Topic
Implementing a New Human Resource Information System
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Comparison between Ordinary Human Resource Data Collection and Human Resource Information Systems
Human resources divisions and departments typically collect a lot of information pertaining to their employees as well as business processes. HR divisions do this to meet legal requirements in regards to employment laws, to record supply management information for future reference, and to store training records, and hiring and turnover data (Kristine, David, & Sharna, 2012). All this data is usually stored in hard copy (paper), or soft copy (electronic means). As an example of the use of an ordinary human resources data collection method, an organization can design an intranet that allows all workers to log in and accomplish tasks such as filling out paperwork that has to do with retirement, medical, and on-site training. This method is not efficient for operations such as accessing random information about specific employees or training opportunities, though. To fulfill such duties, HR personnel have to manually go through the entries to find what they are searching for. If the company in question has hundreds or thousands of employees, this becomes an extremely time-consuming process even if the names of the employees are entered in alphabetical order.
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