What Does A Great Hris Do? Essay

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

HRIS is defined as a system used to obtain, store, manipulate, analyze, retrieve, and disseminate information regarding the human resources within an organization. This has lead organizations to rely heavily on HRIS as it helps them to increase their HRM effectiveness to improve their administrative efficiency, improve organizational performance, and change the way they are managed.

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

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).

Provide a detailed description of the HRIS application(s) chosen for the business. What type of HRIS might create a more efficient process for the HR function chosen? This is not a copy/paste of information from a vendor website, but an analysis and business plan to share with your customer. As the owner of your own HR consulting firm, write a 2-4 page paper that includes the following paper headings, which are denoted in all caps.

An HRIS, or human resources information system, is a technological resource enabling human resources departments to collect and maintain information related to employees, payroll, organizational structure, compensation administration, etc., in one system so the data can be easily accessed, updated, and analyzed for a multitude of general and strategic HR purposes ("Brief of HRIS",

The SR-rm-022 service request asks for the development of a new application for Riordan Manufacturing’s human resources department. According to the Apollo Group Inc. simulation (2011), Riordan Manufacturing would like to “Integrate existing variety of HR tools into a single integrated application in order to take advantage of a more sophisticated, state-of-the art, information systems technology in our Human Resources department.” Therefore, this paper will discuss the key factors required to analyze the HR system tools. The key factors required for such development are Riordan key stakeholders, Joint Application Development, Use Cases,

In today’s society when technology and management come together to better an organization’s performance, improvement is always supported by technology. There is new HR technology applications that come into the market place. When it comes to the new introduction of technology, it always means change, like simple applications that can solve one problem, and complex applications that cam fix multiple challenges.

Several processes within Riordan's Human Resource Information System (HRIS) have been identified as disjointed and Riordan wants to integrate those processes into the HRIS to create a more seamless, secure and efficient system. Manual processes as well as partially automated processes, both internal and external third party, will need to be integrated into the HRIS system to accomplish this integration goal.

1. Assess the types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS. The types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS is how it will increase a company’s administrative efficiency and/or obtain compliance support. What must also be considered is how the new HRIS will maintain organizational attention, address complexities associated with people management and managing user acceptance of the change associated with the new system.

Currently, Castle’s Family Restaurant is facing the issues of rising operational cost. Mr. Jay Morgan who is HR and Operational Manager is not able to meet all the business requirements because of the business expansion and traveling time spent in visiting every branch in a week. As an HR consultant I will analyze the business requirement and problems, followed by the recommendation on how HRIS can improve the process flow, allowing Mr. Morgan to successfully integrate his tasks from his head office.

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

Suggest three (3) efficiencies that an organization would gain from using a SAAS for its HRIS needs and three (3) inefficiencies from maintaining an MS Access-based database application.

The objective of the HRIS implementation is to centralize the many independent and disparate systems that they currently have in place so that they can facilitate employees in having more visibility over their career progression, offer transparency regarding locating qualified applicants and succession planning and automate several processes that are currently done manually. By implementing the new HRIS system GenRays will maximize operational efficiency, reduce IT costs and improve employee satisfaction all while reducing costs and increasing revenue.

Computerized software has advanced over the years to assist the HR employees in the workplace. What was once done by multiple people is now being done by one person with the assistance of software programs. The technology is so advanced and has evolved to the level that the software that we use basically does the work for us. This paper will discuss in some detail about two HRIS software products. They are Zenefits and Workable. These are two cloud based software that are used in some HR departments. Next, it will include some brief history on Zenefits and Workable software, the benefits and disadvantages of each system. Then suggest a package that would fit the needs of a growing clinic. Next, decide which system is more efficient.