting and interview process is automatically populated into their new employee HR record when you make the decision to bring them onboard. And any additional data? They can enter it themselves, via a highly flexible HTML5 web-based self-service system.
And as tasks are completed, updates are automatically triggered in any other appropriate Infor HCM solutions. No more duplicate data entry. No more painful paperwork. Way less room for human error.
That’s because GHR serves as a central repository for data, serving as the core HR system of record. This allows for easier interoperability and keeps important data seamlessly synced between tools, allowing you to maximize functionality and efficiency.
Global Human Resources: How it Fits Into the Bigger Picture
Lawson is a complex system, with each of the pieces fitting together to provide important HR functionality. And in order to leverage the system properly, you need to understand the role each piece plays… But figuring that out isn’t always easy, especially when you add in that different pieces are required for different versions of the software and should be integrated at different points when upgrading.
GHR was introduced over a decade ago, as part of Infor’s Human Capital Management suite, and has since come to play an increasingly important role.
As a system of record, using GHR means important data is available when — and where — you need it, so you can better leverage information related to your workforce when making decisions about your most important resource: your people.
According to Infor, there are six key information types GHR tracks (and then a few secondary data types it can also manage):
- Person System of Record: Stores and automates personnel actions and record-keeping.
- Benefits: Projects costs and handles benefit administration.
- Absence Management and Time Entry: Sets up and maintains different types of leave, including custom plans by assignment, role, or location.
- Employee/Manager Self Service: Allow managers and employees access to update data directly to reduce demand on your HR team.
- Position Budget Management: Manages staffing costs by monitoring actual versus budgeted employee or applicant changes.
- Occupational Health, Employee Safety, Employee Relations: Helps implement and manage programs in each of these core areas to reduce exposure and limit unwanted legal challenges.
In addition to these core benefits, the system can store data on reporting structure, supervisory structure, competency framework and more with the flexibility to configure forms, workflows, and usability to meet a wide variety of industry and regional needs.
Upgrading GHR & A Look at LTM
Many of these features have been added gradually over time, as new upgrades have been released. If you implemented Lawson a few versions ago, some of this functionality will be new to you.
In fact, many Lawson clients don’t realize the new functionality available in GHR until they decide to upgrade Lawson Talent Management (LTM). Upgrading GHR is required before you can move to the latest version of LTM — at which point they may be pleasantly surprised by the new options and interface that’s available.
In addition to the features mentions above, the latest version comes packed with changes to make the system more user friendly and efficient. Out of the box, it includes new reporting features, snapshots of what the system looked like on specific dates in the past or is forecasted to look like in the future, an employee relations manager, and more.
The most important thing to consider when implementing or upgrading GHR is the symbiotic relationship that it has with other Lawson applications. Keep in mind that the fields and data you create in GHR will affect the data that flows into other apps.
Think of GHR like the center flower bud and Talent Acquisition, Performance Management, Goal Management, Compensation Management, Succession Management and Development Planning like the petals.
Interested in diving deeping into what LTM could do for you? Check out our white paper here.