Introduction
The Human Resource Information System (HRIS) is a software solution designed to manage an organization’s human resources processes. It tracks, stores, and analyzes employee data, including payroll information, job titles, benefits, performance reviews, attendance records, and training records. When HR managers decide on a new HRIS system, they should employ a decision-making process involving both IT and HR employees. This ensures that all stakeholders have a say in the decision-making process and that the system is tailored to the specific needs and requirements of the organization.
Selecting an HRIS System Step by Step
The first step in this process is for HR managers to meet with IT and HR employees to identify the organization’s needs and requirements for the new system. This will help determine the type of system that is most suitable and the essential features (Stone et al., 2020). Moreover, this meeting should include an analysis of the organization’s existing IT infrastructure, budget, and timeline.
The second step is to evaluate potential systems in light of the organization’s needs and requirements. Both it and HR employees should do this. IT employees should assess the system from a technical perspective. In contrast, HR employees should evaluate it from a user experience perspective. This evaluation should be based on the criteria identified in the first step and consider both the cost and long-term benefits of each system.
The third step is to make a decision. Both it and HR employees, in collaboration, should do this. A weighted decision matrix can be used to consider each system against the measures identified in the first step and to determine the preferred method based on the evaluation results. Finally, HR managers should thoroughly review the chosen system to ensure it meets all the organization’s needs and requirements (Stone et al., 2020). This should include a review of the system’s features and functionality, a cost-benefit analysis, and a review of the system’s security measures. Once the system is approved, HR managers can move forward with the implementation process.
Conclusion
To effectively choose a new HRIS, HR managers must implement a collaborative process between IT and HR staff. This joint approach should sequentially cover defining the organization’s needs, evaluating potential systems, making a final selection, and thoroughly reviewing the chosen HRIS. This ensures the system is precisely tailored to the company’s specific requirements and guarantees that all relevant stakeholders have input in the final decision.
Reference
Stone, J. R., Cox, A., Gaven, M. (2020). Human resource management. (10th ed.). Google Books.