Benefast Partners Hris Package: Flexibility and Focus Increases Performance

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Benefast Partners HRIS Package:
Flexibility and Focus Increases Performance
Patricia Shedd
Dr. Mathew D. Gonzalez
Human Resource Information Systems (HRIS)-HRM 520
October 21, 2011

Benefast Partners HRIS Package:
Flexibility and Focus Increases Performance 1. IDENTIFY THREE CRITICAL SUCCESS FACTORS THAT BENEFAST PARTNERS SHOULD CONSIDER FOR ITS HRIS SYSTEM.

Three critical success factors that Benefast Partners should consider for its HRIS system are as follows: an analysis of its market, an improvement in its market strategy, and data analysis to guide the planning of both long term and short term goals. (Critical, 2011)
Benefast should begin with an analysis of its market and comparable institutions. They must be
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The HR professional must define the long and short term goals for its departments and align them with that of the company. Afterwards, all factors that directly or indirectly contribute or negate these goals can also be identified. The HR professional will have to use this information to decide what set of data best represents the factors that affect performance.
The data must then be categorized and organized in a view that paints the most complete and accurate representation of the different functions and processes that are modeled by the data. Data can be modeled using tables, charts, and linear regression graphs. HRIS is used to calculate data and make results. The HR is the key component to being able to interpret those results. (Human, 2011)
The HR decides what software will be beneficial to the organization so that its goals are met. He/She coordinates efforts between departments and the community. The HR must also analyze the surrounding environment and constantly make adjustments.
Finally, the nature of the HR professional leads itself into all aspects of an organization from payroll to future planning. Every step an HR professional employs to increase efficiency saves the company time and money. An effective HRIS saves the HR time and therefore it saves the company money. It frees up time for the HR professional to devote his/her energy to other projects, corporate maintenance, planning,

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