Introduction
Human Resource Information Systems (HRIS) can provide an organization a wide variety of functionalities that improve the productivity of the HR department while supporting the desires and requirements of the rest of the organization. However, organizations need to ensure that the costs associated with the HRIS is justified. Organizations spend on average $1,300.000 annually to maintain and administer HRIS and their portals (Gueutal, 2005). In a competitive market all project investments need to show positive return-on-investment (ROI) or the project risks not being funded. Human Resource departments know that a new HRIS will create time savings and support in gathering more accurate information but they have a difficult time placing dollar amounts to cost saving that a new system will provide the organization. The first step is for an organization to research current HRIS capabilities and determine where technology will be in the next five to ten years. After the organization has a good grasp of those capabilities, the project needs to develop a Project Charter which defines the requirements and parameters of the project. This will assist the HRIS project team in avoiding scope creep and focus the established requirements for the project to be successful. This paper will explore the long-range considerations a HRIS project teams should consider, the advantages and disadvantages in gathering information through interviews and focus groups and recommendations to mitigate those approaches, assess critical sources of data-gather initiatives for a HRIS, and discuss a current HRIS system and discuss how the system could improve the process.
Long-range HRIS System Consideration
HRISs are similar to other projects that c...
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... project team short changes the planning process; the execution phase will be more costly, project will likely take longer, and the project success is jeopardized.
Works Cited
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Unattributed, (2013). Choosing Data-gathering Methods for Your Projects, Retrieved November 09, 2013 from internet site http://uic.edu/depts/crwg/cwitguide/04_EvalGuide_STAGE2.pdf
Kavanagh, M. J., Thite, M., Johnson, D. J., (2012). Human Resource Information Systems, Thousand Oaks, CA; SAGE Publications, Inc.
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
The drawbacks to these types of programs are very few. They all streamline the processes of employee compensation, time keeping, benefit schedule and timeframes for evaluations for improving productivity. These chores used to be done by hand, filed by hand, and updated by hand, this could be, depending on the size of the company and the number of employees, a daunting task, expensive in and of itself. However, having said that these programs make an HR professionals’ life a bit easier, one would tend to think about those individuals in the workforce who are not computer literate and therefore may be unable to access such programs. It is true that time will correct this situation as most school age children today have learned computer literacy but until then a solution must be made available for this factor. Other than the problem of the computer illiteracy these programs are viable and a valuable tool to help in sust...
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
The implementation phase of the System Development Life Cycle (SDLC) is the most perplexing and crucial part of the project. Riordan Manufacturing has carefully chosen the stakeholders to ensure implementation of the Human Resources system. Going forward, a decision needs to be made in regards to what departments get the system installed first to last. The first group to use this new HR system will be the Information Technology department, followed by Human Resources. Going in this order will be the most strategic in gaining acceptance and will also train the IT folks how to use it so they can support it the end users. Lastly the remaining departments will have the software pushed to the workstations, one group at a time.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill.
Summary Statement: This paper examines in detail HR function and its implications in an organization. The paper discusses how the HR function is handled in an organization. The paper explains what are the efficient ways to use it in an organization, its division and supervision strategies. Human resource function is the process by which the HR manager can ensure that the organization has correct number of employees with correct skills in present or in the future to meet the organization’s strategic business objectives. For example, if an organization plans to expand into new markets or to provide new services in the near future, the HR manager should develop a HR plan to measure how many new employees should be hired? What skills should the employees have? When should the recruitment start? How will this plan affect the existing employees? Does any Government regulation that should be consider? These are only a few of the many considerations in formulating an effective HR function The advent of knowledge economy requires companies to form a new concept of HR, that is, the human- oriented concept. Globalization refers to the development of an economy and any forms of governance that span much of the world. It means the integration of markets across the entire world and the increasing tendency for people, corporations and states to operate in or across national boundaries. By these exercises, the performance theory concludes that there may be some linkages within a broad view of performance which could explore causal links between HR and performance. In addition to Guest’s review on HR and performance, there is a growing body of literatures that support the correlation between high performance as a result of HR practice and vari...
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2014). Fundamentals of Human Resource Management (5th ed). New York, NY: McGraw Hill Education
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
The selection process may start with the planning of how the EHR system will be supported (Elizabeth, 2009). At times, the implementing team can identify the various goals and then select an EHR system that supports the goals. In the selection process, the leadership team also makes a consideration of how the EHR will affect the workflows in the organization. This is a good proof that the EHR is not just a simple project. It is a big program that is implemented with a purpose of changing the organization. Its environment is complex and dynamic, and it must be managed in the context of changing the organization operations (How to Implement EHRs).
Reed, S. M. & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification study guide. (4th ed.). Indianapolis, IN: John Wiley & Sons.
Ensuring that EHRs are successfully implemented within the healthcare organization is a critical role of healthcare administrators. (Freel, 2012) However, technology is not exclusive to EHRs. To be a well versed healthcare administrator I will need to broaden my skills to incorporate information and make evidence-based
In the contemporary scenario organizations rely upon technological advancement and innovation in the field of Information Technology. Human resource information system (HRIS) or human resource management system (HRMS), is basically an intersection of human resources and information technology through a HR software solution. The Human Resource Information System is software for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. The goal of HRIS is to merge the different parts of human resource, including payroll, labor productivity, and benefit management into a less capital intensive system than the mainframes used to manage activities in the past.
The HR Department will have the capability of evaluating appropriate candidates for position, by reviewing resumes online, in person or email, also in a timely manner. Other important components that the new technology will enhance, is managing pperformance, attendance and absence records. The new system will allow the HR Department to be proactive tracking reasons of absence, developing job descriptions, employee evaluation and employment relations.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174