Preliminary report to Senior Management

Preliminary Report to Senior Management

Introduction

With the continuous change in the world and novel tools that is offered, managers require to be responsive of the technological changes that will boost efficiency in their business. Human resource information systems (HRIS) have gradually more altered, in view of the fact that it was first launched at General Electric in the year1950 ((Byars, 2004). Human Resource Information System (HRIS) is considered to be very significant for Human Resource Management (HRM) because the functions of HRIS progresses HRM with respect to analytical purposes and administrative purposes. HRIS has moved from a critical procedure to change instructional data keeping schemes into mechanized schemes, to the HRIS arrangements that are employed at present. IBM Europe employed HRIS sequentially to link their 340,000 worldwide human resources throughout ground-breaking and involving novel company-focused societal medium (Byars, 2004).

Current Strengths and Weakness of Existing HRIS

Strengths

Existing HRIS is capable to generate presentations and reports for a business

By employing the flexible-gains application HRIS has to present, IBM was capable to cut expenses and give employees the liberty to determine their gains on their own time and swiftness.

IBM HRIS system is comprised of all the relevant information of the initiatives of human resources involving the explanations of hiring and recruiting process.

It holds the results related to all annual performance appraisals and the penalizing actions towards team members, as well

IBM has a paperless online staffing plan for all of its workers.

Weakness

The confidentiality of worker data has turn out to be a most important concern in current years. With individuality thievery turning out to be a general dilemma, employees of IBM are getting more susceptible in relation to who sees their personal account, and the safety measures it is maintained in.

Existing HRIS includes human error while the input of information.

The high cost of technology that is required to update the Human Resource system of the organization.

Technology and computer specialists are highly demanded with the knowledge and expertise of general information technology and to search for a qualified and skilled specialist with human resources well-designed area seems to be problematic (Bondarouk, 2009).

Organizational Objectives

Following are the key factors that are motivating this decision to implement an HRIS:

Lack of current system

Current solution is not up dated.

More employees are added by the company.

The transactions of attendance are seemed to be complicated.

The current system is not doing its functions well.

A well-organized employees and payroll scheme receptive to staff requirements (Koven, 2002).

The problems that would occur, if the company will not implement a new HRIS would be the productivity loss and the loss of skilled and talented employees. The added values that will be brought by the implementation of new system bring in organization will be the capability to develop information that seems to be impossible with the existing system, the existing practices will be up graded, the performance will be speed-up and the cost will be low (Bondarouk, 2009).

Business Case to Implement a HRIS for the First Time within the Organization

HR Information Systems (HRIS) plays a ...