Human Resources Information Systems

HRIS Human Resources Information Systems This work in writing will provide a detailed description of the HRIS application chosen for the business and will answer as to what type of HRIS might create more efficient process for the HR functions chosen. HRIS Type The HRIS type chosen for the present organization at issue is a Human Resource and Payroll Software system suite that includes administration of Human Resources and Benefits, Compensation, Recruiting, Training, Performance, Succession, Self-Service, Reporting, Time Entry and Payroll.

HRIS software is reported to be in use in hundreds of industries for managing daily employee activities of a business. HRIS software is vital for the organization that focuses on remaining effective and efficient and on in which information concerning organizational employees is managed well and easily tracked, discerned and accessed. HRIS Vendor Choice The vendor chosen for the HRIS solution is that of NuView Systems, Inc.

The NuView system offers such as: (10 paperless electronic organization; (2) report writing capabilities for any field in the database; (3) information safety stored in a single location for greater efficiency and protection and privacy of data.

NuView Offers the following: • Easy installation, implementation and scalability • Ability to deploy on a global basis • No software or DLL's installed on computers • Provides unlimited access 24 x 7 x 365 • Use of web standard tools and web services • Safe, stable and low-risk environment • Multiple deployment options (License, ASP and Blended) The payroll solution of NuView enables the accounting department in setting its own payroll schedule and offers the following benefits as well: (1) Formula driven solution to handle even the toughest payroll rules or complex calculations; (2) Powerful, easy to use Report Writer; (3) Interfaces with 3rd party Timekeeping and General Ledger systems; (4) Post pay data to Employee Self-Service; (5) Audit payroll and correct errors before printing checks; (6) Unlimited check history online; (7) Maintain multiple State and Local earnings and taxes by employee; and (8) Easy access to prior year's pays, taxes & deductions It is reported that key features of Customer Support for NuView is inclusive of the following: (1) Named Support Rep; (2) Basic, advanced and customized training programs; (3) Line-of-sight remote diagnostic support; (4) Toll-free hotline support 5 days a week; (5) Optional 24 x 5 x 365 support; (6) Client Self-Service portal to review issue status, submit new issues and enhancement requests; and (7) Email Support.

(NuView Systems, Inc., 2010) III. Theoretical Framework for NuView HRIS Solution The work of Baran, Karabulut and Pekdemir (2002) reports having examined the differences ion HR practices and the effects of new HR practices on organization change. In addition, there was reported to be a "significant difference in information sharing between the top and bottom level managers during the period. Studies report that the only significant difference in information sharing occurred between middle level managers.

While introduction of a new system is reported to not necessarily "affect the expected strategic advances, the concepts of E-Freefield is one that is useful providing sense-making heuristics to facilitate the jettisoning of old, problematic HR information systems that constrained HRM-style practices by their inflexibility. Moreover, HR and HR information systems strategy making enables the full transformational capacity of HR systems usage." .Ngai et al.

(2004) reports a study that is stated to have revealed that the company size 'might have an impact on the achievement of a number of benefits and on the obstacles faced when implementing HRIS.

Again, they indicated that support of top management was one of the most important factors in successful implementation of HRIS." (cited in: Boateng, 2007, p.47) The work of Shrivastava and Shaw (2003) reports that HR is liberated through technology and report having utilized a Descriptive Model for HR technology installations which is partitioned into three phases; (1) adoption; (2) implementation; and (3) institutionalization. (Boateng, 2007, p. 48) Shrivastava and Shaw note that organizations that adopt a process-drive approach in which IT solutions are chosen to support the already existing HR processes. (2003) Samir et al. (2003) identified that the.