Implementation of Human Resource Information Systems

Human Resource Information Systems
Student’s Name
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Human Resource Information Systems
The switch to Human Resource Information Systems (HRIS) presents organizations with a myriad of benefits. For an organization that has primarily relied on paper-based record keeping, switching to an HRIS enhances easier access to human resources data (Pattanayak, 2020). It also ensures that information is easily updated on the system through self-service data entry. This paper provides a gap assessment of the current system and new HRIS as well as a visual map illustration of the current and future state of the organization.
Gap Assessment
Information Systems
Presently, the organization relies heavily on paper-based record keeping, although it has an electronic system for time capture and payroll. To successfully implement a new HRIS system, the company will need to install various computer stations or ensure employees have access to the recommended mobile app to ensure that employees have access to the self-service HR. Verhulst and DeCenzo (2022) indicate that employees can either use computers or mobile apps to access HR information through a self-service approach. In addition, the company will need access to Software as a Service (SaaS). This is subscription-based software delivered on the internet to ensure adequate access to HR information through a self-service approach (Verhulst & DeCenzo, 2022). The gaps, in this case, are the computers and/or mobile apps as well as the SaaS that will be needed for the new HRIS.
Human Resources
The current system maintains employee demographics in an excel sheet while the rest of personnel/employee information is maintained in file folders. Further, the current system has to be manually updated. However, the new HRIS will computerize and maintai...