Human Resource Information Systems

In today's work environment, organizations are looking for ways to increase efficiency in all areas of the company. A large part of a company's success depends on the performance of the human resources department. Human resource information systems (HRIS) are becoming a critical piece in the management of employee information like applicant data, payroll, performance appraisals and a multitude of other areas. Selecting the appropriate HRIS system means determining the specific needs of the organization and what features will help meet current and long-term goals while also controlling costs.

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.

There are a number of HRIS systems that a company can choose from. Paycom is a cloud-based application that offers streamlined employment processes. This system covers employees from recruiting all the way through termination. With this system, candidates can submit their application online and the data is automatically populated throughout the entire system, thus eliminating the redundancy of multiple data entry. HR can conduct employee background checks and other on-boarding tasks with ease. Employees are also provided with a self-service portal to track their attendance, time off, benefits, online training and other tasks. Changes to employee statuses, pay etc. can be easily updated, and required compliance actions, such as COBRA are automatically triggered (Paycom,2013).

Triton HR is a comparable web-based HRIS system that a company could choose. This system offers many of the same features that Paycom has. The application operates with one seam-less system, making it easy to input and update employee data from on-boarding and forward. Employees can also be in control of their own information with the self-service feature as well. One negative to this application is that some features that are standard with Paycom, are add-ons for Triton HR that must be purchased separately. Since this system is designed for small to medium sized organizations, it allows a company to add on needed features as it grows in size (TritonHR, 2013).

The system that would best suit my organization would be Paycom. This HRIS is designed for small to medium sized organizations which is a great fit for me. They offer a truly comprehensive and complete system that is user-friendly at an affordable price compared to Triton-HR. In addition, Paycom makes HR's job more efficient by helping reduce the possibility of employment law violations with the auto-updated information and auto-triggering compliance actions. Lastly,