HRIS Case Study

1378 Words 6 Pages
Register to read the introduction… From 1960 to 1980, HR became an essential and central aspect to organizations and as a result, governmental and regulatory reporting requirements for employees, such as the EEO, affirmative action, and OSHA, to name a few, extensively increased. In correlation, the use of workstation computers in Corporate America increased and provided a technological solution to the requirements that were being imposed by the governmental regulations that took place during that time (Sadiq et al., 2012). It was not until the late 1980s when office automation began to emerge that HRIS were developed as a distinctive category and type of office automation systems (OAS). Although HRIS systems were advancements for both technology and organizations, HRIS remained simple record keeping systems (Kovach et al., 2002). Today, there are many forms of HRIS software programs. Each software program has its own unique capabilities but in essence, they are all used for data entry, tracking, and information needs of Human Resource departments. The adoption of a particular HRIS software program should be based on the needs, capabilities, and goals of the company/organization. These software programs include but are not limited to: PEOPLESOFT, VANTAGE: HRA, HRSOFT, ABS (Atlas Business Solutions), ORACLE-HRMS, …show more content…
Cost is one drawback. According to a representative from All State Insurance Company, the costs of moving to a new HRIS increases 10% per year for five years and an additional investment would be required in order to totally complete the conversion (Chauhan et al., 2011, p. 69). Other human resource information systems face resistance from employees and management. Human Resource managers argue that because of the high levels of uncertainty of HR tasks and the differing of task from day-to-day, utilization of IT in human resource work is insupportable (Tansley & Watson, 2000). This is also associated with the fear from senior management as it relates to technology and IT and the security and safety of their job and being left out (Chandra, 2009). Other barriers to HRIS …show more content…
Today, there are many types of HRIS, from PEOPLESOFT, to Human Resource Micro Systems, to ORACLE-HRMS, to ABS (Atlas Business Solutions). HR systems have developed to the point where implementing an HR information system is not substantially different than implementing any other business software, product, or program. However, there are several best practices that can mean the difference between making the HR information system a replacement for spreadsheets and achieving a wholly functional, computerized HR application that realizes business

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