Hr Content And The Human Resource Information System

1064 Words Feb 27th, 2015 5 Pages
Accurate, timely, and actionable Human Resource (HR) metrics are key’s to assessing HR’s contribution to organizational effectiveness. Despite the capabilities available in today’s Human Resource information System (HRIS), organizations often still use simple, cost-oriented metrics based upon the most conveniently retrieved data, rather than determining the most appropriate metrics for a given setting. With better analytics and metric skills, HR professionals can more effectively communicate the key human capital drivers of success to managers, and work with them to develop metrics that focus on business value, organizational effectiveness and return on investment (ROI) (Johnson, Gueutal, & Marler, 2012, p. 15).

HR Content and Strategy Knowledge
A key requirement for HR professionals today is to couple the specific, detailed, functional knowledge about their organization’s HR practices with an understanding of how they fit within the broader organizational strategy. This skill-set becomes even more critical for organizations implementing cloud-based solutions because these solutions are often based upon general, industry-wide best practices and are not customized for each organization’s specific needs. Without in-house HR expects, the organization not only risks adopting an unsuitable HRIS, which reduces productivity and effectiveness, but it also risks the firm essentially “outsourcing” their HR expertise to the vendor (Johnson, Gueutal, & Marler, 2012, p. 15).
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