HRM3703
Assignment 4
Semester 2
DUE 26 September 2024
, QUESTION 1
Issues Arising from the Implementation of an HRIS Training and
Development Module/Application
Implementing a Human Resource Information System (HRIS) training and
development module can present various challenges. Here are several potential
issues:
1. Resistance to Change: Employees may resist adopting a new HRIS due to a
comfort with current systems or fear of technology. This resistance can hinder
full utilization of the new training module, affecting overall effectiveness.
Change management strategies need to be in place to facilitate acceptance.
2. Inadequate Training: Insufficient training or poorly designed training content
can undermine the module's effectiveness. Employees might not fully
understand how to use the HRIS, leading to errors and reduced efficiency.
Comprehensive training programs tailored to different user levels are crucial.
3. Integration Challenges: Integrating the HRIS with existing HR processes
and systems can be complex. If the HRIS does not perform seamlessly with
other applications (like payroll or applicant tracking systems), it can create
data silos and operational inefficiencies.
4. Data Security Risks: Implementing an HRIS involves storing sensitive
employee data. If security measures are inadequate, this could lead to data
breaches or compliance issues regarding privacy laws, resulting in loss of
trust and potential legal ramifications.
5. User Experience Issues: If the HRIS interface is not user-friendly,
employees may struggle to navigate the system. A complicated user interface
can discourage usage and reduce productivity, necessitating the requirement
for user testing before deployment.
6. Change in HR Roles: The move to an automated HRIS may alter existing
roles and responsibilities within the HR department, potentially leading to job
dissatisfaction or uncertainty about career paths for HR professionals.
7. Limited Customization: Standardized systems may not meet the unique
needs of the organization or its employees, leading to dissatisfaction and
ineffective utilization of the training application.
8. Over-reliance on Technology: There may be a tendency among HR
professionals to overly rely on the HRIS for decision -making, overlooking the
importance of interpersonal skills and critical thinking in HR practices.
9. Budget Constraints: There may be unforeseen costs involved in the
implementation process, such as upgrades, additional support staff, or
extended training sessions that can strain departmental budgets.
Assignment 4
Semester 2
DUE 26 September 2024
, QUESTION 1
Issues Arising from the Implementation of an HRIS Training and
Development Module/Application
Implementing a Human Resource Information System (HRIS) training and
development module can present various challenges. Here are several potential
issues:
1. Resistance to Change: Employees may resist adopting a new HRIS due to a
comfort with current systems or fear of technology. This resistance can hinder
full utilization of the new training module, affecting overall effectiveness.
Change management strategies need to be in place to facilitate acceptance.
2. Inadequate Training: Insufficient training or poorly designed training content
can undermine the module's effectiveness. Employees might not fully
understand how to use the HRIS, leading to errors and reduced efficiency.
Comprehensive training programs tailored to different user levels are crucial.
3. Integration Challenges: Integrating the HRIS with existing HR processes
and systems can be complex. If the HRIS does not perform seamlessly with
other applications (like payroll or applicant tracking systems), it can create
data silos and operational inefficiencies.
4. Data Security Risks: Implementing an HRIS involves storing sensitive
employee data. If security measures are inadequate, this could lead to data
breaches or compliance issues regarding privacy laws, resulting in loss of
trust and potential legal ramifications.
5. User Experience Issues: If the HRIS interface is not user-friendly,
employees may struggle to navigate the system. A complicated user interface
can discourage usage and reduce productivity, necessitating the requirement
for user testing before deployment.
6. Change in HR Roles: The move to an automated HRIS may alter existing
roles and responsibilities within the HR department, potentially leading to job
dissatisfaction or uncertainty about career paths for HR professionals.
7. Limited Customization: Standardized systems may not meet the unique
needs of the organization or its employees, leading to dissatisfaction and
ineffective utilization of the training application.
8. Over-reliance on Technology: There may be a tendency among HR
professionals to overly rely on the HRIS for decision -making, overlooking the
importance of interpersonal skills and critical thinking in HR practices.
9. Budget Constraints: There may be unforeseen costs involved in the
implementation process, such as upgrades, additional support staff, or
extended training sessions that can strain departmental budgets.
