Hris Needs
Determining HRIS Needs
HRM 517 07/24/2013
1. Assess 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 a HRIS. 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 a HRIS is how it will increase a company’s administrative efficiency and/or obtain compliance support. What must also be considered is how the new HRIS will maintain organizational attention, address complexities associated with people management and managing user acceptance of the change associated with the new system. Government regulations that should be considered in long-range planning are how the new HRIS will continue to strengthen Organizational Character (OC). The new HRIS should be in line with structuring “ethical leadership that is efficient and effective.” (Sadri,J., Chatterjee,V. (2004)).
2. Identify three (3) disadvantages (other than time) of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs. Recommend three (3) approaches to overcome the disadvantages. Three disadvantages of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs are that focus groups are controlled by the researcher and we cannot be sure how natural the interactions are, as group interview/focus groups are not only occupying an intermediate position between other qualitative, a disadvantage is present because it means that focus groups are in some sense unnatural social settings and in less structured group settings, approaches to focus groups and interviews can also become un-useful due to lack of organization.
Three approaches to overcome the disadvantages is to provide a group setting that has a secure atmosphere in which participants can
HRM 517 07/24/2013
1. Assess 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 a HRIS. 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 a HRIS is how it will increase a company’s administrative efficiency and/or obtain compliance support. What must also be considered is how the new HRIS will maintain organizational attention, address complexities associated with people management and managing user acceptance of the change associated with the new system. Government regulations that should be considered in long-range planning are how the new HRIS will continue to strengthen Organizational Character (OC). The new HRIS should be in line with structuring “ethical leadership that is efficient and effective.” (Sadri,J., Chatterjee,V. (2004)).
2. Identify three (3) disadvantages (other than time) of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs. Recommend three (3) approaches to overcome the disadvantages. Three disadvantages of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs are that focus groups are controlled by the researcher and we cannot be sure how natural the interactions are, as group interview/focus groups are not only occupying an intermediate position between other qualitative, a disadvantage is present because it means that focus groups are in some sense unnatural social settings and in less structured group settings, approaches to focus groups and interviews can also become un-useful due to lack of organization.
Three approaches to overcome the disadvantages is to provide a group setting that has a secure atmosphere in which participants can
References: Kavanagh, M., & Thite, M. (2009). Human resource information systems: Basics, applications, and future directions. Thousand Oaks, CA: SAGE Publication, Inc. Retrieved 7/24/2013 Gueutal H., & Stone, D. (2005). The brave new world of eHR: Human resources management in the digital age. San Francisco: Jossey-Bass. Dery, K., Grant, D., Wiblen, S. (2006). Human Resource Information System (HRIS): Replacing or Enhancing HRM Sadri, J., Chatterjee, V. (2004). Building organizational Character through HRIS