Even Though E-HRM and HRISs Have Reduced Administration Workload of HR

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The Answer is -Before implementation-the needs of all stakeholders should be identified and these need to be aligned with the overall purpose and goals of the organisation.A holistic approach should be taken where the people, culture, structure, processes and HRM technology of the company are acknowledged and aligned.The size of the organisation should also be considered:smaller organisations may only require generic software whereas larger organisations may require a more sophisticated system that interfaces with other HRM technology and systems.
-During implementation-training employees to use the system will become a major priority when the new technology is implemented and decisions need to be made about who will train staff.The particular skills of employees will also be a consideration as some will have more experience using technology than others.Also, in an international business environment, training and technology may need to take into consideration different languages and cultures.
-After implementation-problems associated with using the technology will need to be considered during and after implementation.For example, errors in data entry may occur and ways to minimise these considered, differential access to the HRIS needs to be stated and protocols established.Finally, it will be important to recognise that the implementation is an ongoing process and the system needs to be maintained and updated, staff training is continual, changing organisational stakeholder needs will affect the design of the system, and modifications will be necessary.

Even Though E-HRM and HRISs Have Reduced Administration Workload of HR

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