Human Resource Information System (HRIS) for Melbourne Dairy Export

This report examines the implementation of a Human Resource Information System (HRIS) within the context of Melbourne Dairy Export (MDE), an Australian infant formula company. The report begins with an introduction to the challenges and opportunities faced by HR departments in a globalized business environment, particularly focusing on the need for standardized HR practices. It then defines HRIS and its role in streamlining HR activities through technology. The core of the report identifies and discusses two key challenges of HRIS implementation at MDE, including the need for employee training and ensuring the accuracy of the system's data. Furthermore, the report highlights two significant opportunities that HRIS presents for MDE, such as reducing clerical tasks and providing data analytics for better decision-making. The conclusion emphasizes the benefits of HRIS for global companies like MDE, underscoring its potential to reduce costs, enhance efficiency, and support overall business growth by automating administrative and transactional HR processes. The report references several academic sources to support its arguments.

Running Head: HUMAN RESOURCES INFORMATION SYSTEM
HUMAN RESOURCES INFORMATION SYSTEM
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................2
HRIS.......................................................................................................................................3
Challenges in the Implementations of HRIS in MDE............................................................3
Opportunities for Implementations of HRIS in MDE............................................................4
Conclusion..................................................................................................................................5
Reference....................................................................................................................................6

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Introduction
The functions of the human resources faces many challenges as well as opportunities
during the process of globalization that includes recruitments, payrolls, creating practices,
which can be applied consistently in the different offices or the locations of the company. The
business environment is subjected to change and so is the change in the environment of HR.
The changes in the HRM environment includes technological and economical change, work
force diversity, organizational diversity, globalizations, changes in jobs nature and much
more. MDE is the Australian infant formula company that has grown as the global
corporation, which is facing the difficulties in managing the human resources such as
recruitment, payroll and so on. Therefore, as being the global corporation, they require
having standardized practices of HR for functioning successfully, which could be possible by
introducing HRIS (Jahan, 2014). Hence, under this assignment, discussion will be done on
identification of the two important challenges as well two important opportunities, which an
HRIS would be bringing to the MDE.
Discussion
The globalization as well as economic openness has continuously opening the new
opportunities of market and the multinational corporations are expanding their businesses
continuously everywhere in the world. As the business grows, then the company faces
greatest challenge in managing their employees. This problem usually occurs with the
company who uses traditional system of managing the organization. Traditional approaches
of HR practices would not be able to fulfill the needs of the organizations that are operating
globally. Therefore, global operating organizations require modern technology to manage
their HR practices (Karikari, Boateng & Ocansey, 2015).

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HRIS
The human resource information system, which is abbreviated as HRIS, is generally
the interaction of the human resources as well as the information technology by the HR
software. It helps the activities of the HR for occurring electronically. This is the type of the
program of the software, which can be utilized in the department for helping the human
resources managers as well as employees for improving their productivity as well as the
results of the efforts (Angrave et al. 2016). HRIS is viewed as the way of HR practices by the
software for the business organizations for taking care of various activities related to human
resources such as payroll, hiring, training, compliance and so on. It allows the company for
planning the costs of the HR more effectively by managing and controlling them with
minimum possible resources. There is various software such as Success Factors HR,
Workday HCM, Oracle HCM Cloud and so on (Smolcic, Thomas & Contacos-Sawyer,
2014).
Challenges in the Implementations of HRIS in MDE
The important challenges that can HRIS will bring in MDE are as follows:
 Implementation of HRIS requires giving training to the managers as well as
employees for using the new system. It would be very difficult situations for the
company who are operating globally, if the HR personnel are not familiar will the
software that is being implemented. There may be the situation that even most
intuitive system would seems imposing when the managers as well as employees are
unfamiliar with the functions as well as appearances of system. Therefore, HR
personnel should be involved in implementing and adapting to system as much as
possible (Nivlouei, 2014).
 Implementations of HRIS would be challenging in respect of assessing quality as well
as accuracy of the system. The information are accurate as well as valuable only when

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there is uses of right formulas for deriving the information as well as right constraints
and the cross references are being used for analyzing the data. It would be very
difficult for those companies who have never used HRIS, for determining accuracy as
well as quality of the information (Shaheen, Ghazanfar & Hussain, 2014).
Opportunities for Implementations of HRIS in MDE
The important opportunities that HRIS will bring in MDE are as follows:
 HRIS will enable the HR department of the company for spending less time on the
clerical tasks. It will help the company for ensuring the accuracy of the data of the
employee and enabling the employees for taking the greater role in management of
the information. This will enable in having centralized repository for the data of the
employee that removes need for storing the paper files that can be damaged easily and
the needs for searching through the large paper based files of employee. Therefore,
with the help of HRIS software, various reports would be generated, providing ad-hoc
reporting capabilities as well as offering analytics on the important metrics such as
turnover rate. These data helps in offering visualization capabilities for the
employees’ data. Moreover, this would also help in securing the data of employees
(Anitha & Aruna, 2014).
 HRIS would bring the opportunities for performing the analyses as well as reviewing
the metrics that are related with the different aspects of organization, which helps in
assisting with the better decision making as well as help with the spotting pattern. The
analytical tools of HRIS give the HR employees ability for performing various
pertinent calculations with the speed. MDE would be benefitted from this software
because it is operating globally and hence, reliance on traditional system would aim
more costs than this (Bhargava, 2014).

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Conclusion
Hence, it is concluded from the analysis that traditional system of paper work of HR
is no longer worthy for the organizations with global business rather computerized based HR
practices is required for reducing cost, effort and time in managing the HR work. Hence, the
best way of managing the HR practices is through the implementation of HRIS. However,
there are various challenges for implementing this software but apart from challenges; there
are many benefits in implementing this. MDE being the global corporation would get benefit
from the application of HRIS in the organization. It would help this company for automating
all of their tasks of administrative as well as transaction from the HR personnel in all of their
locations. This would be beneficial as it would reduce their costs of company all across the
globe and leads towards the growth of the company.

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Reference
Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., & Stuart, M. (2016). HR and
analytics: why HR is set to fail the big data challenge. Human Resource Management
Journal, 26(1), 1-11.
Anitha, J., &Aruna, M. (2014). Adoption of Human Resource Information System in
Organisations. Journal of Contemporary Research in Management, 9(4).
Bhargava, R. (2014). Role of human resource information system in functional integration of
human resource management case study research. Journal of Exclusive Management
Science, 3(6), 1-7.
Jahan, S. S. (2014). Human resources information system (HRIS): a theoretical
perspective. Journal of Human Resource and Sustainability Studies, 2(02), 33.
Karikari, A. F., Boateng, P. A., &Ocansey, E. O. (2015). The role of human resource
information system in the process of manpower activities. American Journal of
Industrial and Business Management, 5(06), 424.
Nivlouei, F. B. (2014). Electronic human resource management system: The main element in
capacitating globalization paradigm. International Journal of Business and Social
Science, 5(2).
Shaheen, I., Ghazanfar, F., & Hussain, S. (2014). The role of HRIS in achieving
organizational excellence: a multifaceted discussion. International Journal of
Physical and Social Sciences, 4(12), 14.
Smolcic, N., Thomas, B., &Contacos-Sawyer, J. (2014, July). The Advantages And
Affordability Of Human Resource Information System's (Hris) Implementation In

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The Small Business Sector. In Competition Forum (Vol. 12, No. 2, p. 8). American
Society for Competitiveness.