HRM 520: Determining HRIS Needs
Determining HRIS Needs
HRM 520
July 28, 2013
Determining HRIS Needs In this paper I will assess the types of changes and new developments in technology and government regulation that should be considered in long-range planning requirements for updating or replacing a HRIS. I will identify three disadvantages of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs. I will recommend three approaches to overcome these disadvantages. I will assess three critical sources of data-gathering initiatives for an HRIS needs analysis and highlight the advantages and disadvantages of using each of these sources. I will identify a process in my organization’s HRIS that could be improved …show more content…
Personnel information systems have evolved from the automated employee recordkeeping from the 1960s into more complex reporting and decision systems of today. Today, managers and employees are assuming activities once considered the domain of human resource professionals and administrative personnel. Human Resource Information Systems (HRIS) meet the needs of a number of organizational stakeholders (Ankrah, 2012). An HRIS system will give the HR management division a more strategic role in the company. Some of the capabilities of a HRIS that should be considered in long-range planning are the capabilities it will bring such as HR ad hoc reporting, legal compliance support, and data sharing and integration with other essential business …show more content…
Interviews are particularly useful for getting rich sources of information (Kavanagh, 2012). A drawback of interviews is that they are time-consuming (Kavanagh, 2012). An advantage of focus groups is that you can involve many more people in the data-gathering effort, increasing the likelihood of a more thorough analysis (Kavanagh, 2012). A disadvantage of focus groups is they take too much time to schedule and coordinate with the multiple individuals. Surveys and online tools are a good source because they can be done in a timely and efficient manner. A disadvantage of surveys and online tools is that you lose the two-way exchange that interviews and focus groups
HRM 520
July 28, 2013
Determining HRIS Needs In this paper I will assess the types of changes and new developments in technology and government regulation that should be considered in long-range planning requirements for updating or replacing a HRIS. I will identify three disadvantages of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs. I will recommend three approaches to overcome these disadvantages. I will assess three critical sources of data-gathering initiatives for an HRIS needs analysis and highlight the advantages and disadvantages of using each of these sources. I will identify a process in my organization’s HRIS that could be improved …show more content…
Personnel information systems have evolved from the automated employee recordkeeping from the 1960s into more complex reporting and decision systems of today. Today, managers and employees are assuming activities once considered the domain of human resource professionals and administrative personnel. Human Resource Information Systems (HRIS) meet the needs of a number of organizational stakeholders (Ankrah, 2012). An HRIS system will give the HR management division a more strategic role in the company. Some of the capabilities of a HRIS that should be considered in long-range planning are the capabilities it will bring such as HR ad hoc reporting, legal compliance support, and data sharing and integration with other essential business …show more content…
Interviews are particularly useful for getting rich sources of information (Kavanagh, 2012). A drawback of interviews is that they are time-consuming (Kavanagh, 2012). An advantage of focus groups is that you can involve many more people in the data-gathering effort, increasing the likelihood of a more thorough analysis (Kavanagh, 2012). A disadvantage of focus groups is they take too much time to schedule and coordinate with the multiple individuals. Surveys and online tools are a good source because they can be done in a timely and efficient manner. A disadvantage of surveys and online tools is that you lose the two-way exchange that interviews and focus groups