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Pros and Cons of Various HRIS Systems

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Introduction

The rise in technology has left its mark on the lifestyle of the people around the globe. However, that is not all. Technology, specifically information technology, has changed the business organizations’ modus operand. Most departments have become IT-enabled in an organisation, resulting in a more stable and automated framework. That has led to the evolution of the information system or HRIS for human resources. Over the years, HRIS has been acknowledged as one of the most critical corporate decision-making processes. HRIS is traditionally seen as an automated employee record keeping and payroll computerisation. However, it is now well known that information-system HR managers can play more significant roles beyond administrative employment. Today, the cost burden places the organizations under siege. Despite rising market pressure, companies have no choice but to pass on the cost burden to consumers. Therefore, the only option is to look inside, i.e. cost minimisation, to maintain stability in the price of the products. It is challenging to minimize costs without the aid of technology (Walker, 2001, p. 135).

Background of the Report

Big Boss Security Limited is a manufacturer of business executives and high ranking officials with personal security. The company employs 150 people. The human resource department has two HR personnel; one HR director and one part-time staff. Despite the limited number of employees in the HR department, the company is facing several issues. At this point, however, the organization has no plans to hire HR staff. The company has therefore agreed to go for Hr ‘s department IT empowering by incorporating HRIS. The device needs to be designed, bearing in mind the company’s goals and budget constraints. The report looks to analyze different HRIS modules and recommend one module. At this point, the company is looking to increase the efficiency of the staffs, improve morale and reduce turnover. However, it needs to mention that the company is a startup. Therefore there is a constraint to the budget. Yet, the company has got plans for future expansion. Thus the company needs to retain talent and performance enhancement.

Pros and Cons of Various HRIS Systems

HRIS Concepts

HRIS is the systems for the collection, storage, exploitation, analysis and interpretation of appropriate human resource information. It is not pure computer hardware or any standard HR program that is customised. It covers people, policies and procedures broadly, and data, of course. This does not restrict the emphasis on automating manual HR work, such as record keeping or planning for payroll. It is a service that takes the form of details. The nature of the data depends upon the user’s needs. Users may not be limited to the HR department; it may even be an MD/President of an organization. For example, the finance manager of a company has to prepare an annual budget. Therefore data may be needed on the aggregate costs of compensation. However, merely depending upon the headcounts may give an inaccurate result. But simulating this with factors like attrition rate, likely DA increase or decrease, absenteeism, person-days lost due to the IT-related problems, increments, incentive, promotion, redundancy, etc. will most certainly ensure better projection.

Similarly, even HR people may need that information for different purposes.

Different HRIS modules are in the product profile of all his vendors. There are products for recruitment and management, training and development, attendance, etc.

Different HRIS Modules

In this section, several HRIS modules would be analyzed. Even though all significant HRIS vendors provide workforce planning solutions, vendors are giving exclusive solutions for the overall human resource management functions. Based on the critical organizational issues and objective, some modules have been analyzed.

MY HRIS from Nu View

The HR preparation program helps an company alleviate the logistical burden associated with discovering, training and cultivating employees for roles to come in. It provides benefits like individual development plans, publishes executive and development profiles, creates organization charts, conduct what-if-analysis for candidates leaving a job, develop performance reviews and create skills inventory, examine next planned position, backup positions, create graphical reports showing organization structure, suggests backup candidates (Orange HRM, 2013). Starting price for this hr module is $19.95 per employee.

Execu Track from HRSoft

Execu Track provides a central repository to store all the relevant data in an openly accessible format. The data analysis and flexible reporting tools transform raw data into information. The data are gathered from resumes, assessments, performance reviews and interviews to provide a thorough inventory of the employee. Some benefits of Execu Track are developing succession management strategies, identify and track critical employees, search and match people with position requirements, generate resumes, replacement tables and succession analysis reports (Ascents, 2013). Price for this hr module is $10 per employee.

Workforce Vision from People Click

People click work force vision is a fully integrated analytical people planning software application. It provides business intelligence about talent at all levels of the workforce. The app works by pulling together essential facts about employees from any data system such as performance, education, competencies, training, development, career paths, succession plans, job requirements, reporting, relationships and much more. The system integrates, analyzes, reports, charts and graphs to help the organization to execute the business plan successfully. Some of the benefits of the software are to undertake career planning, discover talent within the organization, identify talent based on performance, link department records, allow line managers and HRD to work together through interactive features to locate and develop ability within the organization, deal with performance management, permit performance assessment an ongoing, collaborative process between employees and manager (Sage, 2013). The basic licensing fee for this hr module is $50,000, and price increases according to the customization the company calls for.

The Succession Pulse from Pilat

The succession plan provides the intuitive environment needed to quickly analyze comprehensive data on employees, positions and development activities. Succession pulse fully supports conventional process through its data management tools and provides the ability to search an organization’s employee pool to find hidden or unknown talent. Searches can seek out potential role candidates using any combination of the data- competence, qualifications, experience and achievements. Listed candidates can be rank-ordered in terms of fit with a given role profile. Some of the benefits and features of the product are too customize the HR process through the table and view manager modules, track multiple levels of successors, search for and identify candidates through the powerful query, locate and compare successors based on the competence searches, create organization charts, integrate performance and multi-rater assessment data, create ad hoc reports quickly, use enhanced end-user tools, use competency-based management design, etc. (Epicor, 2013).

MAPS Foresight

MAPs foresight provides a full workforce planning solution from accurate demand modelling to resource deployment and organization troubleshooting. It models organizational demand over time and thus could assess the impact of the growing and downsizing in the percentage terms. It can facilitate the selection of internal human resources matching with the skills sets and roles and also can track changes that need to be made to the workforce to meet corporate objectives. MAPs foresight modules are business modeller, head hunter, troubleshooter and business analyst. Some of the benefits of the MAPS foresight are achieved growth by balancing human resources against demand, meet project deadlines, increase the efficiency of the staffs, improve staff morale, reduce turn over, reduce reliance, targeted training and recruitment plans, improve business planning and forecasting (Bhattachariya, 2009). Combined price for tutorial and the module is $600 and 10% discount for Aussies.

Recommendations and Conclusion

From the review above, one can see that each of the HRIS modules have their unique features and advantages. Workforce vision helps the management is people planning. Execu track acts more as a data inventory allowing the administration to store and retrieve data quickly. My HRIS helps the organization in reducing the organization stress… However, Big Boss Security Limited requires such a product that can look after the overall core activities of the HR department. The key objectives form implementation is to reduce staff turnover, improve the morale of the employees and conduct area-specific training and development programs. Also, budget constraints need to keep in mind. Keeping all these factors in mind MAPS foresight could be chosen. This is an end to end proactive solution that manages resource requirements, optimizes the use of staff and handles staff planning, organizational and administration. Also, as discussed above, it can be used by people belonging to other departments too. This is likely to every user as the HR department of the company is a relatively small opine. One of the critical features of the product is balancing human resources against demand. It also improves planning and forecasting. These two features are of great importance keeping the future expansion plans of the company in mind.

References
  • Ascentis (2013). Payroll. Retrieved from http://www.ascentis.com/ascentis-payroll.asp.
  • Bhattachariya, D. K. (2009). Human Resource Planning. India: Excel Books.
  • Epicor (2013). Products. Retrieved from http://www.epicor.com/Products/Pages/default.aspx.
  • Orange HRM, (2013). Products. Retrieved from http://www.orangehrm.com/product-features.shtml.
  • Sage (2013). Recruiting. Retrieved from http://na.sage.com/Sage-HRMS/products.
  • Walker, A. (2001). Web-Based Human Resources. US: McGraw Hill Professional.

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