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In house HR systems

In large companies with in house HR systems, who is the owner of temp employee agencies? Should this information be stored in the HR system or should the HR system read the data from the finance system? What is the best practice for this?

In large companies with in house HR systems, who is the owner of temp employee agencies? Should this information be stored in the HR system or should the HR system read the data from the finance system? What is the best practice for this?
There are pros and cons in keeping non-employees data in your HR system being a large organization or a small one.

The majority of large companies keeps temp/contractors in their HR system for the purpose of handling of mass data

and automation of such data for on-boarding, termination, emergency contacts (most large company have this in place as part of their emergency planning), and web self service enable provisioning and enable data flow to internal down stream systems in automated fashion. If you are looking to enable provisioning and self service to include the temp/contractor employee group, then HR will have to own this information in the HR system. If this is the case, then HR will have to be the source of ENTRY for temp/contractor master data to feed to Fi/Co to create master data vendor for pay.

Since data privacy is on the forefront of the HR system keeping and on-going maintenance, certain HR master data for temp/contractor employee group can be limited and controlled to what your downstream systems will need to get automated.

This was first published in August 2007

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