How to Get the Human Resources Information Systems You Need
Secrets to Strategic Alignment of Human Resources Automation
The question of whether or not it makes good sense to automate tasks and processes in Human Resources was answered decades ago. Even though the functional name has evolved – be it Personnel, Human Resources, Organizational Effectiveness, or Human Capital Management - the mountains of required paperwork, monitoring activities, and administrative tasks traditionally associated with this function were and are obvious, logical choices for automation.
Since that is the case, why are there still so many professional journals, websites, classes, outside consultants and HR organizationsstill debating this question? Proposed Human Resources Information Systems (HRIS) solutions in the past have often become blurred and bogged down with ill-defined strategic focus, numerous technology choices, varied cost models and ill-planned implementations.
The good and bad news is that there is no one-size-fits-all answer. Let’s first look at where most HR departments start off on the wrong foot when requesting HRIS funding.