Opportunities and Challenges of HRIS in Melbourne Dairy Export

This study explores the opportunities and challenges of implementing HRIS in Melbourne Dairy Export. It discusses the benefits of HRIS in terms of productivity and oversight, as well as the challenges of configuration and legal compliance. The process of creating and effectively using HRIS in modern companies is also outlined.

HRIS ASSESSMENT TASK
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Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
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INTRODUCTION
Human resource information system is one of the best technologies or programmes that is
utilized to store and gather HR data on an business’s workers. It is most used software in HR
department of many companies. In most situations, an HRIS encompasses basic functionalities
required for we end to end HRM. It has a programme for performance management, recruitment,
pay role, learning and development, etc. The current assignment will base on Melbourne Dairy
Export organization, established and run business in Australia. This study will explain two
essential opportunities and two different challenges that an HRIS can bring to chosen firm. It will
define HRM practices and theories in context of a human resource information system
technology and will also justify procedure of developing and using HRIS in modern companies.
MAIN BODY
Definition of HRIS technology-
HRIS stands for human resource information system, it can either run on organization’s
own technical infrastructure or what’s more general in recent time, be cloud based (Johnson,
Lukaszewski & Stone, (2016). It is defined as online solution or software that it utilized for data
tracking, data entry and information management of all human resources functions and
operations of a company. It cater a centralized repository of applicant master data that HRM
team needs for completing core HR procedure.
Two Opportunities of implementing an HRIS in MDE company-
HRIS system or technology is quite beneficial and helpful in context of chosen company,
it provide a lot of advantages. According to Raheef, (2019) Human resource information system
helps employer to hire, recruit and train new applicants as effectively as possible so that can
efficiently fill their new roles and manage existing ones successfully. This technology adds value
to organization. By implementing HRIS technology at workplace firms can get opportunity to
boost their productivity even better, which is actually quite essential as well as beneficial for
them. New applicants are usually recruited to fill position left by more experienced or talented
candidates. When an staff member quits, remaining people scrambles to fill departing applicant
shoes as well as their own until a new individual can be trained or recruited. Ultimately, morale
suffers because workers suddenly have much work, but not more salary. As HRIS aids to hire
knowledgeable people who can work much better than before. With good initial continual
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training and on boarding, employer in company can boost employee productivity rather than
before and reduce high employee turnover.
Haeruddin, (2017) highlighted that by implementing and using human resource
information system organization gain the best opportunities such as improving oversight. Human
resource management department along with reviewing, hiring and training staff, they can save
countless hours by depending on an HRIS for handling application and interview procedure,
tracking and setting training aims for new applicants and scheduling reviews, it will help to
manage overall activities of staff in systematic and effective manner. This system even be
developed to stall training, recruiting or termination procedure when paper work is not
appropriately done and submitted. Employer can also send reminder to alter workers about
actions they need to take and to notify human resource management when some situations are
not met. Furthermore, it can be said that by improving oversight company make them more able
to handle further situation related to staff.
Two Challenges of human resource information system in workplace practices-
It analysed that while implementing HRIS technology at work area, management in an
company can face a lot of challenges, which directly impacting on their productivity and
performance level. Singh & Saxena, (2020) stated that when human resource management
implement HRIS technology in workplace activities, they face one of the biggest challenges and
that is configuring human resource information system for optimal function. It is often have so
many possible features accessible to utilize firm become stick and overwhelmed to basics. It can
be useful for obtaining utilized to system at first, but cannot help firms to increase their ROI.
After implementing first stage of this technology, it may be helpful to bring in an expert to
configure system to automatically print reports and send alters. But this process takes a lot of
time and efforts as well which put negative impact on day to day activities. In order to configure
technology for optimal function, management had to wait for long and then use in workplace
activities.
Another challenge organization can face while implementing human resource
information system technology in workplace practices is fail to complying with legal
requirements (Kavanagh & Johnson, 2017). Even small or medium size companies may have
dozens of local, federal, and state regulations to adhere to. Failing to comprehend legal
requirements for structure, data and procedure of implementing HRIS can cause firm to incur
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penalties and make them susceptible to research. When management fail to understand legal
needs for implementing HRIS, they had to face many issues, which may be impact management
activities and decrease productivity of company more than others companies. Without
understanding needs of regulations and compliances, HRM and other administration cannot be
able to effectively implement HRIS technology at workplace. Because of this challenge company
had to do a lot of research and gather data to comply with legal needs of HRIS technology, they
had to train staff and strength workforce to understand overall process effectively.
HRM practices and Theories in regard to HRIS technology-
Two opportunities of implementing and HRIS within MDE company can be analysed
with how various working avenues and exploring further diversity among employees within
company can be enhanced for stronger working synergy and for generating effective business
framework.
HRIS can be understood a basically an innovative model connecting human resources
and information technology metrics through HR software which creates wide functional
innovation MDE will enable to monitor HR activities where all employees will be able to
process out activities and further effective plans electronically onto where there are various
efficacy developed among management for technical innovation synergy and programming
motivation among employees to yield onto new avenues further through which creative diversity
will be further advanced. Business progression and wider working avenues with latest
technology enables to gather stronger yielding synergy, onto where there are wider working
operational efficiency pertained.
MDE will be able to cater to higher company management needs where there are wider
functional innovation developed within system onto where HR department will be able to cater
higher synergy of effective determinants (Bayraktaroglu, Kahya and Ilhan, 2019). There are two
challenges within development of information system software development which can be
understood by the metrics where it demands strong level of functional innovation, new
developed gaols of higher investments and resources further used onto wider enhancement
parameters for gaining onto wider technical demand for innovation which will enable to also
develop stronger framework of employees strengths. Another difficulty is challenge of
management where all employee may unable to cooperate with new system and higher demand
of innovation.
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HRIS technology also requires higher order advanced thinking and training of HR
resources and operations development avenues further where it has wide uncertain progression
working forward onto where various scenarios are progressed. However it could be understood
that HRIS technology enables to competitively grow on various paradigms within companies for
faster adoption of new working effectiveness required with new modernisation demands and also
for technical innovation onto wider goals where MDE company can successfully reach on for
higher financial results and stronger results of efficiency.
This can be understood by the way various metrics are enabled among company business
goals and how HR department further progresses onto set arenas with use of HRIS technology.
MDE company will be able to reach higher commitment and exploration working fundamentals
where wide leverage shall be enabled (Okwang, 2020)
Process of creating and effective using HRIS in modern companies-
The process and effective use of HRIS in MDE is highly important for developing
stronger synergy of effective functional higher efficiency and progression onto goals through
which best working outputs can be received within business. The steps are as follows:
 Plan and define objectives: First step is to ideally focus onto plans and defining of
various work objectives such as HR functional goals where company aims to yield
further for attainment of new goals and higher functional determinants onto where there
is higher demands.
 Involve stakeholders to secure buy-in and manage the transitions: Employees and
management shall work together for securing the new HRIS technology innovation
requirements and also for keenly developing new avenues further onto where business is
heading.
 Create your own project teams: Select best talented young employees for this, where
wide diversity and experienced people will enable to pool on new competitive demands
within company.
 Evaluate HRIS options: There shall be analysis of all new steps and options where
company HRIS innovation is working for higher effective profits. Evaluating out of all
options will enable to generate wider working determinants of success an stronger
working operations.
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 Create process map for implementation: This step evolves by working for
implementation of working map where technical innovation will be success fully enabled.
Process map will keenly enable company to work according to set goals.
 Execute HRIS options: executing the selected options with strategical planning is highly
important for attainment of new levels functional efficiency and for reaching Hr goals of
management demands in employees. Monitor implementation: This shall focus further onto how various new steps and higher
order of effective use of implementation will enable to generate wider positive outcomes
for company to address and newly generate wider technical progression among
competitive business demands. Post live training: This being the last step and functionally most important parameter
where HRIS technology implementation shall be focused on within MDE company is to
post live training, which shall enable to generate wider efficiency goals (Shahreki,
Nakanishi and Ibrahim, 2020)
CONCLUSION
From above analysis, it has been concluded that by developing and implementing human
resource information system at workplace, management within Melbourne Dairy
Export effectively solving and handling their issues. By using this system organization
efficiently manage payrolls and recruitment functions that are really very important for business
growth and success. Furthermore, it has been summarized that by focusing on implement
processes of HRIS management appropriately and systematically overcome challenges and gets
benefits after it. It has been identified that by obtaining two different opportunities after
implementing system at work area company retaining skilled applicants for longer period of
time.
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REFERENCES
Book and Journals
Bayraktaroglu, S., Kahya, V & Ilhan, H., (2019). Application of Expanded Technology
Acceptance Model for Enhancing the HRIS Usage in SMEs. International Journal of
Applied Management and Technology, 18(1), p.7.
Haeruddin, M. I. M. (2017). Should I stay or should I go? Human Resource Information System
implementation in Indonesian public organizations. European Research Studies. 20(3A).
989.
Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). Introduction to the special issue on
human resource information systems and human computer interaction. AIS Transactions
on Human-Computer Interaction. 8(4). 149-159.
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Okwang, I., (2020). HRIS Technology Effects on a State University's Human Resources
Leadership (Doctoral dissertation, St. Thomas University).
Raheef, O. O. (2019). Towards Ensuring Proper Management of Recruitment, Selection and
Induction Processes Within Business Organizations. Social Science and Humanities
Journal, 1368-1378.
Shahreki, J., Nakanishi, H., & Ibrahim, N.F., (2020). Technology and the HR Field: The Growth
of Human Resource Information Systems. Journal of Soft Computing and Decision
Support Systems, 7(2), pp.7-18.
Singh, S., & Saxena, T. (2020). ISSUES AND CHALLENGES IN IMPLEMENTATION OF
HRIS. International Engineering Journal For Research & Development, 5(ICIPPS). 5-5.
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