1. What are some of the business benefits of the technologies described in the case? Provide several examples beyond the mere automation of transaction-oriented processes.
2. Do you think the business value of these strategic HRM applications depends on the type of business a company is in, for instance, consulting, manufacturing, or professional services? Why or why not? Explain.
3. What are some of the challenges and obstacles in developing and implementing HRM systems? Are these unique to this type of system? What strategies would you recommend for companies to meet those challenges? Provide several specific recommendations.

“Our people are our most valuable asset.” How many times have you heard that company slogan? In recent years, HR departments have focused their technology efforts on driving down costs by automating or outsourcing nonstrategic, transaction-oriented processes such as benefits enrollment and payroll. As a result, many employees can now do a number of things online that used to require the intervention of HR staff, such as viewing pay stubs, changing personal information, or enrolling for benefits.