Human Resources Information Systems (HRIS) is a repository containing information about all employees. This information is needed to implement workforce management and understand people’s skills based on resumes and other records. The systems store and process information that includes names, address, ID, and any other data that characterizing a person. It should be noted that the capabilities of HRIS are broad, and its benefits allow for effective information management and make staffing services more convenient. However, there are significant disadvantages, including security and cost.
Data privacy and security is an issue with any type of HRIS. The problem is that integrating systems into the process is too complex and time-consuming. The amount of information shared with employees is uneven and ensuring that only authorized information is accessed is time-consuming. In addition, one should not forget about the leakage of personal data, not only of rank-and-file employees but also of higher-ranking individuals. HRIS breaches and deficiencies in the security system (e.g., lack of multifactor encryption keys) result in too much data leakage. Safety issues are paramount in determining the appropriateness of HRIS because they take over the entire state at once.
HRIS is costly to set up the system itself and to put it into the database, hire a specialist, and outsource. This problem again refers to the product’s security and jeopardizes the privacy of employers and employees. Maintenance costs, especially in an ever-changing country environment, may not cover the system’s benefits. Consequences such as data leakage, data theft, and deletion will result in even higher costs that will not be covered promptly. The cost of hiring IT staff is high, and long-term HRIS maintenance is not always possible.