Instructions: Assignment Overview And Directions Using Your

Instructions assignment Overview And Directions using Your Organization

Using your organization, or one you are familiar with, you will identify your knowledge of HRIS and make a suggestion about a new piece of technology for each of the weekly learning objectives for HRMT415 for Weeks 2-6. The topics are as follows: Week 2 - eRecruiting and eSelection; Week 4 - Self-Service and HR Portals; Week 5 - eLearning and Training; Week 6 - Performance Management. Each topic should be about one page in length responding to the assignment objective, offering a suggestion for a new technology, sharing the system requirements to consider, and providing your rationale for the recommendation. You may suggest an integrated system that covers multiple areas. This assignment requires research on HRIS technology, utilizing the APUS library and SHRM website, and should include proper APA formatting. Your paper should be at least 5 pages in the body, excluding the title page, abstract, references, and attachments. The abstract should be a one-page summary of the paper. The introduction should hook the reader and outline your approach. The conclusion should summarize main points and provide closure without introducing new ideas. Save the file as LastName_Week4_HRMT415.doc. Use spell check and proper grammar, as these contribute to your grade.

Paper For Above instruction

The effective management of human resource information systems (HRIS) is crucial for modern organizations seeking to optimize their workforce processes and maintain competitive advantage. In this paper, I explore technological innovations relevant to four key HR areas: eRecruiting and eSelection, Self-Service and HR Portals, eLearning and Training, and Performance Management. Drawing upon research from the APUS library and SHRM, I recommend innovative HRIS solutions for each area, considering system requirements and strategic benefits.

eRecruiting and eSelection

For eRecruiting and eSelection, I propose a cloud-based applicant tracking system (ATS) integrated with artificial intelligence (AI) capabilities, such as Lever or Greenhouse. These systems streamline candidate sourcing, screening, and scheduling. The AI component enhances candidate matching via natural language processing (NLP) to evaluate resumes and cover letters efficiently. System requirements include secure data storage, compliance with privacy laws, user-friendly interfaces, and integration with job boards and social media platforms. This technology expedites the hiring process, reduces bias through data-driven candidate evaluation, and improves the quality of hires.

Self-Service and HR Portals

An ideal solution is a comprehensive HR portal platform like SAP SuccessFactors or Workday. These systems enable employees to access personal records, benefits information, and payroll details independently. They should include mobile compatibility, Single Sign-On (SSO) security, and customization features tailored to organizational needs. The portal facilitates transparency, reduces HR workload, and improves employee engagement. System considerations include data security protocols, seamless integration with other HR modules, and compliance with GDPR or relevant privacy standards.

eLearning and Training

I recommend an adaptive learning platform such as Docebo or Cornerstone OnDemand. These platforms leverage AI to personalize learning paths based on employee roles, skills, and performance gaps. Features should include content management, mobile accessibility, tracking and reporting mechanisms, and LMS integrations. Requirements involve scalability, data security, real-time analytics, and compatibility with diverse content types (videos, quizzes, simulations). This technology supports continuous development, higher engagement, and aligns training outcomes with organizational goals.

Performance Management

For performance management, I suggest implementing a flexible performance appraisal software like Lattice or 15Five. These tools support continuous feedback, goal tracking, and development plans. Key features include 360-degree feedback, goal alignment, real-time performance dashboards, and integration with HRIS systems. Considerations include usability, data privacy, and customizable review cycles. Such solutions foster a culture of ongoing improvement, transparency, and alignment with strategic objectives.

In conclusion, technological advancements in HRIS offer significant benefits across recruitment, employee self-service, training, and performance management. When selecting these systems, organizations must consider security, integration capabilities, user experience, and compliance standards. Implementing innovative HRIS solutions empowers organizations to enhance efficiency, employee engagement, and strategic HR management, ultimately supporting organizational success in a competitive landscape.

References

  • Bondarouk, T., & Ruël, H. (2013). Electronic HRM: categories, leads, and implications. Employee Relations, 35(2), 137-159.
  • Huselid, M. A., & Becker, B. E. (2011). Bridging optimal HRM and organizational performance. Academy of Management Perspectives, 25(3), 51-67.
  • Kavanagh, M. J., Thite, M., & Johnson, R. D. (2015). Human Resource Information Systems: Basics, Applications, and Future Directions. SAGE Publications.
  • López-Cabrales, Á., Valle, R. S., & Martín-Alcázar, F. (2009). The role of social integration and knowledge exchanges in improving innovation performance. Journal of Knowledge Management, 13(2), 52-63.
  • Marler, J. H., & Boudreau, M.-C. (2017). An evidence-based review of HR analytics. The International Journal of Human Resource Management, 28(1), 3-26.
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  • Sharma, R., & Pandey, N. (2014). Cloud computing: Challenges and opportunities for HRMS. Journal of Advances in Management Research, 11(1), 25-45.
  • Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting workforce analytics and planning. The International Journal of Human Resource Management, 26(4), 402-412.
  • Wright, P. M., & McMahan, G. C. (2011). The changing landscape of strategic human resource management. Journal of Management, 37(2), 412-431.
  • Zapanta, M., & Muñoz, C. (2018). Enhancing HR efficiency through innovative HRIS solutions. International Journal of Human Resource Studies, 8(4), 145-162.

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