The Human Resource Information System

What can affect future HRIS developments?

The human resource information system (HRIS) refers to a system that fuses human resource activities with information technology (Walker 5). Through HRIS, data entry, data tracking, management, and several accounting activities are done effectively on a single database. Prior to the late 20th century, it was hard to access employees’ details. The realization of this software has enabled several business activities to be transacted online. A manager can measure the effectiveness of every worker in his or her premises using the installed instruments and software without being physically present at the workplace.

With the advancement in technology, the future of HRIS relies heavily on IT experts to develop the necessary software. Nevertheless, changes in human resources are going to affect significantly the future of HRIS systems. Basic HRIS systems such as SAAS secluded and marginalized human resources from other business functions. Currently, the shift from HRIS to the Human Resource Management System (HRMS) shows that there is a lot of information transfer involved in management.

This has been enhanced by the fact that modern organizations require pertinent and practical processes and information that is geared towards motivating the workforce in their daily activities. Therefore, the future of HRIS should be more supportive of the workforce processes and the organization’s policies for effective operation. To date, only a few HRIS vendors have designed the technology that empowers Human Resource (HR).

How can an HR department avoid depending on an expendable system for too long?

The HR department should avoid depending on expendable systems by restructuring itself and creating an ambient business success rather than focusing too much on the HRIS system. However, the workforce should be discouraged from being over-dependent on computers in performing their daily business activities in order to preserve their skills. In this regard, the supervisor in the HR department should try to motivate the staff members to retain and improve their skills. In the case that a system failure occurs, such skills shall be of great use.

Considering the rapid innovations, paperless HR is unavoidable in the future. A new breed of workers is emerging to provide the required innovation in the workplace. This means that the workplace and HR are going to be tailored to meet individual needs. The HR is going to be more specialized than before, and more tools are going to be incorporated in the daily operations. To maximize space, hardware such as the office library is going to be replaced by software information. This will not only save on space but will allow easy retrieval of information.

In addition, flexibility and collaboration in the workforce will be enhanced. However, several factors may limit the setting up of a completely paperless office. Initially, the cost of turning to a paperless office is very high since a lot of infrastructures are required. In addition, government regulations may inhibit the implementation of the process by coming up with laws that prohibit such change. This normally occurs when the government intervenes in order to protect specific jobs from being wiped out. In addition, technological problems such as interface stability and file format compatibility may present some challenges during the process.

Why are information security and privacy important considerations in the designing, development, and maintenance of an HRIS?

When designing HRIS, security, and privacy of information should be considered. Every HR department has a role to protect the employees’ details from identity or physical theft. Therefore, HRIS vendors should design a system that conceals employees’ data securely from fraudsters. Consequently, HR is obligated to protect their worker’s privacy. This entails protecting access to individuals’ confidential information from other staff members. Thus, HRIS designers should design a system that prevents the loss of sensitive information in the workforce. In this regard, information security agents have been set up globally. Their main goal is to protect HRIS from unlawful access or use. Since the Second World War, much advancement has been realized in the HRIS field. Subsequently, in the year 1992, guidelines for HRIS were developed to engineer principles for better security and enhance confidentiality (Hussain 126).

Works Cited

Hussain, Zahid, and Peter Prowse. Human resource information systems (HRIS) as a means of fulfilling job roles more professionally for human resource (HR) managers. Bradford: Bradford University, School of Management, 2004. Print.

Walker, Alfred J.. HRIS development: a project team guide to building an effective personnel information system. New York: Van Nostrand Reinhold, 1982. Print.