Systems Consideration in Hris
|Strayer university |
|Systems Consideration in HRIS |
|Week 3 Assignment – HRM520 |
| |
| |
|
Use the Internet to research and evaluate two (2) commercial HR database systems for your organization. Evaluate the advantages and disadvantages of each system and, based on your knowledge of human resources and database systems, propose one (1) package that would fit the needs of your organization. Suggest three (3) specific reasons why you would recommend that system over the other.
Human resources database software typically offers a myriad of features. Some manage hiring and training while others management benefits and performance management. Triton HR & Paycom are the 2 commercial HR database systems that I will be reviewing. After reviewing them both, I recommend Paycom as they have a seamless end-to-end HR solution that includes recruiting all the way to termination. The software addresses recruiting, on-boarding, time & attendance, payroll processing, benefits, coaching and performance management, and terminations. It is a very through system that allows for easy implementation and costs less than the Triton HR system.
Although the Triton HR system does contain many of the same features, what it lacks is the fluid
|Systems Consideration in HRIS |
|Week 3 Assignment – HRM520 |
| |
| |
|
Use the Internet to research and evaluate two (2) commercial HR database systems for your organization. Evaluate the advantages and disadvantages of each system and, based on your knowledge of human resources and database systems, propose one (1) package that would fit the needs of your organization. Suggest three (3) specific reasons why you would recommend that system over the other.
Human resources database software typically offers a myriad of features. Some manage hiring and training while others management benefits and performance management. Triton HR & Paycom are the 2 commercial HR database systems that I will be reviewing. After reviewing them both, I recommend Paycom as they have a seamless end-to-end HR solution that includes recruiting all the way to termination. The software addresses recruiting, on-boarding, time & attendance, payroll processing, benefits, coaching and performance management, and terminations. It is a very through system that allows for easy implementation and costs less than the Triton HR system.
Although the Triton HR system does contain many of the same features, what it lacks is the fluid
References: Cadrain, Diane (2007). New York: Company Settles Data Breach Charges. Retrieved July 18, 2012 from http://www.shrm.org/law/states/CMS_021505.asp#P-8_0 Capscan, 2010. Data Quality: Reality and Rhetoric. Retrieved from: http://www.grcdi.nl/capscan_survey_doc_2010.pdf July 18, 2012 Kavanagh, Michael. 2012. Human Resource Information Systems. Determining HRIS Needs. Ppg. 130-140 Regan, E., & O’Conner, B. (2002). End-user information systems: Implementing individual And work group technologies (pp. 26–28, 368–369). Upper Saddle River, NJ: Prentice Hall.