Assignment 2: HRM 520

Introduction and plan

The implementation of the human resource information system was done by the firm as they anticipate to make the human resource work easier and to save time in carrying out normal operations. However, the system has also led to the rising issues in the human resource department which are slowing down the operations and making the department inefficient in conducting day-to-day operations. The company is experiencing increased complaints from the workers, slow system, excessive time being spent in manual entry and hardships in acquiring information using the system (Haeruddin, 2018). Therefore, the company should seek to establish an environment where the information technology department will work closely with the human resource department in order to help resolve these issues. In addition, the human resource employees should undergo another training so as to ensure that they familiarize with the system and identify how to handle the issues which will arise as they use this system. The organization should seek to implement new HRIS software so as to ensure they implement software that works best for the organization.

Needs analysis

In order to overcome the challenges of blogged down system, the organization has to ensure that they implement HRIS software that has all the features which are updated. The existing software seem s to have missing features which are endangering the security of the data and making it hard for the employees to use it (Rahman.et.al, 2017). The new system should be installed properly without rushing to avoid making mistakes which are leading to the inefficiency of the old system. The change team should consist of a human resource employee, a system developer, IT employee and a consultant who is familiar with similar system (Bondarouk.et.al, 2018). The human resource employee will help the team identify the specific issues with this old system since he or she has worked with it and the IT employee will enable the change team have a list of the resolution methods that helped solve issue and those that are inefficient. Moreover, the system developer will help in developing and implementing a new system that is more efficient while the consultant will provide guidelines on how to make the system function properly.

Interview, questionnaire, observation, or focus group

The change team will require all the information they can use regarding the old system so as to make the new system much better as per the needs of the firm. Therefore, they will collect data from the employees of the organization so as to determine the challenges they encountered with the system and to identify possible resolutions which can be made in the new system (Al-Dmour.et.al 2017). In order to gather substantial information, the change team will conduct one-on-one interviews with the employees so as to ask the set questions regarding the old system and ways to make it more efficient. Some of the interview question could be;

1. How would you describe your experience of using the HRIS software of the firm?

2. What challenges did you encounter using the system?

3. Do you think the system is working efficiently as per the expectations of the firm?

4. Which areas in the system require to be improved?

5. Which expectations would you have if a new system was implemented?

Conclusion

The implementation of an HRIS would be very beneficial to the organization in making it more efficient to carry out the numerous human resource activities. The company would be able to store and retrieve information easily whenever need be. It would ensure that the organization saves a lot of time that is spent in manual entry and maximize the output of the human resource department (Tursunbayeva.et.al, 2019). The system would enable the company to focus on solving major issues that arise due to delayed payments and be able to address the issues that are raised by employees much easier and faster.

References

Al-Dmour, R. H., Masa'deh, R. E., & Obeidat, B. Y. (2017). Factors influencing the adoption and implementation of HRIS applications: are they similar?. International Journal of Business Innovation and Research, 14(2), 139-167. Retrieved from https://www.inderscienceonline.com/doi/abs/10.1504/IJBIR.2017.086276

Bondarouk, T., Parry, E., & Furtmueller, E. (2018). Electronic HRM: four decades of research on adoption and consequences. The International Journal of Human Resource Management, 28(1), 98-131. Retrieved from https://www.tandfonline.com/doi/full/10.1080/09585192.2016.1245672

Haeruddin, M. (2018). Should I stay or should I go? Human Resource Information System implementation in Indonesian public organizations. European Research Studies Journal, 20(3A), 989-999. Retrieved from http://eprints.unm.ac.id/14128/

Rahman, M. A., Islam, M., & Qi, X. (2017). Barriers in Adopting Human Resource Information System (HRIS): An Empirical Study on Selected Bangladeshi Garments Factories. International Business Research, 10(6). Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2989940

Tursunbayeva, A., Bunduchi, R., Franco, M., & Pagliari, C. (2019). Human resource information systems in health care: a systematic evidence review. Journal of the American Medical Informatics Association, 24(3), 633-654. Retrieved from https://academic.oup.com/jamia/article/24/3/633/2907914