Hi I am Mary Angeline Ramos, i need answers to my question this is for study purpose.
The advantages of having a sophisticated HRIS or HRMS are many. An HRIS or HRMS monitored by qualified specialists who know technology and HR functional and tactical processes can manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use. Other advantages of an HRIS include the ease of use for qualification computer technology specialists, accuracy of information and the ability to perform HR audits using any combination of parameters. The employee and manager self-service features are excellent ways to free up the time of your human resources staff members for project work and other duties. Employees and managers can locate answers and information quickly without the need to consult an HR representative every time.
An HRIS also can be a problematic for small businesses in which some employees must wear many hats. If your company isn't big enough to have a dedicated human resources technology specialist, consider outsourcing. Some of the disadvantages of an HRIS involve human error during information input, costly technology to update your system and malfunctions or insufficient applications to support your human resources needs.There is a demand for computer and technology specialists with general information technology knowledge, and finding a qualified specialist with human resources functional area knowledge can be difficult. With such a demand, your cost to hire an HRIS specialist may be far above the average salary for a computer technology specialist. The cost per-hire for another employee in a specialized field may be a stretch for some small businesses.
Security is one of the biggest worries. Systems must be designed to prevent unauthorized access to sensitive and confidential data and also the unintended publication of such information. This typically required many “compartments” and many levels of authority for access, all of which have to be monitored and maintained.
I would not mentiond a detail reply of this query, i would keep it simple and precise that if you don't have HR deparatment, infact, effective HR department then be assured its like anarchy in a state, there would be no standard rules and regulation. One who have power will dictate his direction and we know that such state has no future.
I've worked around the world and have yet to see an organization that does not have someone who takes care of the HR function.
However, what HR people need to realize that they are easily replaceable, their jobs can be easily outsourced, unless they move from a "transactional" mode to a "transformational" mode.
Just having a rule-book bound, transactional HR is not enough. But a proactive, people-oriented, HR team is essential for the organization to grow.
Effective HR department is necessary regardless of company size as they are specialised to recruit, train and retain the staff and it helps the management to focus on their relevant departments to maximise their output and to accomplish their set goals. HR deptt. is actually a helping hand to plug loss of resources by providing reasonable workforce, polish their skill by training and development and to define reasonable compensation packages to balance employee and employers mutual benefits.
we must all understand than manpower is the backbone of any organization.
a failure to manage and direct our manpower force would bring failure.
a well setup HR department with proactive,smart,educated,human oriented leader could have a clear and decisive advantage,after all our people are our power.
having the best picked employees and understanding our managers and directors need for human manpower is as important as having a successfull brand or product to bring sales,revenue and profits.and that is the responsibility of HR.
in conclusion our employees are our success,the more qualified,and trained the more success a company achieves.
A human resources dept is essential for any company though a small company can outsource the dept to a specialist hr company. The HR dept looks after recruitment , training, promotions & transfers and retrenchment and there is no way these functions can be wished away. But in overpopulated regions like South Asia where supply of labour is plentiful compared to demand it has less significance compared to say western Europe . But even here it has grown in importance in BPO/ITES sector due to high attrition rate.
When you hire people from the inside you have the advantage that they are already familiar with the culture and the work climate, but you also have the disadvantage of having to retrain the ones that are now performing in new positions, and having to fill the positions that fell open when employees got promoted.
Hiring externally, on the other hand, has the advantage of bringing in fresh ideas, saving costs by hiring the person with the right skills, but it may have the disadvantage of having to guide this newly hired person through the organization, which can be a time consuming process. And you never know what you get with new people, right?
Valuable point to consider is that the HR department should be more involved in strategic decisions of an organization, which still does not happen as much as it should. But think of it: if the HR department knows what the long term plans of top management are, it can adjust its hiring requirements to those plans and save a lot of the hassle that the retraining and laying off of employees will bring about.
Adding a human resources department and human resources services means more employees to watch over and more programs and services to account for. This can place an additional burden on your accounting department and yourself as the owner or manager of the company. Keeping an eye over more employees and departments may put you at risk for spreading yourself too thin, resulting in the inability to effectively manage the company as a whole. A lack of human resources simplifies the management process.