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You will prepare and submit a term paper on Implementation of the Human Resources Information System. Your paper should be a minimum of 500 words in length.
You will prepare and submit a term paper on Implementation of the Human Resources Information System. Your paper should be a minimum of 500 words in length. In many cases, errors occur when a person is entering data manually into databases. Data cleansing is thus crucial since some errors are unavoidable.
However, automation of data like in the case of HRIS results in errors and intricacies that are not easily corrected. Additionally, attempts to locate and correct may result in complication of the problem. A good example is when dealing with data regarding the employees’ employment history, which is interrelated to other employment aspects such as pay rate and positions held. Attempts to make correction in one of the fields might result in automatic alteration of data in other categories. To overcome this problem, it is important to implement an application that acts as an interphase between the different fields to enable data transfer from one database or application to another. This ensures that employees’ data entry is only done once and transferred across different databases without making alterations. Additionally, the application should be capable of linking employees’ data to the security profile to ensure that only the right people make changes on employees’ data.
Process 2 or tracking employee job performance entails enabling the HRIS system to evaluate employees more quickly and efficiently and creating a uniform system for employee system. It is important that management define what performance is for different job specifications. After 1determining performance, the organizations should set goals to direct the managers and employees.
A salient factor that would jeopardize the implementation of process two is an unclear alignment of employee’s goals with the corporate culture and goals. To prevent this, the HR department should concur with the management to ensure the goals set are attainable. In some instances, the set goals are unrealistic and some employers end up blaming the employees for underperformance. It is thus important to consider factors such as organizational culture, leadership style, and availability of resources during the setting of goals.
