Question 1
Human resource management system (HRMS) refers to the interaction of human resource and information technology (IT) through the aid of human resource (HR) technology). In return, it means that it allows various human resource processes and activities to occur electronically (Dennis, Wixom & Roth, 2015). It then implies that it can be regarded as a means, through software, for various business organizations to take care of its day-to-day operating activities, including those that are related to management, accounting, human resources, and payroll.
Nevertheless, it becomes possible for the company’s change team to be in the position of planning its human resource expenses more efficiently, as well as to control and manage them. This in return minimizes the quantity of resources which are to be allocated towards them. As a result of that, it is evident that HRIS will enable the organization’s change team to have the capacity of increasing its operational efficiency when it comes to decision-making in human resource (HR) (Nandish, 2014). Often the decisions that are made are aimed at increasing quality as well as the productivity of the managers and employees.
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Typically, with regard to the Logical Process Modeling with Data Flow Diagrams and Physical Design Choice, there are several solutions which are provided to a business organization that have the potential adopting a HRIS. These include things like HR, solutions in training, recruiting, and compliance. A large percentage of quality HRIS systems take into consideration flexible design feature databases which are incorporated with other features available. Preferably, the ability to generate reports and analyze data accurately and quickly is paramount (Zhou et al., 2010). The reason for that is because it is the one which will assist the management authority of the enterprise to manage its workforce easily.
Question 2
Considering the efficiency advantage that is conferred by human resource and information systems, it becomes possible for the HR administrator and workers to exchange valuable information with ease (Dennis et al., 2015). It means that this allocation is intended to be centralized as well as to be accessed easily from anywhere within the enterprise. The following diagram illustrates the flow of data within the HR system.
Workers management
Leave management
Salary and wages management
Human resource management system (HR system)
Management of system user
MDI form management
Login management
From the above flow diagram, it means the importance of this is that it serves as a means of reducing redundancy within the enterprise. For instance, when workers desire to accomplish frequently recurring activities, for example, requests for electronic pay stubs or requests for time off, such a protocol can be taken care off in an automated fashion without the need of seeking human intervention or supervision (Nandish, 2014). It then implies that when properly designed, less paperwork and approvals occur hence limiting the waste of time which could have been dedicated to other tasks.
Operational HRIS – basically, within the HR system, the operational HRIS is aimed at providing the manager or the management authority with the required information which will aid in supporting repetitive and routine HR decisions. The reason for that is because a large percentage of the operational level HR systems have the responsibility of collecting and reporting human resource information or data. It then means that these systems usually incorporate data concerning employees’ position within the organization and other governmental regulations (Kavanagh, Thite, & Johnson, 2012). This takes into consideration workers information system, performance management information system, and position-control system.
Tactical HRIS – the aim of this protocol just within the HR system entails providing the management authority with skills for enhancing decision-making process that mainly lays emphasis on the equitable allocation of resources (Ravi, 2017). From the perspectives of HR, this protocol incorporates job analysis, employment decisions training and development, design decisions, and workers’ compensations plans.
Strategic HRIS- the main focus of this system in the HR protocol entails offering support to matters concerning labor negations, employee negations, as well as to certain issues dealing with specialized HR software (Ravi, 2017). Generally, one of the main reasons why this system is vital is because it aid in providing a good image or ideas regarding how workforce and labor resources ought to be planned.
Question 3
I. comparison
Examples of the HRIS vendors available include comprehensive HRIS, HCM Solutions, and HRMS Solutions. With regard to the capabilities of these vendors, the truth is that all of them for the purpose of managing employees as well as to engage them in productive activities. As much as they are considered as being valuable resources to the human resource department, they have the propensity of assisting in managing costs, streamlining processes, and providing flexible solutions aimed at enhancing employee performance (Dennis et al., 2015). Usually, all of these HRIS have a wide range of features. For instance, they have the capacity of providing benefits to the human resource team through tracking recruitment applicants, managing workers benefits, as well as training staff members.
With these HRIS vendors, it is easier for the organization to generate HR reports that can in reviewing employee reports as well as serving as a resource for promotion. Likewise, they provide immense benefits to the organization in terms of self-service options such as remote schedule management, biometric keeping, and so on (Zhou, Wang, Lou & IGI Global. (2010).
11. Contrast
Comprehensive HRIS vendor _ basically, the computerization of HRIS is the one which have assisted in the integration database of workers files, design files and job analysis, affirmative action files, skills inventory files, position, occupational health and safety files and so on (Kavanagh, Thite, & Johnson, 2012). Being constructed in a coordinated manner using the aid of the database management systems software, it implies that it is possible for this program to produce from any file.
HCM (human capital management) Solutions – the intent of these systems is to aid in employment and employee retention throughout their employment lifecycle. They have the capacity of including anything ranging from on-boarding and recruitment tools to budgeting, performance evaluation, salary planning, and goal setting (Battaglio, 2015).
HRMS Solutions – human resource management systems (HRMS) mainly contains similar elements as the human capital management solutions. Despite that, the HRMS Solutions have several tools which are used for employees to increase the level of their work output (Colomo-Palacios, 2013). The subsystems of this protocols usually incorporates flexible and efficient ways of employees to clock in and out, efficiently manage their schedule, as well as communicate easily with their team members regardless of their location.
Regardless of the effectiveness of each HRIS vendor, there is the need of reducing the oversights and mistakes made in the daily basis whilst using the manual processes. The HRIS Vendor that is appropriate for my client is the HCM (human capital management) Solutions. The importance of this is that it has the potential of assisting the organization owner and the human resource team in guiding their team towards achieving the goals of its establishment (Battaglio, 2015). Moreover, the reason for selecting this vendor for my client is because its analytics are regarded as being the integral part of the human capital management solutions. These solutions can be used for the purpose of tracking worker red flag as well as predicting their growth potential. Human capital management solutions are also more detailed as compared to other HRIS vendors and they are frequently used in some of the executive-type white collar environments.
References
Battaglio, R. P. (2015). Public human resource management: Strategies and practices in the 21st century . SAGE Press
Colomo-Palacios, R. (2013). Enhancing the modern organization through information technology professionals: Research, studies, and techniques . Hershey, PA: Business Science Reference.
Dennis, A., Wixom, B. H., & Roth, R. M. (2015). Systems analysis and design . Hoboken (NJ: John Wiley & Sons.
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). Human resource information systems: Basics, applications, and future directions . Thousand Oaks, Calif: SAGE.
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). Human resource information systems: Basics, applications, and future directions . Thousand Oaks, Calif: SAGE.
Nandish, P. (2014). Critical Systems Analysis and Design: A Personal Framework Approach. Routledge Press
Ravi, A. (2017). HUMAN RESOURCE MANAGEMENT: NEW HORIZONS. Zenon Academic Publishing
Zhou, Z., Wang, H., Lou, P., & IGI Global. (2010). Manufacturing intelligence for industrial engineering: Methods for system self-organization, learning, and adaptation . Hershey, PA: Engineering Science Reference.
