OL 667
Final Project
Research Paper
Module Nine
Southern New Hampshire University
OL – 667 – Q1315
Human Resource Information Systems
INTRODUCTION
This proposal is formulated to address organizational details that will be considered when
looking at two different HRIS products to purchase and implement into our organization. HRIS
stands for the human resource information system and is a “software or online solution for the
data entry, data tracking, and data information needs of the Human Resources, payroll,
management, and accounting functions within a business” (Heathfield, 2019). Such information
as demographics, payroll, benefits, personnel files, and other aspects that an organization has
records and processes for depends on an HRIS to standardize and centralize these processes. The
two HRIS products that are being compared are Zenefits and People-Trak.
Below, a gap assessment that includes information systems, human resources, as well as
operations, finance, and quality costs are discussed. In addition to the gap assessment, visual
mapping is completed that includes the current state, the future state, and the interdependency of
the HRIS. Next, the return on investment (ROI) will be completed by quantifying the estimated
implementation costs and savings over four years. Furthermore, an analysis of the differentiation
between the current system and the two possible new systems will be completed in table form
using objective and subjective manners. Lastly, recommendations for the balancing
,requirements such as maintaining proprietary and confidential demographic data with the need
for self-service maintenance as well as addressing the varying degrees of accessibility for
management and employees will be given.
GAP ASSESSMENT
Information Systems
The current HRIS that our company uses is not cohesive with our ever-growing
organization. With five hundred (500) employees of which four hundred and fifty (450)
employees who are non-exempt and depend on clocking in and out each day, a modernized and
technologically advanced system would be most beneficial for the entire organization. With the
current system being in the current state such as having processes be manually inputted, a
standalone system, physical personnel files that are manually updated, and demographic data in
an excel spreadsheet, the hardware and the architecture of the future HRIS are imperative to
implement improving how the above processes are handled.
After completing process mapping and understanding the processes that the new HRIS
system will integrate, cloud computing for the HRIS will be utilized. Cloud computing can be
best described as a central remote service that integrates with the internet to preserve data and all
applications (Kavanagh & Johnson, 2018). Utilizing cloud computing for the new HRIS
integration will reduce the resources needed for the organization to maintain databases and
applications and allows the human resource administrators who now assist with the manual input
to focus on other processes. Cloud computing includes three services which are “infrastructure
as a service, platform as a service, and software as a service (SaaS)” (Kavanagh & Johnson,
2018). Infrastructure as a service is the access to the operating system (Kavanagh & Johnson,
2018). Platform as a service is the application and web server technology that is already built
into the computer (Kavanagh & Johnson, 2018). Lastly, the SaaS is the comprehensive
application that is distributed over the internet such as an ERP or the whole HRIS application
(Kavanagh & Johnson, 2018).
, Using a cloud computing-based integration will allow the human resources administrators
to manage the user interface from any location and will allow employees to change their own
demographics and other administrative inputs that would previously be the responsibility of the
HR administrators. Furthermore, utilizing cloud computing allows the human resources
administration and team to focus their time and efforts on other processes that will be more
focused on strategic initiatives and allows the software vendors to be responsible for the
maintenance and updating of all applications as they are needed (Kavanagh & Johnson, 2018).
Human Resources
A cloud computing based HRIS will integrate how human resources processes are
completed moving forward. Implementing an HRIS will improve efficiency by automating time
entry and attendance tracking, benefits administration, recruiting, training, payroll, performance
management, and especially demographic employee data (SHRM, 2015). Demographic
employee data includes information such as contact information, start date, birth date, salary, and
job title. Most information such as their contact information, birth date, benefit elections, and
time and attendance records can be updated and maintained on a self-service application by the
employee (Brooks, 2019). Currently, this information is updated manually by the human
resources clerks who are supervised by the HR Manager. With the new HRIS system, the
information will be self-serviced and each employee will be responsible for making the
appropriate updates which will, in turn, eliminate these responsibilities from the human resources
administrators and allow them to focus on other strategic initiatives. Other processes within
human resources functions such as payroll, recruiting, performance management, and accessing
reports will be more accessible and made more efficient by integrating these functions within the
new system.
Operations, Finance, Quality
Final Project
Research Paper
Module Nine
Southern New Hampshire University
OL – 667 – Q1315
Human Resource Information Systems
INTRODUCTION
This proposal is formulated to address organizational details that will be considered when
looking at two different HRIS products to purchase and implement into our organization. HRIS
stands for the human resource information system and is a “software or online solution for the
data entry, data tracking, and data information needs of the Human Resources, payroll,
management, and accounting functions within a business” (Heathfield, 2019). Such information
as demographics, payroll, benefits, personnel files, and other aspects that an organization has
records and processes for depends on an HRIS to standardize and centralize these processes. The
two HRIS products that are being compared are Zenefits and People-Trak.
Below, a gap assessment that includes information systems, human resources, as well as
operations, finance, and quality costs are discussed. In addition to the gap assessment, visual
mapping is completed that includes the current state, the future state, and the interdependency of
the HRIS. Next, the return on investment (ROI) will be completed by quantifying the estimated
implementation costs and savings over four years. Furthermore, an analysis of the differentiation
between the current system and the two possible new systems will be completed in table form
using objective and subjective manners. Lastly, recommendations for the balancing
,requirements such as maintaining proprietary and confidential demographic data with the need
for self-service maintenance as well as addressing the varying degrees of accessibility for
management and employees will be given.
GAP ASSESSMENT
Information Systems
The current HRIS that our company uses is not cohesive with our ever-growing
organization. With five hundred (500) employees of which four hundred and fifty (450)
employees who are non-exempt and depend on clocking in and out each day, a modernized and
technologically advanced system would be most beneficial for the entire organization. With the
current system being in the current state such as having processes be manually inputted, a
standalone system, physical personnel files that are manually updated, and demographic data in
an excel spreadsheet, the hardware and the architecture of the future HRIS are imperative to
implement improving how the above processes are handled.
After completing process mapping and understanding the processes that the new HRIS
system will integrate, cloud computing for the HRIS will be utilized. Cloud computing can be
best described as a central remote service that integrates with the internet to preserve data and all
applications (Kavanagh & Johnson, 2018). Utilizing cloud computing for the new HRIS
integration will reduce the resources needed for the organization to maintain databases and
applications and allows the human resource administrators who now assist with the manual input
to focus on other processes. Cloud computing includes three services which are “infrastructure
as a service, platform as a service, and software as a service (SaaS)” (Kavanagh & Johnson,
2018). Infrastructure as a service is the access to the operating system (Kavanagh & Johnson,
2018). Platform as a service is the application and web server technology that is already built
into the computer (Kavanagh & Johnson, 2018). Lastly, the SaaS is the comprehensive
application that is distributed over the internet such as an ERP or the whole HRIS application
(Kavanagh & Johnson, 2018).
, Using a cloud computing-based integration will allow the human resources administrators
to manage the user interface from any location and will allow employees to change their own
demographics and other administrative inputs that would previously be the responsibility of the
HR administrators. Furthermore, utilizing cloud computing allows the human resources
administration and team to focus their time and efforts on other processes that will be more
focused on strategic initiatives and allows the software vendors to be responsible for the
maintenance and updating of all applications as they are needed (Kavanagh & Johnson, 2018).
Human Resources
A cloud computing based HRIS will integrate how human resources processes are
completed moving forward. Implementing an HRIS will improve efficiency by automating time
entry and attendance tracking, benefits administration, recruiting, training, payroll, performance
management, and especially demographic employee data (SHRM, 2015). Demographic
employee data includes information such as contact information, start date, birth date, salary, and
job title. Most information such as their contact information, birth date, benefit elections, and
time and attendance records can be updated and maintained on a self-service application by the
employee (Brooks, 2019). Currently, this information is updated manually by the human
resources clerks who are supervised by the HR Manager. With the new HRIS system, the
information will be self-serviced and each employee will be responsible for making the
appropriate updates which will, in turn, eliminate these responsibilities from the human resources
administrators and allow them to focus on other strategic initiatives. Other processes within
human resources functions such as payroll, recruiting, performance management, and accessing
reports will be more accessible and made more efficient by integrating these functions within the
new system.
Operations, Finance, Quality
