Campuses are currently following different strategies with respect to satisfying HR system needs. A number are considering purchasing systems to supplement the Payroll/Personnel system to meet some or all unmet needs; others have developed local systems to satisfy unmet needs. From a policy perspective, the issue to be considered is whether a common solution to satisfying HR needs at all campuses is desirable. Some advantages and disadvantages of a common approach are presented below for consideration.

ADVANTAGES

1. A common HR system across all campuses should create economies and efficiencies in terms of acquisition/development and on going maintenance.
2. Since the University has one Payroll system and Payroll and HR and closely aligned functions, similar approaches (i.e., common systems) should provide dividends in terms of on going support.
3. The use of a common HR system would facilitate development of a common interface to the University’s existing Payroll/Personnel system

DISADVANTAGES

1. Campuses have different needs in the HR area, as evidenced by the variety of systems and approaches to meeting HR system needs across the University
2. Some campuses have HR systems which they would not want to replace with a common University system
3. Selection and implementation of a common HR system could/would take longer than campus specific implementations. Similarly, on going maintenance support would take longer to accomplish since the needs of all campuses would have to be considered before specifying needed system maintenance.