Human Resource Information Systems Essay example

Human Resource managers, and other key personnel, now have full access to the HRIS system. They will spend a quick week in their own training, acclimating themselves with the quirks of the system and becoming comfortable with common tasks. After this week has passed then a full, company wide training will take place, with the goal of accomplishing two tasks. First, to inform employees of the new HRIS system and some of it’s key features. Second, to set expectations among employees of what their responsibility and interaction with the new system will consist of. A brief mention of some of the high level

The new Human Resources Information System (HRIS) architecture will be congruent with the existing Information Technology (IT) infrastructure. Technical support will be directed and implemented from the San Jose office. Our proposal recommends a three phase approach to implementation. In the First Phase (1P), HRIS baseline requirements and increased Human Resource utility will be launched at the Riordan Corporate office in singular virtual network. Phase Two (P2) implements the HRIS baseline requirements throughout the United States. Phase Three (P3) implements the HRIS throughout the enterprise worldwide.

Riordan manufacturing has requested an upgrade to their current human resources system. They currently have several disparate tools that are patched together in order to complete HR functions. Many Excel spreadsheets are used by different parts of HR, and combining all resources into one system can provide many time saving advantages and a more reliable system over all. By reviewing who the stakeholders are and what the best information-gathering techniques are we can ensure that we collect the information for the requirements and stay within the scope of the project.

| In reference to the employee’s claim, I appreciate the vote of confidence instilled in me by allowing me to do the research on the case. It gave me the opportunity to familiarize myself with the situation, refresh on the laws, understand our current policies and in addition, it gave me the opportunity to think about strategies to mitigate this type of risk in the future. Below are my findings.

Technology is evolving more and more every day, making it nearly impossible to be employed without at least some knowledge of technology such as cell phones, computers, and the internet. As a result of the consistent increase in technology, human resource management (HRM) is evolving into a technology based function in many organizations. Several HRM services have been made available through the use of technology, changing the face of HR from a person to a portal. The practice of human resource management has drastically changed as companies provide universal access to HR services through technology and web based applications. The term E-HR refers to the use of web-based technology for human resource service delivery (Johnson, 2011).

HRIS enables the hospital 's human resource department to make a more active role in organizational planning. Computerization will make forecasting more timely, cost effective, and efficient.

Organizations have the responsibility to stay current on software and government regulations in order to keep up the growing demands of the HRIS changes. Software undergoes routine check that that are mandated by the government. This paper will discuss in some detail about the changes and new progress in technology and government guidelines that should be measured in the future requirements for modernizing or changing a HRIS system. Next, recognize three disadvantages of using interviews and focus groups for data collection that takes place during the analysis phase. Then, evaluate three critical sources of data-gathering initiatives for an HRIS needs analysis and then emphasize the advantages and disadvantages of using each source. Next, identify a system, process, or service with the anticipated future, and last create a gap analysis report that shows the discrepancies between the present and future state and prioritized needs.

Human Resource information system helped this company when they had the issue of dealing with a reduction in force. The HRIS included a comprehensive database and measurement tools to identify how the redirections would impact the company. With the HRIS, Rio Tinto was able to retain their highly skilled employees. The HRIS helped the company perform an efficient reduction in force. The role of HRIS in an organization is to make organizing and planning easier for management (Mathis et al., 2014, p. 23). The database that the HRIS provides, allows managers to see where they can eliminate employees that are not providing productivity to the organization. A HRIS can help an organization to plan their HR cost more effectively. This is because this system can have information about management, accounting, and payroll. According to Mathis et al. (2014) “The first purpose of HR technology is to improve the efficiency with which data on employees and HR activities are compiled” (p. 23). Making decisions in HR should become for efficient while using an

Changes to information in the HRIS database are currently submitted in writing by a Manager manually filling out special forms and sending them to headquarters where a payroll clerk enters the data into the system. This process can be error prone as well as slow and needs to be automated. Creating a

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

Organizationally, companies should not overburden their workforce with an overly cumbersome program that is riddled with features that they will never use. This reason has led to half of the respondents on a survey mentioned in the text that they believe the social networks have very little impact on employee retention, the speed of making decisions, or the reduction of meetings.

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

It is fairly safe to say that the internet has changed the way we operate our personal and business lives. The more current issue is that social media has changed the way we organise our social and professional calendars and the way in which we correspond with others, both business and non-business. The continuing growth of social networks such as MySpace, LinkedIn, Facebook etc. has significant ramifications for employers. In the ever advancing information age, social networks have become the newest tool of the HR manager. But just how useful can they really be to a HR manager?

Working in corporation or large companies is very popular nowadays because large companies are often with the large scale, huge capital and professional operation. Human resource has significant role in the organization. Human resource management is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to high level of performance, and ensuring that they continue to maintain their commitment to the organizational objectives. This is true regardless of the type of organization government, business, education, health, recreation, or social action. Getting and keeping good people is critical to the success of every

Human resource management’s (HRM) role is changing in business. In the past, HR was a nothing but an administrative support function, now it is a key player in a business’s strategic planning. Today HR must have the ability to manage employees in way that contributes directly to a organization’s strategic goals. This sudden paradigm shift in purpose now feeds HR manager’s need for integrated systems that also include business intelligence. As companies look for more responsive and effective systems, outdated HR systems fall to the wayside as new modern and agile systems evolve.