Humans are not resources, they are assets    HA Information Systems hinge on alignment    Informing and aligning human assets is vital    Alignware has success frameworks in software  This module of the CLASSIFY system provides up to two hundred calculating fields per record. Although the system always holds classification and remuneration data, it can store, analyse and report a wide variety of information. Because the CLASSIFY database is, by design, person indexed, this module suits the purpose of an HAI system. Presentation graphics are also included with this module. This capability enables easy analysis of data and clear presentation of findings. The chart below shows the distribution of high technical skills in a company.   Remuneration Calculation combines with the Human Assets Information Module. Up to 200 non-evaluation related fields can be configured to perform specific calculations. One of the benefits of remuneration calculation is that it lets you see the total remuneration of an employee, starting from the base pay and adding all the employee's benefits, such as company car, health benefits, superannuation etc. In the case of benefits items, such as pension plans and company motor vehicles provided within a remuneration package, full costings can be set up within each CLASSIFY record. Remuneration calculation is normally added to the core Job/Role Evaluation module when it is necessary to analyse the company's current pay practice in terms of Total Remuneration, not just Base Remuneration. Enterprise Resource Solutions Human Resources Management Systems (HRM) are a significant part of the new Enterprise Software or Enterprise Resources Planning (ERP) market. Implementing a new style, integrated HRM system can cost a corporation many millions of dollars in licence fees and consulting costs. Nevertheless, such expenditures are increasingly seen as worthwhile solutions to the problem of how to track and manage the skills, costs and performance of the human resources of a business. The arguments for such systems are persuasive when it is observable that people costs are a growing proportion of overall costs. In many service industries, people costs are the major expenditure item, so software to track and manage human resources seems to make good sense. Old Paradigms in New Software The terminology used by the new HRM systems is indicative of the same old mental models that drove the Industrial Age. "Resources" implies that people are, as they usually were in 20th century firms, commodities - subject to a supply price and a market - just like the raw materials of production. The "M", for management, in HRM systems means the traditional, centralised command and control model. The purpose of the system is to give information to a few managers, who then orchestrate the activities of large numbers of people in what are often dumbed down jobs. The business is organised around functions and jobs, and people are fitted to jobs rather than a wide and ever-changing spectrum of value adding work existing. Sadly, many new HRM systems are structured around organisation charts and job codes, instead of around customers and value adding work. The old paradigms of humans as commodities, specialisation and division of labour, and centralised control, remain at the core of the software, however many bells and whistles it has. Human Assets As the imaginative and creative use of knowledge and information become central to wealth creation, the old idea of people as commodities is losing its relevance to business management. It is no longer efficient nor competitive to employ people to simply do what they are told. The passage of instructions and reports through long chains of command is too confusing, too slow and too demotivating. The need for alignment, commitment and the widespread use of initiative has become paramount. A cybereconomy demands anticipation and speed. A successful cyberbusiness needs all the talent, energy and enthusiasm each "whole person" can give, not the grudging compliance with duties statements and position descriptions that too often characterised the machine-like organisations of the slower paced, industrial age. Releasing people from their job description prisons and enabling them to contribute everything they are capable of as "whole persons", is a key step in changing from a business bureaucracy to a cyberbusiness. In the process, people cease to become human resources; they become human assets! A major failing of traditional HRM systems is an outdated conceptual core which does not emphasise mind capital and autonomous service solutions or support their development in any way. Instead, the old idea of gathering information about people so that managers can do a better job of directing and controlling human resources and business processes pervades much HRM software design. There is little to help nurture and tap the full talents and energies of human assets. Circulating Information & Building Synergy The purpose of a modern Human Assets Information (HAI) system is to support Human Assets Leadership (HAL). As well as concentrating and analysing information about people to facilitate effective leadership, an HAI system widely and continuously distributes information and knowledge. These strong business to person, and person to person, flows of knowledge and understanding characterise an HAI system and differentiate it from various HRM and ERP software. Importantly, a modern HAI system has, at its core, the paradigms of the 21st century and the cybereconomy. An HAI system also contains relevant tools and methodological content to help people grow and share their understanding of business and personal success. Implementing CLASSIFY as an HAI System The job evaluation and classification module of the CLASSIFY system has a measurement, rather than an alignment focus. The job evaluation module is, however, designed for implementation via the active processes that an HAI system requires. It enables first hand application of a job evaluation framework, by the people who perform the work. Such active involvement contributes to the credibility of the job size outcomes. The evaluation module of CLASSIFY is suitable for measuring the flexible roles that arise in fluid structures and new work models. Many HRM or ERP systems do not even include a job evaluation methodology; just fields to hold the evaluation data. A Person Indexed Database WORK21  The work relevance and profiling module of CLASSIFY- WORK21 - is both alignware and an important information tool for managing salary differentials during the transition to the Knowledge Value Age. This module is an example of the methodological content that distinguishes an HAI system from a traditional HRM database. WORK21 enables everyone in an organisation to categorise their predominant work and measure its future relevance, on a twenty one step scale. This information can be vital to success in the cybereconomy. Because they lack any similar methodology, HRM systems cannot alert the firms that use them to an impending lack of competitiveness in their thoroughly reengineered and quality accredited operations. Nor do they signal, as WORK21 might, that people urgently need to learn new skills and develop new capabilities in order to remain employable. Purposeful System Outcomes There are modules in the CLASSIFY system that have specific deliverables in terms of equity and credibility, savings and the elimination of salary waste, alignment and understanding, etc. In addition, the database system and the configurable, fully calculating fields (requiring no programming to set up) can deliver all that a conventional HRM might. CLASSIFY has been used to store home phone numbers, dates of birth, dates joined, qualifications, and a variety of other personnel data. The system can also store and report gender and racial data for compliance with equity in employment legislation, in various jurisdictions around the world. Fully Networkable and Secure CLASSIFY offers multi-level passwording and powerful data filtering. Together, these features enable the system to be suitably secure regarding confidential data whilst also providing wide access to, and interaction with, the information. The latter aspect is important because the function of an HAI system is to promote person to person flows of knowledge and understanding.