Pros and Cons of Various HRIS Systems Research Paper

Pros and Cons of Various HRIS Systems - Research Paper Example Traditionally, HRIS is considered as an automated record keeping of employees and computerization of the payroll. However, it is now well established that HR managers with information system can greater role beyond the administrative jobs. Today the organizations are besieged with the cost burden. With increased cost competition, the companies have no option but to transfer the cost burden to the customers. Therefore, to maintain stability in the price of the products, the only option is to look within, i.e. cost minimization. Cost minimization without technology support is difficult (Walker, 2001, p. 135). Background of the report Big Boss Security Limited is a company that provides personal security for business executives and high ranking officials. The company has 150 employees. The human resource department has two HR staffs; one HR manager and one part-time employee. The company is facing some problems due to the small number of staffs in the HR department. However, the company does not have any plans to recruit HR personnel at this point in time. Therefore the company has decided to go for IT enablement of the Hr department by introducing HRIS. The system needs to be installed keeping the company objective and budget constraints in mind.   Therefore there is an existence of budget constraint. However, the company has got plans for future expansion. Therefore it is very important for the company to retain the talent and increase efficiency. HRIS Concepts HRIS is the systems to acquire, store, manipulate, analyze and interpret relevant information on human resources. It is not mere computer hardware or some customized standard HR software. It broadly includes people, policies and procedures and of course data. It does not limit the focus on automation of manual HR jobs like record keeping or payroll preparation. It is a service in the form of information. The nature of the information depends upon the user's needs. Users may not be limited to the HR depa rtment; it may even be an MD/President of an organization. For example, the finance manager of a company has to prepare an annual budget. Hence data on the aggregate compensation cost may be required. 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, man-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. There are different HRIS modules that are in the product profile of all HRIS vendors. There are products on recruitment and management, training and development, attendance, etc. Different HRIS Modules In this section several HRIS modules would be analyzed. Even though all major HRIS vendors provide manpower planning solutions, there are vendors providing exclusive solutions for the overall human r esource management functions. Based on the key organizational issues and objective some modules have been analyzed.