Pay close attention to detail. Business Human Resources Management.

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Introduction

HRIS is a software that collects and stores employees' information and data needed by the Human Resource department to operate and function effectively. The primary objective of HRIS is to collect and store employees' data and make it more usable to increase the speed of Human Resource operations (Irum & Yadav, 2019). These employees' data include the names, Social Security details, addresses and dependents' details. HRIS is also a system for recruitment, performance appraisal and management, applicant tracking, training, and development. The paper represents the executive summary regarding the key aspects of data acquisition through HRIS technology. [In the thesis, include the specific points discussed in the body paragraphs.]

Benefits and importance of HRIS

Using the HRIS system has various advantages;

Proper record-keeping and organization

Human Resource Information System is a record-keeping technology that keeps track of and updates every changes in employees’ information (Wandhe, 2020). [The body paragraph begins with a quote. What focus does the quote relate to? What is the focus of the body paragraph? Begin the body paragraph with a topic sentence that will state this focus clearly in own words.] Therefore, it is one source to find the latest and valid records of organizations’ employees.

Compliance

A good HRIS helps an organization comply with necessary government regulations. For example, the identification data for the tax office, the first person to contact in case of emergency, identification data in case of incidences like misbehavior or fraud, and expiry dates of compulsory certificates are all kept in the HRIS.

High Accuracy

Transferring information from various software, systems, or paper files increases the likelihood of errors. However, with this single system, the challenge is eliminated as multiple functions are automated, limiting manual operations.

Efficiency and save of time

Having employees' information in one place saves the time needed by HR (Wandhe, 2020). Besides, tracking of unused balances and accrued time off is faster and much more straightforward.

Security

Paper files are easy to access, and restriction to an unauthorized party is impossible. However, with the HRIS software, the security of employees' information is enhanced as restrictive access can be implemented.

Increased employees’ satisfaction

HRIS initiates faster operations of the HR essential in employees’ satisfaction (Irum & Yadav, 2019). For example, the quicker and easier the staff is to deal with the HR and get the required information like Paid Time Off balances, the more satisfied they will be.

Weakness of HRIS

The threat of security breach

Just like computers, HRIS also faces a risk of attack (Shahreki et al., 2020). Therefore, it must be effectively designed to inhibit unauthorized access and publication of employees’ confidential data like tax or contact information.

HRIS cost

The technology involves costs like acquisition, implementation, and maintenance, which may be a challenging factor for small organizations.

Staffing cost

The HRIS entails large installations, which increases the necessity of hiring an IT specialist to manage the system.

Detail three methods used to acquire data and explain how the data was collected.

There are various methods used to acquire data. The first method used to collect data is employees’ records review. It is one of the most efficient data collection method and essential in case of compilations or reviews (Stewart & Brown, 2019). The employees’ data that can be retrieved from these records are names, identification numbers, birth details, and performance over time. Data collection under this method entails reviewing the records or past documents.

The second method is interviews, one on one conversation between the interviewee and the interviewers. It can be done face to face, through call, or on other platforms. Interviews can range from structured to semi-structured, depending on the topic. It allows the manager to gather enough and detailed data from an employee. Data is collected by asking the interviewees questions and recording their responses.

The third method is questionnaires, series of questions designed to collect data mostly from a large respondent (Stewart & Brown, 2019). Large organization size can influence a manager to adopt questionnaires, which can be through paperwork or email. Questionnaire can be open ended or closed. Data is collected by considering the respondents’ answers to the questioned contained in the document.

How data can present meaningful trends for consideration for reviewing three focus areas: turnover, wellness program efficacy, and training and development.

Data can enable an organization to determine its employees' turnover rate over periods by dividing the separations and average employees expressed as a percentage (Stewart & Brown, 2019). Besides, it can also determine the reasons for the turnover through data collected in the employees’ exit interviews. Therefore, data can enable an organization to determine its employees’ turnover rate and adjustment areas to reduce the turnover.

Besides, data can also help an organization determine the efficacy of its wellness program. For example, by identifying the absenteeism rate of its employees, and the number of sick days. Besides, through data gathered from employees, it can determine employees’ views of the program and adjust it to attain effectiveness. Data can also help an organization decide the need for employees' training and development, for example, data gathered from a questionnaire, or performance trends and productivity levels. It can also help the firm determine the effect of training by comparing employees’ performance and productivity levels over periods.

Conclusion

In conclusion, HRIS is software that collects and stores employees' data to initiate HR operations. It enhances Human Resource functions like performance appraisal and management, training and development, recruitment, and applicant tracking. HRIS is essential as it initiates proper organization, accuracy, compliance, security and saves time. However, it costly and offers security threats. The three methods used to collect data are interviews, employee record reviews, and questionnaires.

References

Irum, A., & Yadav, R. S. (2019). Human resource information systems: a strategic contribution to HRM. Strategic Direction. https://doi.org/10.1108/SD-02-2019-0043.

Shahreki, J., Nakanishi, H., Jayiddin, N. F., & Ibrahim, N. F. (2020). Technology and the HR Field: The Growth of Human Resource Information Systems. Journal of Soft Computing and Decision Support Systems, 7(2), 7-18. [Italicize the journal title and the volume. Refer to APA format for more details.]

Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.

Wandhe, P. (2020). A Role of Effectiveness of Human Resource Information System (HRIS) in 21st Century. Available at SSRN 3718247. https://dx.doi.org/10.2139/ssrn.3718247.