Determining Hris Needs

Abstract

Companies are trying to gain the upper hand by finding new innovative strategies to stay ahead of the competition. Vast sums of money have been invested in information technology to improve financial performance, productivity of employees, develop and cultivate its organization, along with the capability to accurately plan and forecast are all factors involved in the success of the firm. The quality of data, the ability for that data to be accessed wherever and whenever it's needed, and the relevance of that data in addressing a specific problem are a priority, in essence, effective data, and the business implications of greater access to effective data is crucial.

The significance of this analysis is to show the importance of HRIS, how technology and development have evolved, government regulations that should be taken into consideration,

And long range planning needed to implement. This analysis will also delve into the disadvantages of using interviews and focus groups for data collection during the analysis phase, and strategies to overcome it. Lastly this research will assess critical sources for gathering data, including the advantages as well as the disadvantages.

The world of technology is constantly evolving managers need to be aware of the technology that will increase effectiveness in their company. HRIS has increasingly transformed from basic, to the HRIS systems that are used today. Human resource professionals began to see the possibility of new applications for their businesses. The idea was to integrate many of the different human resource functions. The result was the third generation of the computerized HRIS, a feature-rich, broad-based, self-contained HRIS.

Many companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology and increasing numbers of employees. New systems are making it possible to keep more accurate records as well as better prepare for future growth. By adapting these new programs organizations will have the ability to reduce waste and cost.

Once technology developing organizations firmly integrated regulatory reporting requirements for employees increased significantly. Large organizations used mainframe computers to maintain organization data bases and technology based Human Resource Information Systems provided an efficient solution for the increased record-keeping and reporting required by government regulation. The human resources department became one of the most important users of the organization's computer systems, though the primary task was still record-keeping. The U.S. government has set many business regulations in place to protect employees' rights, and hold corporations accountable for the amount of power they have in this business-driven society.

Interviewing