Discussion 1
HRIS Systems
In at least 200 words, define HRIS and explain how it differs from e-HRM. Describe a relational database and its importance to HRIS.
Guided Response: Respond to at least three of your classmates’ original posts.
Reply 1
Colondia
Human Resource Information Systems is “a system used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an organization’s human resources to support HRM and managerial decisions” (Kavanagh, Thite & Johnson, 2015). Electronic Human Resource Management uses information technology to deliver or administer its HR needs and services. HRIS has more advantages over e-HRM as it produces a larger number of real time HR related reports, streamlines and enhances the efficiency and effectiveness of HR administrative functions as well as improve employee satisfaction by delivering HR services quicker. “According to engineering and information processing literature, the formal design of any information processing system is supposed to follow a set of steps labeled the systems development life cycle (SDLC)” (Kavanagh, Thite & Johnson, 2015).
e-HRM is geared more towards how the HRIS information is being delivered. Since I work from home, my job uses both HRIS and e-HRM methods to deliver information to us. Everything is done via the web or some type of web based application. Our trainings, time submission, benefit selections during open enrollment and time off is all handled online on a web based application.
Kavanagh, M. J., Thite, M., & Johnson, R. D. (Eds.). (2015). Basics, applications, and future directions (3rd ed.). Thousand Oaks, CA: SAGE.
Reply 2
Britney
Discussion 1: Week 1
Define HRIS and explain how it differs from e-HRM. Describe a relational database and its importance to HRIS.
HRIS (Human Resource Information System) is “ used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an organization’s human resources” (Kavanagh, Thite, & Johnson, 2015). On the other hand, e-HRM (Electronic Human Resource Management) reflects a philosophy for the delivery of HR; it uses information technology particularly the web, as the central component of delivering efficient and effective HR services (Kavanagh, Thite, & Johnson, 2015).
The main differences between the two are there functions and evolvement in the HR process. E-HRM tends to be more focused on how HR functionally is delivered and HRIS is more focused on the systems and technology underlying the design and acquisition of the systems supporting the move to the E-HRM (Kavanagh, Thite, & Johnson, 2015).
One of the databases I am familiar with is called Ulitpro. The company I worked for used this system as the main system for all staff and employees. It stored all the employees’ information, as well as allowed the administrative staff to do reporting, payroll, and benefits. It gave us the ability to create, view, and maintain SQL procedures, and view functions that are integral to the success of the business.
Reference: Kavanagh, M. J., Thite, M., & Johnson, R. D. (Eds.). (2015). Human resource information sy V CB stems: Basics, applications, and future directions (3rd ed.). Thousand Oaks, CA: SAGE.
Reply 3
Christopher
As explained by our text we understand that the HRIS is a system utilized to gather, store, update, trend, and used to push information in support of the human resource and management decision making. This provides a ready reference for the HRM process to enable an educated decision dependent upon the situation and provided information. This provides the foundation for an HRM to utilize six-sigma processes to ensure they are leaning out as much waste as possibly improving productivity in the end. “As a consequence, the quality of employee information will have a strong effect on the overall effectiveness of the organization.” (Kavanagh, Thite, & Johnson, 2015)
E-HRM is nothing more than a web-based tool to systematize and support and already existing human resources processes. This application of IT for human resources enables easy employee and employers’ interactions. The system stores information regarding payroll, employee personal data, performance management, training, recruitment, and strategic orientation.
The difference between E-HRM and HRIS is the application of the data used. The e-HRM is a tool that takes certain tasks from the HR section to allow for a more streamlined process and performs the simple tasks freeing up the HR team to handle the more complex challenges. Whereas the HRIS is simply a software storage program to provide HR professionals with a location to get the required information they need.
Within my current career choice, we use the e-HRM tool to help provide manpower where needed. In the AF we use a system called V-MPF. This system allows the employee to update, change, and review information. This system also allows them to fill out forms and submits them to the correct office while providing a tracking status of the forms to ensure the user knows where it is. This tool enables the person in the office to afford others more one on one time for the complex tasks while enabling any employee access to their information. I personally believe this allows a more user involved HR program enabling them the transparency so many of us want today.
References:
Alshibly, H. (2016 September 3), e-HRM and HRIS. LinkedIn. Retrieved from https://www.linkedin.com/pulse/e-hrm-hris-professor-dr-haitham-alshibly (Links to an external site.) (Links to an external site.)
Discussion 2
Planning for Implementation
Read “Case Study: Vignette Revisited,” and the section titled, “New Information for the Case: Part 1,” from Chapter 3, Summary and Resources.
Describe the concerns you would discuss with the SVP of HR.
You realize the project is going to impact a lot of departments and people. Identify the different customers who would be logical members of the implementation team and explain why.
Think through an HR process; describe the data you would want to collect.
Describe the pros and cons of investing in computer hardware and housing the network internally or using a cloud based architecture. Why?
Guided Response: Respond to at least three of your classmates’ original posts.
Reply 2-1
Nadine
Describe the concerns you would discuss with the SVP of HR.
There are many concerns that come up to mind when investing in a new ERP software application. The main concern that I would discuss with the SVP would be to find out exactly what they are looking to accomplish with this new program. In order to invest in a proper program that will be beneficial to the company I would need to gather this information so I can assure that we invest in the best program for our needs. Another concern would be the time frame, nine months may seem like a lot of time in the beginning but when researching different companies, getting quotes, creating a trial program of the system, and lastly implementing this change can exceed the expectation given by the SVP.
You realize the project is going to impact a lot of departments and people. Identify the different customers who would be logical members of the implementation team and explain why.
In this case I would use all department managers and supervisor along with the HR team during the implementation. All members of this team are in sensitive positions where they are aware of the process and ensuring that they will not release confidential information to other employees. Privacy is of the essence and important to keep employees at ease during this change and implementation.
Think through an HR process; describe the data you would want to collect.
The data that is needed from the employees would be their basic demographics such as home address, phone number, date of birth, social security number, emergency contact, employee number, current position, and benefits.
Describe the pros and cons of investing in computer hardware and housing the network internally or using a cloud based architecture. Why?
The pros of using a cloud based architecture would be that the employees have the ability to log in at any moment and from anywhere. This is an advantage as most employees do not have access nor the time to access this program during normal work hours. Of course another positive would be “Cloud-based can reduce software and equipment capital outlays as the company does not need to keep purchasing new software or hardware to keep pace with technology changes (Kavanagh, Thite & Johnson, 2015). This is a good way to keep revenue down in the budget. Another cos would be the fact that an employee can log into this system from anywhere, even unsecure networks, increases the probability of their computer being hacked network. The hackers would have accessibility to all personnel records which can increase the risk of identity theft.
References:
Kavanagh, M. J., Thite, M.., & Johnson, R.D. (Eds). (2015). Basics, applications, and furture directions (3rd ed.). Thousand Oaks, CA: SAGE. Retrieved from https://content.ashford.edu/books/Kavanagh.5623.17.1/sections/nav_30
Reply 1-2
Kristin
My main concern would be rushing into it so the time frame. Then would be security for the clients. The internet is obviously heavily utilized and hacking seems to happen more and more often. When we introduced a new onboarding system for hiring we were poorly trained so not only did it fail but because they failed to make sure it was a secure network it was hacked.
Researching potential vendors and not rushing would be key you may someone super cheap but has horrible reviews or someone expensive with horrible or good reviews. I suggest research and asking for references to validate.
You realize the project is going to impact a lot of departments and people. Identify the different customers who would be logical members of the implementation team and explain why.
I would build a team of most experienced people from every department to make sure its transitioned well but also pairing them with someone fairly new or little experience to help them learn how to roll things out properly. This would ensure a smooth transition but also help train for the future when maybe the more tenured people are not there anymore but that newer employee is still there.
Think through an HR process; describe the data you would want to collect.
Employee information such as job title, time in position, previous positions total time employed any specific degrees ore certifications or any other acquired skills.
Describe the pros and cons of investing in computer hardware and housing the network internally or using a cloud based architecture. Why?
The Pros of Cloud: Access 24/7, employees do not have to be logged onto a company computer but can access it from anywhere at any time. No onsite critical hardware.
Cons of Cloud: could be hacked, information lost if you lose connection, slower connection in general.If connection is lost before saving, data may be lost. Connections can be slow or intermittent. .
Cons of in house: Expensive hardware and maintenance, including personnel, takes up more space in office, can still be hacked as well, system could crash and if you do not have it backed up you could lose all information.
Pros of in house; you can back it up, depending on software you can still access from any computer even at home
With a cloud-based system, it can have security breaches and leak customer’s and employee’s private information. According to Kavanagh, Thite, & Johnson (2015), “Cloud-based can reduce software and equipment capital outlays as the company does not need to keep purchasing new software or hardware to keep pace with technology changes” (Kavanagh, Thite, & Johnson, 2015, sec 3.2).
Michael J. Kavanagh, M. T. (2015). Human resource Infromation System. Sage Publications Inc.
Reply 1-3
Norisha
Week 1 Discussion 2 – HRM 400
The concerns I would discuss with the SVP of HR are the short period of time to implement the system, the issue implementing an ineffective HRIS, how will the system affect employees, and what is the budget for this HRIS. The SVP needs to understand that because the rapid implementation plan worked for one company, doesn’t mean it will work for ours. According to the text, “Successful implementation requires careful attention to every step in the system design process” (Kavanagh, Thite, & Johnsonson, 2015, section 3.1). The SVP rushing the implementation process can result in the HRIS failing to meet the needs of the HR function (Kavanagh et al., 2015). When you rush, it’s easy to miss steps in the system. There needs to be a discussion about how the new system will affect employees. Managers need to know if the new system will be easy for employees to understand and use. The SVP and I would also need to discuss the budget for this project. Going over budget could cause a project to become delayed or stalled.
The different customers that would be logical members of the implementation team are managers, analysts, technicians, clerical employees, and some organizational employees. I would have managers on my team because they use the information within the HRIS to make decisions. According to the text, “HRIS provides the manager with data for performance management, recruiting and retention, team management, project management, and employee development” (Kavanagh et al., 2015). If the managers can’t access the data within the HRIS or don’t understand how to interpret it, the company will suffer. The analysts are important to my team because they use the HRIS more than anyone else. They have a great understanding of the HRIS and can help those struggling to understand the system. Technicians are important because they ensure HR staff members can do their job by providing tools, access, and information (Kavanagh et al., 2015). The technicians are experts and understand what is needed and how to translate it. The technicians would help install and program the HRIS. The clerical employees are important because they would enter information into the HRIS. They would enter critical information like time sheets and direct deposit information. Finally, organizational employees are important to the implementation team because they will use the HRIS to manage personal information. I need to make sure they can easily navigate through the system.
Important data to collect from an HR specialist is information about people, the organization, and data based on people and the organization. The section regarding information about people may include information like an employee’s resume, the resume identifies the skills that an employee has. The section regarding information about the organization will include data like jobs, positions, organizational structure, and compensation (Kavanagh et al., 2015). The section that includes data has information like performance appraisals and compensation information (Kavanagh et al., 2015).
The pros of investing in computer hardware and housing the network internally are you having control over your server, keeping critical data in house, and being able to develop the server to meet the needs of your business (Thompson, 2014). The cons of investing in computer hardware and housing the network internally are the cost associated with setting the server up, the costs of maintaining the server, and the cost of IT support (Thompson, 2014). The pros of the cloud server are it reduces the resources needed by companies and it reduces the costs associated with maintaining a server (Kavanagh et al., 2015). The cons of the cloud server are the compromise of data security, monthly hosting fees, and it only works with a good Internet connection (Thompson, 2014).
References
Kavanagh, M. J., Thite, M., & Johnson, R. D. (Eds.). (2015). Human resource information systems: Basics, applications, and future directions (3rd ed.). Thousand Oaks, CA: SAGE.
Thompson, E. (2014, February 21). In-house server vs. cloud: Which option is better for your business [Web log post]. Retrieved from https://www.business.org/it/data-storage/house-server-vs-cloud-server/
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