Case Study: Transforming the Organization

The CEOs Challenge

Student Name

Institution Affiliation

The CEOs Challenge

To: Caterpillar Inc. Executive

From:

Date: 1/2/2021

Subject: Human Resource Information System (HRIS)

Introduction

The Human Resource Information System (HRIS) can be described as a software or online solution used to enter data, monitor data, and handle all human resources operations. According to (Jahan 2014), HR systems and processes need to respond to an environment that is data-driven, technology-driven, and people-centric, with the world of work in a state of constant, interactive flux.

Therefore, Caterpillar must do everything possible to guarantee the supply of high-quality services and goods to ensure that consumers enjoy value. Its interests are known for their high quality and durability. The corporation must continue producing revenues to ensure the growth of a sustainable enterprise.

Proposed Information System

The human resource information system of information technology within the organization is my proposed information system approach. Information systems will help caterpillar Inc. make fair use of its information, reduce the workload and help comply with different mandated regulations. In their given sector, companies aspire to be market leaders. Companies search for tactics that contribute to strategic advantages in conditions where factors such as unemployment, inflationary pressures, and intensified competition will impede this objective's achievement.

Functions Important to Business

Database system for human resources keeps track of staff profiles and administers benefits. More sophisticated programs create definitions of positions in the company's structure, align the functions with employee profiles and suggest instruction if they do not match the job. Managers may use HRIS to prepare for employee advancement along organizational pathways that align their profiles when measuring success against the position's specifications. The succession planning functionality lets managers determine potential substitutes for each job should they lose a specific employee.

Data Management and Data Types

A human resource management system helps companies streamline their workforce-related information such as Staff Personal and Work Information, Salaries and Expenditures, Time-off, Performance Reviews, and Compensation. Some HR program also has Candidate Monitoring as part of it. In terms of day-to-day information collection, the data management system should deliver effective services (Jahan, 2014). The scheme must be versatile. The staffs that operate the system need to have sufficient experience and should be able to address mistakes and contradictions in a manageable way. With the changes in situations, the need for the information system may also change.

Data Quality

Data output is a multi-dimensional definition and is generally defined as the degree to which information is suitable for use. The consistency of data is assured because it can be seen that the datasets are relevant, total, accurate, reliable, recent, precise, and objective. Furthermore, data processing for the derivation of streamlined baseline methods should be progressive, safe, consistent, and identifiable;

The transition of System Functions

Talent management is increasingly recognized, particularly during transition times, as essential to organizational success (Wiblen et al., 2010). This is apparent in technology-based large-scale improvement programs, where significant process improvements usually involve changes in expertise and capacity requirements.

Evidence of Feasibility

Evidence-based choice incorporates relevant evidence to make it clear that a particular choice is being made. Better information can help increase the probability of reaching decision-making outcomes by revealing risks that can be mitigated by steps made during the execution of decisions. It refers to showing that human resources activities have a beneficial effect on an organization's profits or main stakeholders. 

References

Jahan, S. S. (2014). Human resources information system (HRIS): a theoretical perspective. Journal of Human Resource and Sustainability Studies, 2014.

Wiblen, S. L., Grant, D., & Dery, K. (2010). Transitioning to a new HRIS: The reshaping of human resources and information technology talent.