HRM3703 Assignment 4
(COMPLETE ANSWERS)
Semester 2 2024 - DUE 26
September 2024
100% GUARANTEED
, HRM3703 Assignment 4 (COMPLETE ANSWERS)
Semester 2 2024 - DUE 26 September 2024
Question 1 Discuss the issues that might arise during and
as a result of the implementation of an HRIS training and
development module/application. (10)
Implementing a Human Resource Information System (HRIS) training and development
module/application can lead to several issues during and after the process. Here are some of the
key challenges that might arise:
1. User Resistance to Change: Employees may resist adopting the new system due to fear
of the unknown, lack of confidence in their ability to use the system, or attachment to the
old way of doing things.
2. Technical Issues: The module might face technical glitches, such as software bugs, slow
performance, or compatibility issues with existing infrastructure, which can delay the
implementation process and frustrate users.
3. Insufficient Training: Inadequate training programs may result in employees not fully
understanding how to use the system, leading to mistakes, inefficiencies, or
underutilization of the module.
4. High Costs: The implementation of an HRIS, including training and development
modules, can be expensive. Costs may include software licensing fees, training expenses,
and additional IT support, which might strain the budget.
5. Data Migration Issues: Transitioning from an old system to a new HRIS may involve
data migration challenges, such as data loss, duplication, or errors during the transfer,
which can affect HR processes and decision-making.
6. Security and Privacy Concerns: As the HRIS will store sensitive employee data,
security breaches or lack of proper data protection measures can lead to privacy
violations, loss of trust, and potential legal issues.
7. Lack of Customization: Off-the-shelf HRIS modules may not fully meet the
organization's unique needs, leading to gaps in functionality or forcing users to adopt
inefficient workarounds.
8. Integration with Other Systems: The new module may need to be integrated with
existing systems (such as payroll, time management, or ERP systems). Compatibility
issues or a lack of seamless integration can create operational inefficiencies.
9. Overwhelming Information: Employees may become overwhelmed with the volume of
new information or features within the training and development module, especially if the
interface is not user-friendly or intuitive.
10. Measuring ROI: After implementation, it might be difficult for organizations to quantify
the return on investment (ROI) from the new HRIS module in terms of increased
productivity or improved employee development, making it hard to justify the cost.
Addressing these challenges requires careful planning, thorough testing, adequate training, and
ongoing support for users
(COMPLETE ANSWERS)
Semester 2 2024 - DUE 26
September 2024
100% GUARANTEED
, HRM3703 Assignment 4 (COMPLETE ANSWERS)
Semester 2 2024 - DUE 26 September 2024
Question 1 Discuss the issues that might arise during and
as a result of the implementation of an HRIS training and
development module/application. (10)
Implementing a Human Resource Information System (HRIS) training and development
module/application can lead to several issues during and after the process. Here are some of the
key challenges that might arise:
1. User Resistance to Change: Employees may resist adopting the new system due to fear
of the unknown, lack of confidence in their ability to use the system, or attachment to the
old way of doing things.
2. Technical Issues: The module might face technical glitches, such as software bugs, slow
performance, or compatibility issues with existing infrastructure, which can delay the
implementation process and frustrate users.
3. Insufficient Training: Inadequate training programs may result in employees not fully
understanding how to use the system, leading to mistakes, inefficiencies, or
underutilization of the module.
4. High Costs: The implementation of an HRIS, including training and development
modules, can be expensive. Costs may include software licensing fees, training expenses,
and additional IT support, which might strain the budget.
5. Data Migration Issues: Transitioning from an old system to a new HRIS may involve
data migration challenges, such as data loss, duplication, or errors during the transfer,
which can affect HR processes and decision-making.
6. Security and Privacy Concerns: As the HRIS will store sensitive employee data,
security breaches or lack of proper data protection measures can lead to privacy
violations, loss of trust, and potential legal issues.
7. Lack of Customization: Off-the-shelf HRIS modules may not fully meet the
organization's unique needs, leading to gaps in functionality or forcing users to adopt
inefficient workarounds.
8. Integration with Other Systems: The new module may need to be integrated with
existing systems (such as payroll, time management, or ERP systems). Compatibility
issues or a lack of seamless integration can create operational inefficiencies.
9. Overwhelming Information: Employees may become overwhelmed with the volume of
new information or features within the training and development module, especially if the
interface is not user-friendly or intuitive.
10. Measuring ROI: After implementation, it might be difficult for organizations to quantify
the return on investment (ROI) from the new HRIS module in terms of increased
productivity or improved employee development, making it hard to justify the cost.
Addressing these challenges requires careful planning, thorough testing, adequate training, and
ongoing support for users
