Determing HRIS Needs HRM 520
Determining HRIS Needs
Frankie Evans-Dees
Dr. Mary Welsh
Strayer University
Human Resource Information Systems (HRM 520)
November 1, 2014
The purpose of the HRIS is to promote superior use of data and to motivate effective decision-making for addressing daily challenges for all companies and/or organizations. All companies are now being forced to think ahead of time to keep up with changing and challenging technologies as well as monitor the ever changing environmental conditions.
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 an HRIS is how it will increase a company’s administrative efficiency and/or obtain compliance support. As well by examining the big picture of any organization’s human resources functions and its information needs in light of its overall business strategy. When an organization is determining a long-range planning, it must consider how long the plan should be and what needs are to be met. “When considering long-range planning for HRIS needs, what time frame are we talking about? Typically, Long-range planning looks beyond the present, usually focusing on needs in future 1, 5, and 10 years from now. Consequently, long range planning is something that is revisited annually” (Kavanagh, Thite & Johnson, 2012, p.102). In addition, depending on the company’s situation and needs; the planning strategy should include a continuous collection of feedback from the corporate leaders about changing data needs and improvements that will align with those needs. Despite the fact that it could be challenging for companies to assess, improve and collect data on new HRIS, it will help them to stay competitive with other companies and up-to-date with technology. Therefore, the initial planning team should make certain that the HRIS that is developing actually meets the needs, saves costs, and time when software development gets
Frankie Evans-Dees
Dr. Mary Welsh
Strayer University
Human Resource Information Systems (HRM 520)
November 1, 2014
The purpose of the HRIS is to promote superior use of data and to motivate effective decision-making for addressing daily challenges for all companies and/or organizations. All companies are now being forced to think ahead of time to keep up with changing and challenging technologies as well as monitor the ever changing environmental conditions.
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 an HRIS is how it will increase a company’s administrative efficiency and/or obtain compliance support. As well by examining the big picture of any organization’s human resources functions and its information needs in light of its overall business strategy. When an organization is determining a long-range planning, it must consider how long the plan should be and what needs are to be met. “When considering long-range planning for HRIS needs, what time frame are we talking about? Typically, Long-range planning looks beyond the present, usually focusing on needs in future 1, 5, and 10 years from now. Consequently, long range planning is something that is revisited annually” (Kavanagh, Thite & Johnson, 2012, p.102). In addition, depending on the company’s situation and needs; the planning strategy should include a continuous collection of feedback from the corporate leaders about changing data needs and improvements that will align with those needs. Despite the fact that it could be challenging for companies to assess, improve and collect data on new HRIS, it will help them to stay competitive with other companies and up-to-date with technology. Therefore, the initial planning team should make certain that the HRIS that is developing actually meets the needs, saves costs, and time when software development gets
References: Kavanagh, M. J, & Thite, M., Johnson, R. D. (2012). Human resource information systems: Basics, applications, and future directions. Thousand Oaks, CA: SAGE Publication, Inc. Kleiman, Lawrence S. (1999-2012). Human Resource Information Systems. Retrieved from http://www.referenceforbusiness.com/management/Gr-Int/Human-Resource-Information- Systems.html Wyse, Susan E., (2012). Advantages and Disadvantages of Surveys. Retrieved 29 October 2014 from http://www.snapsurveys.com/blog/advantages-disadvantages-surveys/ Work-Life Balance…A Case of Social Responsibility or Competitive Advantage? Retrieved 29 October 2014 from http://www.worklifebalance.com/assets/pdfs/casestudy.pdf