Opportunities for HRIS careers; selling management on an HR system

Article Abstract:

A review of the employment opportunities in the personnel management field and the steps necessary for career preparation emphasizes that there is an increasing need for the specialized individual in personnel management. However, career paths in the area of human resource planning and development are limited because the function is still subordinate to compensation management. The personnel manager has two roles: one is the developing new personnel systems or products (such as human resources information systems), and the other is ensuring current systems work effectively. Managing human resources information systems requires: analytical capabilities; experience and technical knowledge; a general background in human resources; and effective communications skills. Also discussed, are human resource techniques, such as the use of surveys to enlist corporate management support for proposed human resource projects and programs.

Usage, Innovations, Human resource planning, Employment, Vocational guidance, Technology application, Career development, Human resource directors, Human capital

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HRIS asks, "who's the boss?" (human resources information system)

Article Abstract:

Human resources information systems (HRIS) should report to the senior human resources (HR) officer in the organization. The advantages of having HRIS report to the top HR manager include improving the chances of receiving the best power HRIS is able to provide, ensuring that senior managers are aware of HRIS advances that help them make better decisions, and preventing premature decisions from being made by senior management. A survey of 50 major private companies and a literature search have determined that HRIS is a separate function in 90% of the respondents' firms, 63% of HR departments believe their computer needs are met when HRIS is controlled by HR, and 39% of HR departments believe their computer needs are met when HRIS is controlled by management information systems.

Management, Human resource management systems, Human resource information systems

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Time-efficient software evaluation; integrating HRIS and payroll data

Article Abstract:

Software packages available to assist with personnel management functions (including payroll accounting and compensation management) are so plentiful that selecting the proper program to meet a company's needs is difficult. In some instances, a request for proposal (RFP) procedure should be followed to select software, by contacting vendors with a written RFP. The RFP should include: (1) basic information about your company and its software needs, (2) a description of the technical requirements the software should comply with, (3) a list of desirable features that software should contain, and (4) a series of questions every vendor responding to the RFP must answer.

Evaluation, Software, Vendors and purchasers (Law)

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