IT Management Assignment help on : HRIS system
Introduction
The paper will prepare a report to the senior management of the real business scenario in an organization with respect to implementation of HRIS systems.
The researcher will help the senior management to know and to understand about the need and the identification of HRIS system in the organization.
There will be the focus on the requirements of user specification and about the methodology and approaches for evaluation.
In the later section, there will be the discussion on analysis and comparison of products and system. Thus recommendation, timeframe and requirements for making the project successful will be managed by the researcher. The performance expectations and also the strategies to support the methods of HRIS will be discussed.
Finally the paper will also cover information on vendor’s delivery, recommendations and conclusion will be discussed in the paper.
User requirements
To understand and find out the actual needs of the HRIS system, the staff needs to be more effective and they are required to maintain the data base information as well as results. This helps to complete the HRIS products so as the complete understanding of the human resource applications. This section consist details specification and information of user requirement.
The user requirements should be specified in certain roles and responsibilities such as:-
User requirement specification is the most critical task which contains clear and concise requirements. It is documented, agreed and approved from the basic level of documents. There is different level of document associated in user level. In the first level, the engineers help the user with preliminary design and help to establish certain requirements or specifications. If this function gets approved or documented, it forms the level 2 document of user requirements specifications. It is passed to the software and the programming or code writers. After the code is written, this gets passed to the individual functions. Thus, in the level 3 document, the quality of the product is maintained for accessing the software (Online.net, 2005).
Approach and methodology
The approach/methodology used to evaluate different commercial and in-house packages is as follows:-
Many companies go through the process of evaluation of HRIS packages which is either commercial or in-house packages with the help of analyst, team or managers. Payroll is a kind of approach that helps to evaluate in-house packages. The hiring process is also the good methodology that helps in the evaluation of different packages in terms of hiring, data storage, and better ways to get the work done. This will improve the efficiency of the process and also it will control the function of the business. The evaluation team will set the correction level and expectation level and also they will spend their time and effort in building the best package.
Suitability of potential systems, and identify cost-benefits, return on investment and risk
In case of real business scenario, HRIS (Human resources information system) is an effective and highly useful information technology tool and technique that use for better enhancement of the work performance of the Human resource personnel department through drastically improving in their day to day activities that determine their roles and responsibilities in the organization and also affect the whole organization performance. If compare the overall benefits this tool increase the effectiveness and efficiency level, provide more scope of opportunity to work of higher value and reduce the overall cost. The HRIS (Human resources information system) implementation procedure in the real scenario of the business require high investment despite of high investment few organization use this system for cutting HR staff, outsourcing and imposing technology. The rationale behind to implement the HIRS (Human resources information system) for day to day activities of Human resources like staffing, employees relations, design and develop compensation, trainings, employees’ benefits and development program and many more activities. Normally big organization uses this system to manage their workforce in an effective and efficient manner.
So, in conclude the above discussion provide information that as per organization structure HRIS system required. The organization uses this system to spent millions of dollars to manage their workforce and work in an effective and efficient manner. High investment carries high risk whereas the benefits proved that the system is highly cost beneficial from organization perspective that helps to enhance the organizational overall performance (Gabriele, 2010).
Recommend a product to purchase
To recommend the product to purchase, the full understanding of the HRIS requirements is necessary in the organization and it is important to understand the work or to maintain the information system and to maximize the output or the result. HRIS product could be purchased such as the payroll system, the HRIS payroll software etc. Other applications of HRIS can be purchased for the major benefits such as the accurate and the up to date work, the benefits from the code, the integrated system and other important advantages are associated with these applications and packages (Selfgrowth.com, 2012).
Functional gap of the recommended system(s) and strategies to address the gap
As in the recommend a product of purchase section provides information that what are the key things needs to be identify and understand before purchase of recommend system ‘HRIS”. The first thing is to identify and understand the user requirement that this paper completed in the first section. Another key functional thing is to understand and complete knowledge of data that will be use in the HRIS system as input for the required outcomes like payroll related data and many other HR product data. So, data management is the key success factor or essential element that needs to structured and well defined for better result and desired outcomes. In terms of functional gap the departments that provides data for the HRIS needs to understand the actual requirement, may be create functional gap within process of HRIS implementation. To address this gap required high level of analytical skills, ability and knowledge and experts who provides the data for the concerned activity in HRIS.
Implementation plan and change management issues
The implementation plan including data conversion, acceptance testing and user training are as follows:-
There are different phases of implementation:-
In the first phase of implementation, there is a requirement of analysis of the organization’s process, capabilities and technologies. In the first phase, requirement of resources, timelines and other deliverables includes in the plan. Second phase helps to gain high efficiency in the project with the help of new and advanced technology. The third stage is development stage that will help to know the required changes through the first two stages and in this stage, there will be the identification of issues to change the plan accordingly. Integration phase will be the next phase which will build high level of communication. System testing is the fifth phase where there will be complete description on the roles and responsibilities of the organization. The next stage is system training which will be provided to the team for successful HR solution. In this stage, there will be proper training given to the administration for successful changes. The final stage is the implementation stage which ensures smoothness and accuracy in the organization (Executivealliance.com, 2007).
Project timeframes and human resource requirements
The HR requirements for implementation are as follows:-
| Project | Timeframe | Requirements |
| HRIS Set-Up | 12 Months | Software license cost |
HRIS expertise6 MonthsAccountability and trainingHRIS transition6 monthsTrainingSupportRegularTechnical maintenance, solution, serviceHRIS implementation1ess time requiredProcess implementation
(Source: Hexaware.com, 2012)
The requirements of human resource that will be required for implementation of the project is as follows:-
There will be the requirement of personnel administration, e-recruitment will be easy, HR planning and control is also required for this project and the online sessions, e-recruitment will be the major improvement and experience. For proper improvement in terms of management and application, this will be the major requirement. Best practices will be required by HR management and resources to implement this project successfully (Brett, 2004).
Involvement in the HRIS project/implementation team
All the above section covers and provides sufficient information on HRIS (Human resources information system) that will be use to better enhancement of the Human resource personnel performance that impact the overall productivity of the organization. To run the project “HRIS” successfully, there are involve several key departments and people. Mainly, the functional Human resources personnel, IT (Information technology) team, MIS experts, Line management, Operational consultant, project manager (in most of cases the project manager will be part of HR department) and in apart of these key members required specialist external IT team, training coordinators and some experts. These members design the whole HRIS system as per requirement and execute in such manner that provide desired outcomes.
The rationale behind the involvement of the above members because the HR team provides required significant, accurate and complete data of employees that helps to design the required system through the internal and external IT team and experts. The project manager executive all the tasks within defined timeframe and achieve the desired outcomes (Insightcp.com, 2009).
KPI’s Contractual obligations and limitations
KPI is a tool and indicator to measure the level of performance and to realize the full potential. KPI helps to measure the relationship and also maximizes the efficiency and effectiveness of the operations. The major limitation of KPI is that- it only allows less than 128 characters for performance point.
The KPI will be as follows:-
There will be easy employee satisfaction with the better process of recruitment, thus there will be proper employee retention and also there will be high amount of percentage of employment fees. Thus there will also be the regular performance reviews in an easy manner with the help of KPI.
Information and strategy
The installation will be based on proper components of the computer, proper software and central processing unit of the computer. Thus there will be strong support and network for proper services.
To manage HRIS properly in the organization, there should be proper focus required for training for HRIS to the team. To obtain the feedback properly, the anomalies and deficiencies could be resolved accordingly (Afei.org, 2012).
Conclusion and recommendation
In the above sections consists information of HRIS (Human resource information system) that helps to understand the requirement key essential things for implementing the HRIS, the involve members and their contribution areas and the requirement of HRIS in the organization. The complete report provides clear visibility about the HRIS requirement and implementation in the organization for better enhancement of HR activities. In terms of recommendation this paper provides information that for implementation of HRIS increases the effectiveness and efficiency level of human resources personnel. So, for big organization use HRIS to manage their workforce payroll, performance and many other HR products. To implement HRIS system in an effective manner in organization required accurate, complete and significant data of employees because all key success factors depends on the collect and use data for the project.
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