DETERMING HRIS
Determining HRIS Needs
HR Information Systems
Dr. Karen Golaub
May 4, 2015 Business and organizations around the world rely on human resource information systems (HRIS) to keep their business running efficiently. HRIS systems provide businesses with rapid data access, information exchange, and strategic advantage (Flynn, 2015). They can be very complex and computerized and are available from software firms, consulting firms or can be home grown. However, as technology and laws change, HRIS systems must also be fluid in order to be relevant and useful. Rapid change in technology and government regulations can make long term planning very difficult when determining if an HRIS needs to be replaced or updated. To start, the company must plan forward and decide what needs must be met as the company grows. Looking at previous market trends will not be enough. Examining trends in technology will be one of the first tasks. Just in the last decade, cloud computing and SaaS has become much more prevalent and is causing a change in how people utilize HRIS. Instead of having to purchase bulk licenses, companies are now using SaaS to power their HRIS. This means a change in computing, hosting and training. This also means that the security surrounding HRIS must be more robust and paramount, especially since identity theft and data breaches have become more common. Besides technology, when planning ahead for an HRIS, companies need to look at how government regulations and laws are changing. Privacy is becoming more and more important as the family unit and methods of document delivery are evolving. People no longer want their private information made public, even if it is only a company intranet. In addition, new government laws regarding same-sex couples and other legislation that affects benefits are happening every day. An effective HRIS will be able to handle all of these changes with ease and ensure that private information is kept
HR Information Systems
Dr. Karen Golaub
May 4, 2015 Business and organizations around the world rely on human resource information systems (HRIS) to keep their business running efficiently. HRIS systems provide businesses with rapid data access, information exchange, and strategic advantage (Flynn, 2015). They can be very complex and computerized and are available from software firms, consulting firms or can be home grown. However, as technology and laws change, HRIS systems must also be fluid in order to be relevant and useful. Rapid change in technology and government regulations can make long term planning very difficult when determining if an HRIS needs to be replaced or updated. To start, the company must plan forward and decide what needs must be met as the company grows. Looking at previous market trends will not be enough. Examining trends in technology will be one of the first tasks. Just in the last decade, cloud computing and SaaS has become much more prevalent and is causing a change in how people utilize HRIS. Instead of having to purchase bulk licenses, companies are now using SaaS to power their HRIS. This means a change in computing, hosting and training. This also means that the security surrounding HRIS must be more robust and paramount, especially since identity theft and data breaches have become more common. Besides technology, when planning ahead for an HRIS, companies need to look at how government regulations and laws are changing. Privacy is becoming more and more important as the family unit and methods of document delivery are evolving. People no longer want their private information made public, even if it is only a company intranet. In addition, new government laws regarding same-sex couples and other legislation that affects benefits are happening every day. An effective HRIS will be able to handle all of these changes with ease and ensure that private information is kept
References: Chauhan, A., Sharma, S.K., & Tyagi, T. (2011). Rose of HRIS in Improving Modern HR Operations. Review of Management, 1(2), 58-70. Flynn, S.I. (2015). Human Resource Information Systems. Human Resource Information Systems – Research Starters Business, 1. Kovach, K.A., Hughes, A.A., Fagan, P., & Maggitti, P.G. (2002). Administrative and Strategic Advantages of HRIS. Employment Relations Today (Wiley), 29(2), 43-48.