HumanResource Information Systems
AmericanPublic University System
HumanResource Information Systems
HumanResource Information Systems (HRIS) are part of the tools madethrough the technology that companies have considered adopting toorganize, distribute and update HR data (Bourgeois, 2014). Companies’extreme reliance on data is not a new concept when it comes torunning operations within organizations. The rising demand forsoftware solutions by different enterprises has led to the increaseddevelopment of distinct applications. One of the common HRISdiscussed in this essay is the FreeHR software solutions, whichCloud-based human resource software provided by a company calledCapita Workforce Management in the UK (FreeHR, 2016).
Thesisstatement: applications propel operationalexcellence within an organization, but company executives should bekeen when outsourcing the software models to guarantee that they meetthe business needs.
FreeHRsoftware is usually accessible through web servers therefore, theyare the only needed resources. Cloud, as you know, is a system thatallows storage of a large amount of data, and the system does notrequire any physical space. An enterprise however, should considerinvesting in power supplies since several processes ran in theorganization need access to the data. It is worth noting that theFreeHR Information System mainly depends on internet servers thatconsume negligible space and electricity supply.
Theinformation-accessing activities applying to this case includeessential aspects such as inputting new data into the system,extracting it, and even updating the information. The intensity ofthese activities is measured by the number of operations within acompany that relies on the information. In case the devices used toaccess the information experience software failure, an organization’soverall productivity decreases drastically (Heathfield, 2016).Enterprises that have huge operation pools are susceptible to biglosses upon system-lag. The most probable cause of applicationmalfunction is software failure since the internet issues are handledfrom the providers’ end.
SinceFreeHR is easy to set up and use the cloud-based system, theClient-Side Hardware requirements are minimal because it isaccessible through the usual gadgets such as phones, tablets, PCs, orany other internet-abled devices (FreeHR, 2016). Breakdowns couldemanate from hanging or slow connections. For companies that operateon large sums of data, it is crucial to invest in machines that havehardware capable of handling the information-accessing activity thatgoes on even when running the records. The feature applies mostly tothe devices needed when directly connecting to an organizations’storage on the Cloud system.
TheFreeHR software is cloud-based therefore, the only requirement is agadget capable of connecting to the Internet. Its software requirespowerful features, especially if a company operates vast amount ofdata. The connection needed when loading and accessing the storageonline may be more advanced and requires more powerful technology forefficacy (Simons, 2011).
CompetitiveAnalysis of the System
WithFreeHR Information System, it is possible to empower employees byallowing them to access data such as their job contract and paymentrecords through their service (FreeHR, 2016). Since the InformationSystem eliminates the paper formality processes, the managers andemployees save a lot of time that they could allocate to other tasks.The spare time can be utilized on overseeing the processes takingplace within an organization to increase customer satisfaction, aswell as improve competitive advantage (Simons, 2011). It is worthmentioning that employees remain motivated and feel at ease whenworking with an organization with a platform that has such diversemeasures to streamline HR management.
Informationis primarily the central Supply Chain driver, which, together withother variables, makes a positive outcome a guarantee (Zwass, 2016).Customers always remain impressed by companies that never fail todeliver their obligations accordingly. Remember that the system alsoallows issuing of assignments through the platform. That also meansthat the information circulating is accurate as the company createsthe system itself. Another advantage is that it prohibitsunauthorized access therefore, rivals will never be aware of theactivities happening within an organization (Shibly, 2011). Largecompanies that have various departments located at differentlocations can use the application to ensure no information leaks,therefore, keeping top operations confidential (Shibly, 2011).Nonetheless, the major limitation of the system that it fails toconsider broader aspects in HR such as staff selection and jobdescription.
Recommendationsfor Improving the System
Itwould be better if FreeHR application has the capability foremployees to create profiles and update them with the skills theyhave to help in identifying the empty slots and better matching staffwith the appropriate slots as determined by the skills they have. Thefeature would aid the staff and job seekers to identify the skillswith the most demand within an organization. Besides, it induces theidea of ‘Job Descriptions’ place that needs to stay up to date(Toolbench, 2016). According to Toolbench (2016), theresponsibilities expected in certain new work positions also need tobe listed. The data is crucial as it aids the employees to understandthe expectations of an enterprise from them. Furthermore, the CapitaWorkforce Management should explore the current unlimited technologyand find ways to incorporate more options in their FreeHR softwarefor it to remain favorable to several other organizations.
Thelimitations found in FreeHR Solution means that all HRIS applicationsmay not be fit for all businesses as each enterprise requires aunique system. For example, the aspects lacking in the FreeHRsoftware may not be a problem for other firms because the softwaremeets the companies` specific needs. The distinction found in thesystems makes it more essential for entrepreneurs to analyze theprimary features they would prefer to remedy and match them with thesolutions acquired from different Solution Providers’ software.
Bourgeois,D. (2014). Information Systems for Business and Beyond. Washington,DC Saylor Academy.
FreeHR.(2016). Cloud based, Human resource software. Retrieved on 19December 2016 from http://freehr.com/
Heathfield,S. (2016). Human Resources Information System (HRIS). Retrieved on 19December 2016 fromhttps://www.thebalance.com/human-resources-information-system-hris-1918140
Shibly,H. (2011). Human Resources Information Systems success assessment: Anintegrative model. Australianjournal of Basic and Applied Sciences, 5(5),pp. 157-169.
Simons,R. (2011). Human resource management: Issues, challenges andopportunities. Boca Raton, Fl.: CRC Press.
Toolbench.(2016). Job description. Retrieved on 19 December 2016 fromhttp://hrtoolbench.com/jobdescription.html
Zwass,V. (2016). Information system. Retrieved on 19 December 2016 fromhttps://www.britannica.com/topic/information-system