Challenges and Opportunities of HRIS

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Challenges and opportunities of HRIS
An organization needs different types of systems to manage various business
functions, such as sales, marketing, finance, human resources, and many more.
Therefore, it is necessary to implement such types of information systems that
manage all those operations in a proper way. In addition, Melbourne Dairy Export
(MDE) was founded in the year 2012, which is an infant formula company. The
company has provided products in different countries, which are China, Singapore,
New Zealand, and Vietnam. The company has announced that it will have three
subsidiaries in China, as well as in other countries.
The company has employed more than 35000 persons in different
departments. Therefore, it is highly required to manage their various operations,
such as payrolls, documentation, and recruitment, and many others. The HR
department will reduce the cost of many operations using proper planning. The CEO
of the company, Taylor Newman wants to implement HRIS in the company to
manage all the processes in a proper manner.
A Human Resource Information System (HRIS) is a system that provides
various facilities to the company. It has referred to as a human resources
management system (HRMS). In addition, the software gives a centralized
repository of employees. Besides, HRIS makes huge impact on the overall systems
as well as other things. Human resource management (HRM) organization wishes

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for completing center human resources (HR) methods (Alam, Masum, Beh, & Hong,
2016).
The company will acquire many opportunities from HRIS in the international
market. However, some challenges can face by the company in the implementation
process. In addition, HRIS has provided many benefits to the company in terms of
the company’s cost, and time management. The man challenges of implementation
processes are change management, employees, and manager training. An HRIS
system provides various facilities and a company can expect many benefits from it,
such as data management, payroll management, and many others
(Bhuvaneswaran, 2019). There are various types of databases used for the
management of the human resources department. Besides, HRIS has provided
various capabilities to the company, which has used for the improvement of the
company (Markova, 2012).
In addition, HRIS has used for planning various things to expand the business
at various locations as well as in the same location. It provides many facilities for
planning, such as cost benefits analysis (Nagendra & Deshpande, 2014). Therefore,
the company is having a centralized repository for worker statistics removes the
need to save paper files, which may be effortlessly broken, and they want to go
looking through massive paper-based totally employee documents to find
information (Nagendra & Deshpande, 2014). HRIS has faced some challenges in the
implementation process, as there are some critical issues related to the data of the
company as well as its customers and business processes (Razali & Vrontis, 2010).
Besides, approval workflows enable adjustments to authorize with the
necessary individuals mechanically notified. In addition, An HRIS can also provide
cellular competencies that amplify self-provider and offer additional flexibility for
remote people. An HRIS also enables comfortable worker statistics and preserve
statistics personal. While the usage of paper forms or spreadsheets, facts can
without access difficulty by means of people who might not have the authority to
get entry to it (Razali & Vrontis, 2010).
Moreover, an HRIS affords a complete set of HRM functionalities to serve
maximum human useful resource wishes. In addition, Public sectors have
implemented HRIS for the management of various processes in a proper manner.
Therefore, they can improve their performance in different cases, such as payroll
management, inventory management, and many others (Troshani, Jerram, & Rao