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Human Resource Information System - HRIS


Human Resource Information Systems

The cause of this paper is to become aware of different businesses who've faced similar human resources troubles with reference to data generation. Through benchmarking exceptional agencies we will learn how different corporations have treated positive human assets troubles associated with statistics technology, records structures, new generation, and statistics protection. An average evaluation has been finished the usage of research on IBM Europe, Ameriprise Financial, Terasen Pipelines, Shaw’s Supermarkets, CS Stars LLC, IBM, WORKSource Inc., and Toshiba America Medical Systems, Inc. This paper also includes 8 synopses of groups facing comparable difficulty to those within the analyzing.

New Technology

With the converting global and regular new era that is available, managers need to be aware of the era in order to increase effectiveness of their agency. Human resource information systems (HRIS) have increasingly more transformed since it changed into first delivered at General Electric in the Nineteen Fifties. HRIS has long past from a basic technique to convert manual records keeping systems into automated systems, to the HRIS structures which might be used nowadays. Human resource specialists started to peer the opportunity of recent packages for the laptop. The concept turned into to integrate some of the special human resource capabilities. The result become the third technology of the automatic HRIS, a function-rich, large-based, self-contained HRIS. The third technology took systems far past being mere facts repositories and created equipment with which human resource specialists may want to do plenty more (Byars, 2004).

Many agencies have seen a want to convert the manner Human Resource operations are finished with a purpose to maintain up with new era and growing numbers of personnel. Terasen Pipelines moved its headquarters from Vancouver to Calgary to be towards the oil and found out a first-rate increase in personnel. In the beyond recording maintaining was completed on paper and with spreadsheets. Mangers at Terasen realized that there was a want to trade to a extra automatic system and looked into exclusive HRIS providers. By making the move to a HRIS machine, Terasen is able to keep extra correct data as well as better prepare for destiny increase. Another company that noticed the benefits of retaining up with new technology is WORKSource Inc. To meet the challenge of handling one hundred new personnel, WORKSource Inc. Acquired Web-based totally technology packages from GHG Corp. Like electronic pay stub, digital timesheet software program, time-off machine, and human resource information system (“Tips,” 2006). By adapting those new programs, WORKSource was able to reduce waste and price.

The Internet is an increasingly more popular manner to recruit applicants, research technologies and perform different vital features in commercial enterprise. Delivering human useful resource services on line (eHR) supports extra green collection, storage, distribution, and alternate of facts (Friesen, 2003). An intranet is a form of community used by businesses to proportion facts to human beings in the corporation. An intranet connects human beings to people and people to statistics and understanding within the organization; it serves as an “facts hub” for the whole corporation. Most corporations installation intranets commonly for personnel, but they could enlarge to business companions or even customers with suitable protection clearance (Byars & Rue, 2004).

Applications of HRIS

The performance of HRIS, the structures are able to produce extra effective and quicker results than may be executed on paper. Some of the numerous applications of HRIS are: Clerical packages, applicant search fees, threat control, training control, education reports, economic making plans, turnover analysis, succession making plans, flexible-advantages management, compliance with government policies, attendance reporting and analysis, human resource making plans, twist of fate reporting and prevention and strategic making plans. With the various one of a kind applications of HRIS, it's far hard to recognize how the programs advantage agencies without looking at organizations which have already benefited from such programs.

One such company is IBM. IBM has a paperless on-line enrollment plan for all of its personnel. Not simplest has the web enrollment saved the agency 1.2 million consistent with 12 months on printing and mailing fees, the personnel experience running with the online plan. "Since we commenced presenting on-line enrollment, we have found out that employees want net access," Donnelly [Senior Communications Specialist] says, that will go online at domestic as opposed to thru the corporation intranet. So the organization has been operating to install area an internet-based totally enrollment device that personnel and retirees can get right of entry to from anywhere (Huering, 2003). By making use of the bendy-blessings application HRIS has to offer, IBM changed into capable of reduce fees and give employees the liberty to discover their blessings on their very own time and pace.

Another business enterprise that has taken gain of HRIS programs is Shaw’s Supermarkets. In order for Shaw’s to better manipulate its team of workers, the business enterprise decided it turned into time to centralize the HR operations. After searching at one of a kind alternatives, Shaw’s decided to enforce an Employee Self Service (ESS) machine. The use of self-carrier programs creates a superb situation for HR. ESS offers HR extra time to focus on strategic issues, including staff control, succession planning, and repayment control, whilst at the identical time enhancing service to personnel and executives, and making sure that their information is accurate. With this answer, employees have on-line get entry to to paperwork, education cloth, advantages records and other payroll associated information (Koven, 2002). By giving personnel access to their private data and the potential to update or alternate their information as needed, HR became given greater time to focus on different issues. Understanding the extraordinary packages HRIS has to provide will supply corporations the risk to boom employee performance and reduce costs.

Measuring the Effectiveness of HRIS

The evaluation have to decide whether or not the HRIS has accomplished as much as its expectations and if the HRIS is being used to its full gain (Byars & Rue, 2004). One of the maximum large challenges confronted by using public employees executives today is measuring the overall performance of their human assets information system (HRIS) In order to justify the value-brought contribution of the HRIS to carrying out the organisation's project (Hagood & Friedman, 2002). Implementing an HRIS program may additionally appear a important stem for a agency, however unless it will likely be an effective tool for HR operations, it's going to now not assist increase efficiency and may restrict it instead.

One employer that implemented a HRIS gadget is Toshiba America Medical Systems, Inc. (TAMS). TAMS put all employee advantages facts online and created an open enrollment choice whilst TAMS modified healthcare vendors. Almost straight away upon rolling out the UltiPro portal [new HRIS technology] to personnel, TAMS commenced seeing upgrades, with an envisioned 70% growth in open enrollment efficiency (Wojcik, 2004). By figuring out the performance of the brand new program, TAMS changed into able to recognize the advantages of the new HRIS system.

Security of HRIS

The privacy of worker records has grow to be a primary issue in recent years. With identification robbery turning into a commonplace problem, personnel are becoming greater sensitive approximately who sees their personal records, and the security it's miles saved in. By making sure employee statistics this is saved inside the HRIS is applicable to the business enterprise and making sure there may be constrained get admission to (password safety) to such records, companies can make its employees extra relaxed with the protection of their facts. Whether digital or paper, worker files should be handled with exquisite care. Establishing protection and cease-user privileges requires a balance of incorporating, HR coverage, gadget knowledge and every day operations (O’Connell, 1994).

One business enterprise that faced a primary safety issue became CS Stars, LLC. CS Stars lost music of considered one of its computer systems that contained private facts that blanketed names, addresses and social security numbers of people reimbursement benefits. The bigger problem become that CS Stars did not notify the affected customers and employees about the lacking pc. Though the computer became retrieved and no statistics seemed to were harmed, many personnel lost their experience of safety with the organization. New York's Information Security Breach and Notification Law, powerful in December 2005, requires groups that maintain automatic statistics which incorporates non-public information to inform the owner of the facts of any breach of the security of the device right now following discovery, if the personal data become, or is reasonably believed to were, acquired through someone with out legitimate authorization (Cadrain, 2007).

Another organisation that skilled a breach in security is Ameriprise Financial. In late 2005, a pc that contained non-public data on customers and personnel became stolen. Because some of the personnel at Ameriprise take their computers among paintings and domestic, the agency determined there was a want to put extra security into the ones computer systems. Ameriprise made sure all employees had the new security suite established on their computer systems. By responding fast to the want for greater protection, Ameriprise made sure all information is being kept secure. Making certain personnel records is saved as at ease as possible there may be more consider inside the agency and the HR personnel working with that data.

Conclusion

IBM, Terasen Pipeline, CS Stars LCC, and Toshiba America Medical Systems, Inc. Are proper examples of agencies dealing with issues similar to human sources information era and human sources statistics structures. All of these organizations realize the importance of new technology, human assets information structures, and statistics protection. The remainder of this paper presents synopses of extra agencies dealing with human resources issues, how the employer spoke back to the problems, and the consequences of the organization’s responses.

Companies Benchmarked

IBM Europe

The Situation:

IBM is a international business enterprise supplying research, software program, hardware, IT consulting, commercial enterprise and control consulting, ring and financing. It employs round 340,000 people, speaking one hundred sixty five languages throughout seventy five countries, and serving clients in 174 international locations. In January 2007, IBM set up a separate “new media” feature within its corporate conversation department. IBM primary aim is to educate, help, and sell programs that utilize social media. IBM Europe determined to enlarge internal communication with the aid of blogging guidelines. The popularity become that blogging become already occurring amongst IBMers, just in an unregulated manner. In a comparable way, institutionalizing a function to deal mainly with new media is not a company flow, or setting up from scratch. It’s a reaction to the problems already emerging in the agency. Now that those technology are right here, humans are using them, they’re growing and there right here to stay-we’re simply going to place some shape around them in order that we are able to try to optimize their use.” The customers determine what technologies they want to use and how they need to apply them. That essential idea is that IBM is familiar with that they have to keep in mind to admire the truth that social media are social. IBM had the want to attach its 340,000 worldwide employees greater successfully.

The Response:

IBM’s motive around social media has now been formally formalized. From January 22 2007, the business enterprise installed a separate “new media” function inside its company verbal exchange department. “Its remit: To act as professional specialists inside and outside IBM on issues regarding blogs, wikis, RSS and different social media programs. The main concept is to teach, assist and promote programs that make use of those tools. IBM has a history of being a t the forefront of technology based totally corporate communique. From the multimedia brainstorming “WorldJam” that made information headlines again in 2001 in which 50,000 personnel international joined a actual time, on-line idea-sharing consultation approximately the business enterprise’s path. IMB has always prepared itself to apply breakthrough technology to establish a -way talk with its personnel. The want for social media became essential and will no longer wait.

The Outcome:

In the previous few years IBM has been identified as being the vanguard of social-media use: IBM turned into on of the first Fortune 500 groups to get at the back of collaborative wikis, published internal blogging guidelines as a ways back as 2003, and is now shifting rapid past RSS and podcasts into videocasting and “virtual global” technologies like Second Life. The intranet search facility extends to all areas of the website online, such as new media elements. When an worker logs onto their portal an executes a key phrase seek, the outcomes they get lower back no longer simplest come from the primary intranet pages, but include results from IBM boards, wikis, blogs and podcast/videocasts tags. IMB has an know-how that employees are now not staying in a enterprise their whole lives. It’s just not like that any extra. In Belgium for example over 50 percentage of two,three hundred personnel were there fewer than 5 years. The enterprise has come to the realization that with an more and more younger and cell body of workers, the likelihood is that an worker population complete of a more youthful generation, for whom these tools are element and parcel of lifestyles, isn't that far away. In future years IBM will have to deal with worker base for which running a blog is just the natural manner to have interaction over an internet platform. IBM has created centralized systems for most gear that fall beneath its remit, which includes wikis. For Philippe Borremans, new media lead Europe for IBM, has the capacity commercial enterprise programs of a wiki cowl two vast blessings: Collaborating and knowledge sharing. IBM has scored a few wonderful successes on both fronts within the close to 5000 wiki pages now up and jogging in the company. The company has been a massive choose-up in hobby in podcasting over the last 18 months writing can seem such a technical talent, whereas people experience they can talk greater freely than they are able to write. One of the most always famous IBM podcasts, with over 20,000 downloads a week.

Ameriprise Financial

The Situation:

The Department of Justice survey estimates that three.6 million U.S. Families had been victims of identification robbery in 2004. Trafficking in personal date goes beyond U.S. Borders: the New York Times reports that stolen economic statistics is regularly distributed amongst members of on-line trading boards, and the customers are often placed in Russia, Ukraine, and the Middle East. One purpose clients are involved about facts security is the significant exposure generated by breaches at financial services firm. In late December 2205, an Ameriprise Financial employee’s laptop that contained unencrypted statistics on about 230,000 customers and advisors turned into stolen from a vehicle. Other financial offerings firm, including Citigroup and Bank of America, additionally renowned large-scale purchaser records losses in 2005. President of NCS, Rita Dew, a compliance consulting firm in Delray Beach, Florida, says that the Securities and Exchange Commission calls for investment advisors to have policies and approaches that deal with the administrative, technical, and bodily safeguards related to customer facts and records.

The Response:

Ameriprise Financial had to fight back and needed to put into effect “layers of protection.” It is critical for employees who their number one commercial enterprise pc, and personnel often shipping the pc between domestic, office, and assembly websites. The vulnerability of this arrangement and the need for a safety software program application is a good deal wished.

The Outcome:

Employees who're transporting lab tops should deploy the Steganos Security Suite on their computer. This software program lets in employees to create an encrypted digital drive on the computer that serves as data garage safe. Employees stores all client associated information and tax education software database on the encrypted drive, which personnel has set up with one gigabyte of storage space. The first-rate element is that once an employee turns off the laptop the records is saved “safe”, the software routinely encrypts the virtual drive’s facts. The software program also generates encrypted backup documents, which employees save on CDs in a fireproof secure. This have to keep the records at ease if any employee’s pc is stolen or if the force is eliminated from the pc. Other financial advisors are counting on encryption each inside and outside of the workplace. Other applications which can be being used to defend patron’s information are RAID Level 1 machine to store data at the drives which are encrypted with WinMagic’s SecureDocs software. Encryption guarantees that all of us who steals the computer will be actually not able to study the statistics, even by connecting it to another pc as a “slave force. This has given many economic advisors the greatest peace of thoughts.

Terasen Pipelines

The Situation:

Terasen Pipelines is a subsidiary of Terasen Inc. Positioned in Vancouver, Canada and is placed in numerous provinces and U.S. States. In 2001 the employer changed its headquarters to Calgary to be toward the oil. With the big pass, the corporation went thru a boom spurt. With the company in lots of unique places and the developing numbers of employees, the HR department noticed a want to discover a new system to preserve greater correct facts.

The Response:

In the beyond Terasen had saved facts on paper and with spreadsheets and with the increase of the agency, this system does no longer paintings in addition to inside the beyond. In order to make amends for destiny boom, Terasen started to look into HRIS groups to help with the HR operations. After gaining knowledge of exceptional organizations, Hewitt’s application carrier issuer version with eCyborg changed into found to be the right in shape.

The Outcome:

Although there has been problem adapting to a brand new manner of recordkeeping, Terasen changed into capable of find a machine so that it will assist support the contemporary and destiny increase of the organization. Fortunately, a number of the HR personnel had revel in working with an HRIS and had been able to assist their colleagues consider new techniques, as aided by way of a device. One subject matter frequently voiced at some point of this procedure become: "You guys do not know how difficult we're running while we can make it so much less complicated with a gadget that might do a number of this for us. You do not always ought to run to the cupboard for the worker record simply to get primary facts. It can all be at your fingertips." (Vu, 2005). In order to help Terasen ease the HR burden of enforcing a brand new HR system, the control of Terasen turned into satisfied to look for a supplier to assist put into effect and keep a HRIS system. This gadget has helped Terasen higher put together for cutting-edge and destiny increase.

Shaw’s Supermarkets

The Situation:

Shaw’s Supermarkets is the second one biggest grocery store chain in New England. With a team of workers of 30,000 placed at one hundred eighty stores at some point of six states, Shaw's HR team of workers is answerable for coping with employees' personal facts. Their worker mix includes approximately 70 percentage element-time personnel, which includes college students, senior citizens, 2nd-process part-timers, and profession component-timers. One 0.33 of the workforce is made up of union associates, and Shaw's body of workers oversees the employer's involvement with 3 unions and 6 separate contracts (Koven, 2002). In order to help control the team of workers, the HR group of workers became interested in centralizing its HR operations.

The Response:

In order to centralize HR operations Shaw’s determined to put in force an ESS (employee self-provider) answer. The use of self-provider packages creates a high-quality state of affairs for HR. ESS offers HR more time to focus on strategic issues, consisting of workforce management, succession making plans, and reimbursement control, even as at the same time improving service to personnel and executives, and ensuring that their statistics is correct. With this solution, employees have on line get right of entry to to bureaucracy, education material, blessings information and different payroll associated statistics.

The Outcome:

Shaw’s has had advantageous feedback because implementing the ESS answer. "The response from our employees has been extremely wonderful," Penney, VP of Compensation and Benefits, says. "We even had a widespread growth in our medical coverage expenses, and it became nearly a non-difficulty due to the fact the web enrollment featured the plan selections, the worker price, and the corporation subsidy. An worker self-carrier software makes it very clean for them to understand their contributions and coverage options. I acquired numerous e-mails from employees announcing this was a exceptional alternate and how smooth ESS turned into, which the case isn't frequently while personnel are choosing their advantage options." (Koven, 2002). By giving the personnel more get right of entry to to their statistics they may be capable of see the advantage alternatives to be had to them. Employees also are capable of replace their statistics on-line, which facilitates reduce the paperwork of the beyond. Shaw’s has additionally seen improvement in productiveness because personnel are updating facts at home, no longer during work hours.

CS Stars, LLC

The Situation:
New York Attorney General Andrew Cuomo has introduced that New York State has reached its first agreement with a company charged with failing to inform purchasers and others that their private facts had long gone missing. Cuomo’s office, which enforces the state’s 2005 Information Security Breach and Notification Law, charged CS STARS LLC, a Chicago-based claims control company, with failing to give notice that it had lost song of a laptop containing facts on 540,000 New Yorkers’ employees’ comp claims.

The Response:

The proprietor of the misplaced data, which have been inside the custody of CS STARS, changed into the New York Special Funds Conservation Committee, an agency that assists in presenting workers’ comp benefits beneath the state’s workers' comp law. On May 9, 2006, a CS STARS worker observed that a computer became missing that held private information, inclusive of the names, addresses, and Social Security numbers of recipients of people’ compensation blessings. But CS Stars waited until June 29, 2006, to notify Special Funds and the FBI of the safety breach. Because the FBI declared that notice to clients may impede its research, CS STARS waited till July 8, 2006, to send notices to the 540,000 New Yorkers tormented by the breach. On July 25, 2006, the FBI determined an employee, of a cleaning contractor, had stolen the pc, and the missing computer became placed and recovered. In addition, the FBI discovered that the statistics on the lacking pc had now not been improperly accessed.

The Outcome:

New York's Information Security Breach and Notification Law, effective in December 2005, calls for organizations that keep computerized information which incorporates private facts to notify the proprietor of the facts of any breach of the security of the machine without delay following discovery, if the non-public statistics was, or is reasonably believed to had been, obtained with the aid of someone without legitimate authorization. The law impacts not handiest businesses of their dealings with their customers, however employers in their role as custodians of personnel’ personal records. (Cadrain)

Without admitting to any violation of law, CS STARS agreed to conform with the regulation and make sure that proper notifications might be made inside the occasion of any destiny breach. The organization also agreed to put in force greater sizeable practices relating to the safety of personal information. CS STARS pays the Attorney General’s workplace $60,000 for costs associated with this research. (Cadrain)

IBM

The Situation:

IBM's paperless on-line enrollment machine, brought in 1999, has proved to be a winner for each the organization's 135,000 energetic U.S. Employees and the employer, in step with Cathleen Donnelly, senior communications expert at company headquarters in Armonk, N.Y. The business enterprise saves $1.2 million in step with 12 months on printing and mailing prices by myself, Donnelly says, and the personnel’ can take benefit of a diffusion of technology to learn about troubles, studies application information and get right of entry to selection support gear from their desktop computer systems. (Heuring, 2002)

The Response:

One of these tools, a non-public medical fee estimator, allows personnel to calculate capacity out-of-pocket fitness care expenses below each of the plan options to be had to them, Donnelly says. Employees log in personally and are greeted by means of call and with essential records regarding their advantages enrollment, along with the time limits and whilst adjustments take effect. They automatically get access to fitness plans which can be available to them, and the calculator lets them compare predicted gain quantities for every plan.

"Employees can pick the fitness care offerings they anticipate to use in a specific 12 months, estimate anticipated frequency of use, and calculate capability charges under each plan option," Donnelly says. "The remarks that we've got obtained from employees tells us that this tool has truely helped them to make a evaluation between plans based on how they devour scientific offerings." The calculator suggests both IBM's expenses and the employee's. (Heuring, 2002)

The Outcome:

"Since we started out presenting on-line enrollment, we've got learned that employees need net get admission to," Donnelly says, that allows you to log on at home rather than via the agency intranet. So the business enterprise has been working to put in area a web-based totally enrollment device that employees and retirees can access from everywhere.

Employees can get summary data at the plans, drill down into very precise information and observe links to the fitness care providers for research. Donnelly says the gadget has acquired high marks for convenience because personnel can "get inside and outside fast."

WORKSource Inc.

The Situation:

To meet the venture of coping with 100 new employees, WORKSource Inc. Obtained Web-based era packages from GHG Corp. Like digital paystub, electronic timesheet software program, time-off machine, and human resource data device (“Tips,” 2006). These gear enabled CEO Judith Hahn to coping with payroll techniques efficaciously and successfully.

The Response:

WORKSource has 8 staff facilities, with about 108 personnel, located throughout a six-county area. Previously, payroll, blessings, and human resources for those personnel were processed and controlled by means of a Professional Employer Organization. The organisation also has 52 administrative workforce in its headquarters workplace. When the agreement with the PEO terminated on June 30, 2006, those 108 personnel have been immediately moved to the payroll of WORKSource, which meant Hahn’s workload extra than doubled powerful July 2006 (“Tips,” 2006).

Hahn, in an interview with PMR, stated she relied on LEAN to assist get a cope with on what needed to exchange for her to control the expanded workload. Two years in advance, Hahn’s CEO had delivered her to LEAN, a Japanese management concept of doing away with wasteful steps and motion when completing procedures. “I started out to read as a lot as possible about LEAN and joined an HR LEAN awareness organization” (“Tips,” 2006).

The Outcome:

Mastering the standards of LEAN led Hahn to broaden and practice her own acronym of “REASON” to her branch’s payroll and HR procedures. Review the technique: map payroll responsibilities from begin to finish. Eliminate waste: determine how to finish a payroll challenge most efficiently without pointless steps. Analyze options: studies and evaluate the applicability of new generation. Sell innovations to management: file the go back on investment of every innovation. Open the traces of conversation: communicate overtly—and regularly—with all stakeholders, which include employees and top management. Never allow negativity: make alternate easy and a laugh. Give personnel plenty of encouragement and time to study (“Tips,” 2006). Judith Hahn turned into capable of put into effect the proper human resource functions using statistics systems.

Toshiba America Medical Systems Inc.

The Situation:

Lynda Morvik, director of benefits and human assets statistics systems at Tustin, California-primarily based Toshiba America Medical Systems Inc. (TAMS), idea it would make sense to add a blessings verbal exchange thing to it. By having all of the gain facts on-line, the TAMS employee manual might also be a living report, enabling Morvik to make adjustments while necessary. Such changed into the case midway thru the mission, when TAMS modified fitness care plans from Aetna Inc. To United Health Group Inc (Wojcik, 2004).

The Response:

TAMS, an unbiased group corporation of Toshiba Corporation and a worldwide leading issuer of diagnostic clinical imaging systems and comprehensive medical answers, which includes CT, X-ray, ultrasound, nuclear medicine, MRI, and data systems, have been using a payroll carrier bureau and an in-residence answer for HR that failed to consist of smooth-to-use consolidated reporting or an worker portal. After evaluating UltiPro alongside numerous organization aid carriers, TAMS selected Ultimate Software's providing and went stay in September 2002 after an on-time and on-price range implementation. Almost at once upon rolling out the UltiPro portal to employees, TAMS started out seeing improvements, with an estimated 70% growth in open enrollment efficiency (Wojcik, 2004).

The Outcome:

In an effort to make bigger the use of the Web beyond the benefits enrollment manner, TAMS has posted a library of documents and bureaucracy on its HR portal, inclusive of the advantages guide, which garnered a 2004 Apex Award for ebook excellence. That equal 12 months, Business Insurance magazine additionally gave TAMS the Electronic Benefit Communication (EBC) award for remarkable achievement in communicating worker benefits applications over the Web. To preserve elevating its use of Ultimate Software's HRMS/payroll solution, TAMS changed the UltiPro portal to fulfill the imaging employer's unique wishes (Wojcik, 2004). It become completely integrated with several proprietary packages created to address compensation and performance management issues in order that TAMS personnel have a critical place for complete personnel and payroll facts from a Web browser that they are able to get right of entry to with a single signal-on (Wojcik, 2004).

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