Human Resource Information System

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

Full implementation should be completed in six months. The boundaries are the human resource system. Crossing over into design or inclusion of other departments such as accounting or sales would be out of scope. The business requirements are that the system is to be a single system instead of the multiple tools they are using now. The other business requirement is more vague, only stating that they would like to take advantage of more sophisticated, state-of-the-art technology. Project feasibility is determining if the technical, economical, and operational factors of the project can be accomplished under the schedule given. Technical looks at what hardware and software are available compared to what the requirements of the project are. Economic compares the cost of the overall project to what is budgeted and what can be justified by potential financial returns. Operational factors examine if the system will receive support from the people that use it and make it work (“System Development Life Cycle”, 1998).

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.

Now that we have taken a look at the minimum required hardware and software of the ADP system, let’s examine ADP as a Human Resource Information System, or HRIS for short. A great HRIS system provides critical data about the human resource function of the business as well as helping to create a follow through on the business’s mission and goals. HRIS systems help to reduce organizational costs by contributing to the efficiency of the human resource management function. HRIS systems help to automate critical human resource management functions (Chauhan, Sharma, & Tyagi, 2011, p. 58). HRIS systems contain information on employees, job and work conditions, positions, payroll and benefits, and HR events such as recruitment, training, development, performance appraisals, and terminations (Chauhan, Sharma, & Tyagi, 2011, p. 59). Although ADP offers all of these features, Federal-Mogul utilizes ADP specifically for the payroll and benefits function.

In an era that has long gone bye, machines have taken over the process of tracking an employee’s information. Thus HR will create an information specialist position(s) to input the information of an employee when he or she is first hired, then the computer will use that number to route information to the necessary programs for data storage. This business system will need to do all the tasks that once were done by the HR personnel.

* HRIS TYPE: Now that you’ve conducted some research in the previous assignment, you should have a good foundation to take the next step in your business plan. You should have a good review of the scenario, have conducted some research on HRIS systems, and now your next step is to choose a type of HRIS. Share the type of system you plan to implement to help your customer. This must be substantiated in this paper to your customer from a theoretical perspective.

The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization.

HR records encompass a wide range of data relating to individuals working in an organisation, which may be stored in a variety of media, such as computer database or paper files. There and advantages and disadvantages to both media

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.

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.

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

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).

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

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.

Technology implementation is not possible without technology learning, for the optimal utilization of digital resources, knowledge and understanding of digital tools is a prerequisite criterion. Hence to make HR professionals digital ready, there is an urgent need to make them familiar with the latest HR tools. Companies will invest a sizeable amount of their training budget in the learning and development of digital HR tools. These training programmes will primarily revolve around measurable data tools, including AI-based systems, data management, and virtual reality.