HRM522 Assignment 2: Determining HRIS Needs

Questions/Business/ManagementHRM522 Assignment 2: Determining HRIS Needs
Write a three to four (3-4) page paper in which you:
Assess the types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS. Identify three (3) disadvantages (other than time) of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs. Recommend three (3) approaches to overcome the disadvantages. Assess three (3) critical sources of data-gathering initiatives for an HRIS needs analysis and highlight the advantages and disadvantages of using each of those sources. Identify a system, process, or service in your organization’s HRIS that could be improved. Compare the current system, process, or service (where it is now) with the envisioned future (where it is going) and then create a gap analysis report that identifies the discrepancies between the current state and the future desired state and prioritizes needs. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting guidelines:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length. The specific course learning outcomes associated with this assignment are:
Analyze the strategy of the organization, the HR strategy, and HR programs with HRIS. Create an HRIS needs analysis and evaluate the acquisition process. Use technology and information resources to research issues in human resource information systems. Write clearly and concisely about human resource information systems using proper writing mechanics.

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NITKKRA+ 1396 TUTOR Posted 3102. Sold 3556. Bought 3. Asked 5. Solution preview:

Attachments
HRM 522 Assignment 2 Determining HRIS Needs.docx
INTRODUCTION
Technology has rendered new power to the organizations and now the management *** *** maintenance ** ******* *** *** **** ***** *** **** ***** developments **** **** ***** ***** ** *** ***** ** industries *** **** ** **** **** *** *** entrepreneurs ***** *** **** government ******** **** *** ** ** ******** ** *** industries *** **** **** *** ******* **** **** ****** ******* *** government implement *** ***** **** ***** ** ******* *** ******** ** *** ***** *** ** *** ***** **** ******* *** ***** ** **** ****** ****** ******* ***** *** *** ****** **** **** ** ******* ** *** ***** ******** *** ****** *****
******* *** *** DEVELOPMENT STANDARDS **** ******* **** **** ********
**** ** ***** ******** information ****** ** *** ******* ******* **** ***** *** **** ** ****** **** *** ******** ***** *** expenditures ***** *** **** developed standards **** *** *** ** **** ******* *** **** *** ** ** ******* efficiently ******* ***** *** **** government **** **** ******** ** *** **** associated **** *** ** ******** *** ** ***** ** *** ******* *** *** ******* **** **** *** ****** ** employees ****** *** **** ** **** ******* Therefore, ** *** ** ****** **** *** ******* *** ******* *** *** ***** ** **** **** ********
ADVANTAGES ******** **** *** INTERVIEWS
Interview ** * ***** ******* ******* ** ******** ****** ****** *** resources **** *** **** *** ******* ***** *** **** advantages **** *** ** ******** **** **** ******* *** **** *** ** beneficial *** *** **** ** ****** ******* **** *** ***** advantage **** ** ******** **** *** ******* ** interview ** *** **** *** understand *** ****** ******** effectively *** ****** advantage ** ******* **** *** workforce (Fitz-enz, ***** ***** *** **** ******* ** *** qualified workforce ***** *** ******* *** ***** advantage ** ****** ******** ** *** ***** *** ***** ***** **** ******* *** ***** *** ** increased
******* ** **** GATHERING *** *** REQUIREMENT
***** *** **** ******* **** **** ** **** gathering *** ** *** **** ******* ****** ** ****** observation ** **** ******* transcriptions *** behaviors *** ******* ***** **** *** advantage **** ** **** ** *** ******* ******* **** *** *** ******* ** **** **** *** fluctuate *** ****** ** *** ******* ****** **** ******** *** information ** *** ***** ** ******** *** ** ** **** *** **** ** *** disadvantage ******* employees *** ******* ** *** ******* ** *** ***** Attendance ****** ** *** ***** ****** *** *** ***** ** **** ** ******** ****** ******* *** *** information ******** **** ** *** ******** ***** *** ******* ***** ***** *** different initiatives **** *** considered ** ***** ******** information ****** Strategies *** ******** **** *** *** ******* **** ** **** ****** **** ** ******** *** *** ******** ** **** ****** *** ***** ** ** ******** *** **** *** ****** *** ******** **** *** ****** *** *** **** ** *** ***** **** ** ** **** ******* ** determining *** ****** **** ****** *** organizational ***** ******* *** *** attendance ****** *** ** ******* *** *** ******** *** ** ***** **** **** ** ****** management ** *** ****** *** ***** *** ******** ** *** * **** ** **
****** **** *** ** ******** ** *** ORGANIZATION
Organizations **** ******** * ****** **** ****** *** ** **** **** according ** *** requirements ** *** ***** ******** ******* *** ******* ***** ***** *** different ******* *** ******* **** *** ** ******** ****** ******* ***** ******** *** ****** ** attendance ******* **** ****** **** ******** **** *** ******* ****** **** ******* ***** *** different ****** *** ******* *** *** ******* *** ******** ***** ** **** ***** implementing ****** ******** **** ***** *** ** eradicated ****** *** *** ****** appropriate information **** ** beneficial *** *** ***** *** *** ******* **** ** *** ***** **** **** *** *** ***** ***** ******** ******** ******** ******* ******* **** ****** *** ******* **** ** analyzing *** **** *** *** ***** ******** Acquisition ******* ** *** **** ** ** *** ** **** **** ** ******* **** ***** attention *** ******** ***** ** ******** ******** **** ******** ** *** *** organizations ***** **** **** ***** *** ******* ***** ****** Technology ** *** **** **** **** *** ****** ******* ** *** *** ******** *** *** ******** information ** *** employees *** ** ******** ** ****** *** **** *** *** capability ** ***** *** ******* ***** ****** ** **** **** *** ** ***** ****** therefore ******** **** ** **** ** *** *** standards ******* *** ******** *****
*** ******** ****** *** *** ******* ******
*** **** ****** ** ***** **** *** * *** ******** ****** ** **** ** ******** *** ******* ***** *** objectives *** ** ** ****** *** **** *** ******* ****** **** ** ***** ***** **** *** ****** **** *** *** ******* **** *** ******** **** ** ******** ***** **** ***** *** ***** **** ***** ** *** ******* **** *** implemented ** *** **** ** *** ****** ****** observation ****** **** *** **** **** *** modifications **** ** **** *** * *** ******** ****** **** ** maintained *** ** **** ******* *** objectives *** ***** **** **** ******* *** *** ****** ******* ******* *** attendance ****** ** ***** ** *** ******* **** ***** *** ******* ******* *** ** ** ***** ** *** ****** *** **** *** *** objectives *** ** ** *** ***** **** ******* *** *** ***** **** *** **** **** ** ******* *** *** ****** **** ** ******** ** *** ******** **** **** ******* *** appropriate information ***** *** ******** *** ***** ********
CONCLUSION
**** ** *** ****** **** *** ***** *** **** ** **** *** *** ******** *** workforce management *** *** ****** *** ***** *** **** ****** **** *** ******* ******* *** ******* *** interviews *** *** **** collected **** *** ******* *** ** ****** ****** *** **** *** **** ***** *** ** ******** ***** ******** ***** *** **** advantages *** advantages ** *** ******* *** ** **** ** calculate ** *** **** **** ** ***** ** **** ****** *** ** **** ** ******* **** ****** ******** **** *** **** *** **** ** *** **** *** *** **** ** ******** *** ****** ******* ******
REFERENCES
** ******* * *** ******** * ****** Strategic ***** Resources Management ***** ** ** ** **** ***** ******* ** Management, ****** pp***-***
** ******* ** ******** * *** ******* * ****** *** ** scorecard ******* ** ******* ******** ****** *****
** ***** * *** ******* * ****** Necessary *** *** sufficient **** *** strategic *** ***** ******* ****** pp***-***
** Fitz-enz, * ****** *** ** **** ***** ******** management ****** McGraw-HillPrice: $29.50

bestmindF 30 TUTOR Posted 1873. Sold 199. Asked 1. Solution preview:
Introduction In last few decades emerging hyper-petitive era has increased the n*** ** technology ** ***** ******** management *** petitiveness *** development ** technology ** ******* *** ******* redefining *** *** ****** *** **** ** ****** ***** **** ** ***** ******** ******* * * ***** ******** * ** ***** Technology *** ***** resources *** *** ******** **** **** organizations *** ******* ** ******* **** ** strategic ******* ** **** ** ******* prehensive ******** ******** environment, *** organizations ****** implement technology ** ******* *** ****** *** ***** ******** management ****** ******* * * ***** ******** * ** *****

Attachments
HRM522 Assignment 2.docx
Title
Date
Introduction
In last few decades emerging hyper-petitive era has incr***** *** **** ** technology ** ***** ******** management *** petitiveness *** development ** technology ** ******* *** ******* redefining *** *** ****** *** **** ** ****** ***** **** ** ***** ******** ******* * * * ******** * ** ***** Technology *** ***** resources *** *** ******** **** **** organizations *** ******* ** ******* **** ** strategic ******* ** **** ** ******* prehensive ******** ******** environment, *** organizations ****** implement technology ** ******* *** ****** *** ***** ******** management ****** ******* * * * ******** * ** ***** **** ******* ** government regulations *** **** * **** ****** ** *** * organization **** ******** Government regulations *** ******* *** ***** ******** Information ****** ****** ** ****** *******
***** ** ******* *** *** developments ** technology *** government regulations
**** ****** * ***** ******** Information ****** ****** ** ****** * **** ** ******* *** continuing ******** ** technology ** constantly ******** **** *** ****** ** **** **** frequently *** ******** *** ***** **** ** **** **** *** ******* ******* *** ******* ** **** ** ** **** situation *** **** **** **** ** ** ******** *** *** ******** *** technology **** ****** (Lengnick-Hall * **** ** ***** Persistently * **** **** *** ******** ******* *** *** **** ***** ** requirement ** ** advancement *** ** ** **** ****** ** ******* *** ****** ****** **** *** software, ******* ** *** *** ****** ******* **** **** *** *** ****** *** modernize ** *** ******** Microsoft **** ** *** ** *** **** **** *** **** ******** ****** ** ****** **** ***** ******** ** ******** Relationship Management *** ***** ******** ** **** ******* ****** ** **** **** *** *** **** **** **** ***** *** ******** ***** ** **** *** *** businesses ***** particular ******* **** ******** connectivity ******* ******* ***** ****** distinguish *** improvement ** electronic ******* *** concentrate ******** ***** ** information ****** ****** **** **** ******
*** ** *** ******** ******** environment **** organizations **** ***** ** ******** *** recruiting, ******** **** ****** *** **** ******** **** ******* *** **** **** ******** *** modernize *** **** structures (Lengnick-Hall * **** ** ***** *** ** ***** ****** *** ***** ****** **** *** ** ****** ** ******* ** ******* ****** *** ******* ** **** **** utilization *** **** *** ******** **** **** ******** **** accessing ***** information *** ******** **** ***** **** **** *** ****** *** ******** ***** ***** ******* *** * ****
Disadvantages ** ***** interviews *** ***** ******
***** ***** *** ******** ***** *** **** frequently *** interviews, ***** ******* ****** ****** *** ******** organizational ******** ** ******* * ***** analysis, ** organization ***** ** recognize **** collection ******* *** effective ******* **** ***** *** ******** **** **** ** collected **** disadvantage ** ***** interviews ***** *** **** **** *** exceptionally **** consuming *** **** ***** ******* ***** ****** ** ******* ****** ** **** ****** *** **** ** *** interviews ******* *** *** gathering ** *** **** *** ******** **** **** ***** interviews ******* ******** *** * ******* *** ***** ******* **** disadvantage ** **** concerning *** ***** ******* ** *** **** gathering ****** ***** ****** ******* **** ****** **** ******* ******* **** ** * ****** ** ***** ***** *** disadvantage ** ******* **** **** **** *** preparation *** ******** *** ***** **** **** **** **** overwhelming **** arranging *** interviews ****** ******** ***** ******* **** ******* ******* disadvantage, ******* ** *** ******* *** opportunities ** **** *** important *** exchanges **** interviews *** ***** ****** *** *******
***** ******** ******* ** data-gathering initiatives
**** assessing ***** ******** ******* *** **** gathering initiatives, *** ***** ** ** **** ** ******* *** ***** ******** Information ****** ****** information Technical specialist *** *** ** ****** *** **** **** **** **** *** ***** *** ****** ******** **** *** ****** ** *** *** *** ** **** *** ******* *** knowledge *** *** ******* **** *** *** *** ***** ** **** **** ******** ******* ** *** **** ******** *** * ******* *** ***** *** **** **** *** ** *** *** ******* *** ** *** ***** **** **** ** *** ******** *** ** *** *** ** *** ******** ******* *** ******** **** *** **** ****** ** *** **** **** **** *** * **** ***** ** **** *** *** **** ******** ****** *** *** ***** ******** ******* professionals *** ** *** **** **** **** well-known *** *** ******* ***** ******** ***** *** ** ***** ** **** **** * **** ****** ** ******* ** **** ** *** ******* **** **** **** disadvantage **** **** *** *** *** ** ******* *** ** *** ** ******** **** *** ******** knowledge *** *** ** *** *** ****** *** ******** *** ** *** ** **** capability ** data-gathering *** **** ******** ****** ** *** ****** ******* employees *** nonemployees ** customers *** *** ***** **** *** ******** ** **** **** knowledge ** *** **** *** *** *** employees ***** ******** **** **** *** *** *** customers **** *** **** ****** ** **** **** ******** **** ** *** ***** *** **** disadvantage *** **** *** *** ***** ** ****** *** **** *** ******** ** **** **** **** *** ******* **** previously *** **** *** ******** **** *** ******** ******
******** * ******* ******** ** ******* ** **** organization’s ****
Presently *** *** ** ***** ***** ** essential ******** ******* *** *** accounting ******* ** *** organization *** ** *** * *** ******* *** *** **** ** *** *** ** **** *** ******** ***** ***** *** *** ******** ** ******* *** ****** candidate, **** ******* ** ****** management, *** ****** ******** performance analysis, *** ******** ***** ** * worksheet, **** *** ******** ** ***** *** *** ***** ******** *** * ******* *** ***** **** *** **** **** ** **** **** **** ** ****** technology, *** ** **** ** essential ** ******* ** ** *** * ****** **** *** **** ****** ***** ***** ** * ******* ******** ***** ** * **** **** **** ******** ******* ****** ** incorporate **** *** QuickBooks ** ****** ****** ** ** *** ******** **** *** QuickBooks ****** *** ****** **** ***** Resources information collection *** ****** ** **** different ** QuickBooks *** ******** ******** *** ******* *** ******* ***** ******* ***** vacation, attendances, ******* ******** * ******** ******* ****** *** programmed reminders
Conclusion
*** ******** ** Technology *** ***** resources ***** ** **** *** ***** implemented ** **** ******** organization ** strategic ******* ******* *** ****** ******** petitiveness (Fletcher ** ***** ***** ** ** ***** **** ******* technology *** **** ** ****** *** ****** ** ******* ******** *** ***** information *** **** ******** **** employees **** importantly, ** *** *** potential ** ****** *** administrative **** ** *** ** department ** ** ** ****** **** ** ****** ** **** important ** activities, **** ** providing organization **** *** ***** *** knowledge **** **** ** **** **** ****** HR-related decisions (Fletcher ** ***** *** ** ******* **** ***** ****** *** successfully *** technology ** ****** ***** ** ****** **** **** * ***** advantage
References
****** *** ******** ** ****** ***** ******** Information ******* ****** Providing ******** **** ***** **** ******* Information ******** *** Strategic Advantage ****** Personnel Management, ****** *******
Lengnick-Hall, **** * ****** *** ****** ** **** ** *** ***** ******* ** ***** ******** ****** *******
******** **** ******** ** ****** Assessment ** ******* *** ******** ** **** ** ****** ***** ******* industries International ******* ** ******** ** Economics * ****** Sciences, * **** *****Price: $23.00

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