HRM3703
Assignment 2 Semester 2 2026
Unique number:
Due date: 26 August 2026
1. INTRODUCTION
Human Resource Information Systems have become important tools for
organisations that need accurate employee information, efficient HR processes and
better support for management decisions. The value of an HRIS, however, depends
on more than the technology itself because people, processes, data and the way the
system is introduced influence whether the investment succeeds. The sixth edition of
the prescribed book places strong emphasis on structured preparation, stakeholder
involvement, system design, implementation and benefit-cost analysis before an
organisation commits itself to a major HR technology change (Johnson, Carlson &
Kavanagh 2026). This assessment applies those principles to four practical
situations involving HRIS selection, implementation, HR administration and
investment justification. The discussion pays particular attention to needs analysis
and change management at Ubuntu Healthcare Group, the successful Dentsu
, 1. INTRODUCTION
Human Resource Information Systems have become important tools for
organisations that need accurate employee information, efficient HR processes and
better support for management decisions. The value of an HRIS, however, depends
on more than the technology itself because people, processes, data and the way the
system is introduced influence whether the investment succeeds. The sixth edition of
the prescribed book places strong emphasis on structured preparation, stakeholder
involvement, system design, implementation and benefit-cost analysis before an
organisation commits itself to a major HR technology change (Johnson, Carlson &
Kavanagh 2026). This assessment applies those principles to four practical
situations involving HRIS selection, implementation, HR administration and
investment justification. The discussion pays particular attention to needs analysis
and change management at Ubuntu Healthcare Group, the successful Dentsu
implementation, the suitability of employee and manager self-service for a growing
retail group, and weaknesses in the Benefit-Cost Analysis prepared for Mzanzi
AgriFoods. The answers are based mainly on the prescribed sixth edition, while the
attached UNISA study material is used where a South African privacy perspective is
needed.
QUESTION 1
Question 1.1: Two risks arising from Ubuntu Healthcare Group’s approach
Risk 1: The selected HRIS may not fit the organisation’s actual requirements
and may require costly rework after implementation. Ubuntu Healthcare Group
approved a cloud-based HRIS immediately after seeing a conference demonstration,
even though no formal needs analysis or review of existing HR processes had been
completed. This creates a serious risk because a needs analysis should gather,
prioritise and document the organisation‟s information requirements before system
design and implementation. Failure to do so can result in a vendor package being
chosen on incomplete criteria, users rejecting missing functionality, expensive post-
implementation changes and uncontrolled growth in project scope (Plantamura &
Johnson 2026:75–87). The risk is already visible in the scenario because employee
information is captured differently across provinces and there are concerns that the
Assignment 2 Semester 2 2026
Unique number:
Due date: 26 August 2026
1. INTRODUCTION
Human Resource Information Systems have become important tools for
organisations that need accurate employee information, efficient HR processes and
better support for management decisions. The value of an HRIS, however, depends
on more than the technology itself because people, processes, data and the way the
system is introduced influence whether the investment succeeds. The sixth edition of
the prescribed book places strong emphasis on structured preparation, stakeholder
involvement, system design, implementation and benefit-cost analysis before an
organisation commits itself to a major HR technology change (Johnson, Carlson &
Kavanagh 2026). This assessment applies those principles to four practical
situations involving HRIS selection, implementation, HR administration and
investment justification. The discussion pays particular attention to needs analysis
and change management at Ubuntu Healthcare Group, the successful Dentsu
, 1. INTRODUCTION
Human Resource Information Systems have become important tools for
organisations that need accurate employee information, efficient HR processes and
better support for management decisions. The value of an HRIS, however, depends
on more than the technology itself because people, processes, data and the way the
system is introduced influence whether the investment succeeds. The sixth edition of
the prescribed book places strong emphasis on structured preparation, stakeholder
involvement, system design, implementation and benefit-cost analysis before an
organisation commits itself to a major HR technology change (Johnson, Carlson &
Kavanagh 2026). This assessment applies those principles to four practical
situations involving HRIS selection, implementation, HR administration and
investment justification. The discussion pays particular attention to needs analysis
and change management at Ubuntu Healthcare Group, the successful Dentsu
implementation, the suitability of employee and manager self-service for a growing
retail group, and weaknesses in the Benefit-Cost Analysis prepared for Mzanzi
AgriFoods. The answers are based mainly on the prescribed sixth edition, while the
attached UNISA study material is used where a South African privacy perspective is
needed.
QUESTION 1
Question 1.1: Two risks arising from Ubuntu Healthcare Group’s approach
Risk 1: The selected HRIS may not fit the organisation’s actual requirements
and may require costly rework after implementation. Ubuntu Healthcare Group
approved a cloud-based HRIS immediately after seeing a conference demonstration,
even though no formal needs analysis or review of existing HR processes had been
completed. This creates a serious risk because a needs analysis should gather,
prioritise and document the organisation‟s information requirements before system
design and implementation. Failure to do so can result in a vendor package being
chosen on incomplete criteria, users rejecting missing functionality, expensive post-
implementation changes and uncontrolled growth in project scope (Plantamura &
Johnson 2026:75–87). The risk is already visible in the scenario because employee
information is captured differently across provinces and there are concerns that the
