HUMAN RESOURCE INFORMATION SYSTEMS SURVEY - NOVEMBER 2007 
 
Introduction This survey was first conducted in December 2004, and it was decided to update the survey partly to inform the work of the London boroughs Workforce Intelligence Group, and also as a response to the London boroughs Heads of HR network and their ongoing interest in shared services. A link to an online questionnaire was sent to all thirty-three boroughs and twentyseven submitted a return equating to a response rate of 82%. Full detailed responses by borough have not been provided due to issues of confidentiality. 

Summary 
 
Northgate ResourceLink is the most common HRIS used by the surveyed boroughs followed by Trent (Midland) and SAP. See below for the full details: Table 1: Human Resource Information Systems HRIS System Number of boroughs 
% of boroughs 

| Northgate ResourceLink    |   8  | 30%    |
|---------------------------|------|--------|
| Trent (Midland)           |   5  | 19%    |
| SAP                       |   5  | 19%    |
| Cyborg                    |   2  | 7%     |
| Oracle                    |   2  | 7%     |
| Northgate Empower (PWA)   |   1  | 4%     |
| Selima Vision             |   1  | 4%     |
| Delphi Millennium         |   1  | 4%     |
| PS Enterprise             |   1  | 4%     |
| Interact                  |   1  | 4%     |

 Boroughs were also asked to specify the date when the current contract for their HRIS will expire, and the dates ranged from 2008 to 2014, with the most common date being 2012. A significant number of boroughs had an ongoing/rolling contract or didn't know (see chart 1). Just over 69% of the responding boroughs HRIS are integrated with other IT systems, with the most common being finance and payroll. The most common areas that the boroughs use their HRIS for is absence management, and payroll, followed by managing diversity and workforce/HR planning. Full results are detailed below in table 2. Other areas that boroughs use their HRIS for include establishment control, health and safety, ID cards, organisational charting, job evaluation, career history, occupational health referrals and accidents/assaults. 

% of boroughs 
| Absence management               | 96%    |
|----------------------------------|--------|
| Payroll                          | 96%    |
| Managing diversity               | 78%    |
| Workforce/HR planning            | 78%    |
| Recruitment and selection        | 67%    |
| Training and development         | 67%    |
| Expenses                         | 59%    |
| HR strategy                      | 52%    |
| Reward                           | 48%    |
| Appraisal performance management | 44%    |
| Knowledge management             | 30%    |
| Communication                    | 22%    |
| Succession planning              | 22%    |

 
The length of the current contract for the HRIS ranges immensely from one year to ten years, with the most common being four to five years (see chart 2) The vast majority of boroughs HRIS (93% - 25 boroughs) have the capacity for self service. Of these 25 boroughs 12 (48%) have actually implemented self-service.  
 
If you have any queries regarding any part of this survey please contact paul.warren@londoncouncils.gov.uk (020 7934 9913)