BUSİNESS INFORMATİON SYSTEMS

Compliance Risks: This is defined as the risk that HRIS fails to comply with legal and regulatory requirements. This might result in employees being able to avoid electronically signed agreements.

Financial Risks: High return on investment may not yield the desired results. • Technological Risks: Technological infrastructure of businesses may not possess adequate qualifications to support the business goals. • Political Risks: Top managers of the businesses may perceive that implementing or using HRIS may cause loss of authority or power and as a result diminish their support and commitment from the system. • Compliance Risks: This is defined as the risk that HRIS fails to comply with legal and regulatory requirements. This might result in employees being able to avoid electronically signed agreements.Adoption Risks: Adoption of HRIS brings uncertain, confused and indefinite changes in work processes and job definitions that may cause stress and tension among employees.

Payroll: A payroll subsystem is used to compute gross pay and taxes and to make other calculations such as paychecks for health insurance or retirement plans. The main functions of payroll software are as follows: • permitting the entry of all payments and deductions; • calculating gross and net pay; • generating payments via electronic processing of financial transactions, by cheque, or manually; • generating payslips; • payroll reporting; • allowing supplementary payments after the main payroll run.

Compensation refers to all extrinsic rewards employees receive in exchange for their work. Pay refers only to the actual money employees receive in exchange for their work.

HRIS Customers/Users Individuals who will utilize the HRIS can be categorized into two groups, namely employees and non-employees (see Table 4.2). Employees are classified as: • Managers, • Analysts, • HRIS experts, Technical staff and Clerical staff, • Employees. Non-employees are classified as: • Job seekers, • Partner businesses.

Implementing: In this phase, data migration and configuration/ fit-gap processes must be managed. Data migration involves identifying which data should be migrated and how much historical data should be included, as well as the actual process of moving the data. The configuration or “fit-gap” process consists of systematically working through every HR process and matching each of those to each of the integral HRIS processes. (Bedell, Canniff and Wyrick, in Kavanagh, Thite and Johnson, 2012, p.66).

Configuration of the information system is the main concern point of the process mapping phase. Each of the business’s processes are examined, beginning with how the information will be entered into the system, what information needs to be stored, how information will be stored, the steps that that information will flow through the system as it is processed, and how that information will be accessible in the form of reports and queries.Producing process maps permits to define how the work is done and highlights inconsistencies in approaches across different parts of the business.

Institutionalization Phase: The last phase of HRIS implementation is training the users of the system. As with any change, employees hesitate wondering if they can more to a new HRIS. HR may have difficulty with the change as well. Very recently, a popular extension of HRIS technology has been self-service for employees and managers in order to automate workflow. With these technological developments, the typical activities that HR used to carry out are no longer required, and as a result, HR staff may feel disenfranchised (Bulmash, 2006, p.63). Training can also help to take the full advantage of using HRIS. In related studies, employees mentioned that they are in need of more training about IT and HRIS (Beadles, Aston, Lowery and Johns, 2005). Therefore, managers should not hesitate to spend money and time for training if they are in knowledge of the importance and mission of HRIS for the business.

Human resource information system is a systematic data management process because it combines relevant data and provides typical modules to support HR activities ranging from recruitment to performance management. HR planning and analysis tries to reach the goal which is related to matching the right skills with the right jobs. Optimum combination of these two variables affect the overall performance of businesses. At this point, HRIS helps to present HR audit and skill inventory which are the prerequisities to successfully forecast human resources demand and suppl

Human resource information system is a systematic data management process because it combines relevant data and provides typical modules to support HR activities ranging from recruitment to performance management. HR planning and analysis tries to reach the goal which is related to matching the right skills with the right jobs. Optimum combination of these two variables affect the overall performance of businesses. At this point, HRIS helps to present HR audit and skill inventory which are the prerequisities to successfully forecast human resources demand and supply. The platform and technological infrastructure provided by HRIS enhance the quality of staffing function. Electronic recruitment, CV screening, interview scheduling, interview feedback are some of the actions that the staffing module of HRIS improve. The module of compensation and benefits contribute to track and monitor internal and external pay equity. It also covers benefits such as insurance protection or child care. Performance management module of HRIS affords to produce employee performance reports such as annual summary appraisals or self-assesments. Training and Development module of HRIS helps to reveal the real training needs of employees. It also helps to monitor the effectiveness of training programs.