Performance Management and Leadership Development - Management Assignment Help

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i need answer for this question if u add any reference plz make sure to include APA How would you ?sell? the financial investment in an HRIS? Consider the ?pros? as well as how you might address the ?cons?. i need good responses to these discussions as well related to the same topic which is being discussed in discussion 1 and 2 discussion 1 Companies are using various systems, tools, databases, and software to undertake several processes including payroll, recruitment, performance management and leadership development. If these platforms are not up to standard, the entire business can suffer. In the past, the HR department was certainly a forgotten part of a business structure often under-resourced and underfunded. However, times have certainly changed with HR functions playing a key strategic role in many other parts of the business puzzle including training and development and remuneration. HR responsibilities are growing constantly, and current challenges might stack up as compliance and reporting expectations increase illustrating the value of having the best technology available. CEOs need to know that HR is a mission-critical application and by not investing in its future, it is a recipe for disaster. Of course, there are several ways to sell this importance. Listed are four talking points: Talk about the bottom line Seek wider support Highlight market competition Showcase the value of HR Pros: At the end of the day, most (if not all) CEOs want a positive return on investment. As these executives are answerable to key stakeholders and other individuals, many decisions are often based around how financially advantageous an investment is Consider the productivity benefits of removing data entry errors or allowing individual employees to complete their own HR processes - Productivity and time savings add to the bottom line Industries and sectors are competitive having a HRIS can help to get a step of the competition Without an experienced HR team using the best tools, there is no doubt that an enterprise would struggle and often fail to motivate the rest of the business onto higher achievements

Cons: Needs appropriate buy-in from those who will be using it on everyday basis Not comfortable with changing away from what they know or currently have Without widespread support, a CEO or senior management team may overlook the benefits and stick with the status quo To stay competitive in today's market, I believe a company needs to stay on-top of managing employee information quickly and efficiently. A good HRIS can manage things like the on-boarding process, time and attendance procedures, training and certification tracking, payroll/benefits and attendance management, as well as help speed routine audit processes. I have worked with three different HRISs in my career. While all different in their capabilities, they are a tremendous help in tracking, reporting, storing and retrieving information quickly and accurately.

Pros: Upload and store documents for viewing at different levels of management and employees Provides paperless and green opportunities Running reports on things like attendance and wages to gain quick access to information that could take significant time to compile from files A company that operates in different geographical locations can have one place to store and access information for employees On-boarding documentation and certifications can be attached to an employee's profile, making it simple to track

Cons: discussion2 The cost of HRISs can be significant and be a barrier to small business or organisations The threat of security breaches and information safety The cost and time investment required for training Although there are cons to using a HRIS, I believe the pros significantly outweigh them. A system can save time for an HR manager and/or department, which frees them to spend more time building relationships with employees and investing in training, supporting and developing of their talents. 

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