Determining HRIS Needs

Determining HRIS Needs

Introduction

Human Resource Information System (HRIS) have now become one of the most indispensable tools for many businesses. It is a software package that replaces the need of manual data inputting and tracking of the employees. It is the interaction between human resources management and information technology. It is an efficient and cost effective way of keeping the records. HRIS records the employee's personal and job related information. Although, HRIS is an operational tool in an organization; however, with the passage of time, it is used in strategy formulation and implementation by the organizations (Thite & Kavanagh, 2000).

Discussion

Considerations in Formulating Long-Range HRIS

Government imperative and Stakeholders requirements carry implications in managing the workforce. The primary purpose of implementing HRIS system is to utilize the data effectively so that it facilitates effective decision making in addressing daily challenges. However, as the world is progressing and technology is advancing, organizations have to think ahead of time and in order to align with the business realms; they need to advance in technology. Organizations should continuously evaluate management practices and current technology in relation to the current dynamic environment and should device strategies to deal with it (Thite & Kavanagh, 2000).

When updating or replacing the human resource information system (HRIS), it is vital that organizations acquire knowledge of new technology, governmental regulation, and the need of the organization. In organizing the long-range plan, organizations need to assess the timeframe of the plane and the needs that should be assess. Human resource should evaluate the long term plan against the environment changing context and the organization's long term strategy. Organizations should critically evaluate the state of affairs, and the needs of the organization and the HR system should accordingly set strategies. They should assess the information from the premier leaders and the governmental representatives concerning changing data, need of replacement of HRIS system and strategies designed to implement this change (McPhee, 2011).

Disadvantages of Focus Group and Interviews

Organizations in the current system are trying to gain efficiency in the processes. Hence, for this reason they are engaged in finding alternative strategies to stay ahead of the competition. However, focus group is the group selected for the interview and the results are based on the information provided by them only. The disadvantages of using focus group and interview are that the result might be susceptible to facilitator bias (Thite & Kavanagh, 2000). At the individual assessment level, results might deviate from the authenticity, and it might be subjected to biases.

In addition, at the individual level, credible information is hard to extract. Thus, the information is changed, and the results might not collide with other groups. Therefore, when the need of the HRIS system is determined, these disadvantages of assessing information play a pivotal role. The result does not match the original context, and they might be subjected to biases. However, HRIS is the most effective way of conducting administrative and management operations; thus, the need of HRIS system must ...