HRM3703
ASSIG NM ENT 4 20 24
DUE: 26 SEPTEMBER 2024
SEMESTER 2 2024
,TABLE OF CONTENTS
Introduction……………………………………………………………………….Page 3
Question 1: Issues Arising from Implementing an HRIS Training and Development Module
2.1. Overview of HRIS Training and Development Modules......................... Page 2
2.2. Potential Challenges in Implementation ................................................ Page 3
2.3. Impact on Employee Learning and Development................................... Page 4
Question 2: Aligning Performance Plans with Organizational Strategy Using HRIS
3.1. Understanding Organizational Goals and Strategic Alignment.................Page 5
3.2. Using HRIS for Goal Setting and Tracking .............................................. Page 6
3.3. Continuous Feedback and Performance Management.............................Page 7
Question 3: e-HRM Context and Its Impact on South African Organizations
4.1. Overview of e-HRM Context Components................................................ Page 8
4.2. Local Contextual Factors Influencing e-HRM Implementation .................. Page 9
4.3. Adapting e-HRM to Organizational Needs ............................................ Page 10
Conclusion………………………………………………………………………….Page 13
Remember the honesty declaration is not included in this template!
2
, 1 INTRODUCTION
This assignment explores the role of Human Resource Information Systems (HRIS) and
Electronic Human Resource Management (e-HRM) in transforming the way companies manage
their workforce. As organizations grow and face more complex challenges, traditional HR
practices are no longer enough to keep up with the demand for efficiency, accuracy, and
strategic alignment. HRIS and e-HRM use modern technology to automate HR tasks, streamline
processes, and provide valuable data for better decision-making. These systems are not only
focused on improving day-to-day HR functions, like tracking employee performance and
managing payroll, but also play a critical role in aligning employee goals with the broader
organizational strategy. Understanding the difference between HRIS and e-HRM is important
because while HRIS focuses on the technological systems that support HR functions, e-HRM is
about how these functions are delivered to employees and managers in a more effective way.
This assignment will further explore how organizations, particularly in South Africa, can
implement these systems to enhance their HR capabilities, taking into account local context and
needs. These tools, companies can foster better employee performance, improve operational
efficiency, and align their HR processes with long-term business goals.
3
ASSIG NM ENT 4 20 24
DUE: 26 SEPTEMBER 2024
SEMESTER 2 2024
,TABLE OF CONTENTS
Introduction……………………………………………………………………….Page 3
Question 1: Issues Arising from Implementing an HRIS Training and Development Module
2.1. Overview of HRIS Training and Development Modules......................... Page 2
2.2. Potential Challenges in Implementation ................................................ Page 3
2.3. Impact on Employee Learning and Development................................... Page 4
Question 2: Aligning Performance Plans with Organizational Strategy Using HRIS
3.1. Understanding Organizational Goals and Strategic Alignment.................Page 5
3.2. Using HRIS for Goal Setting and Tracking .............................................. Page 6
3.3. Continuous Feedback and Performance Management.............................Page 7
Question 3: e-HRM Context and Its Impact on South African Organizations
4.1. Overview of e-HRM Context Components................................................ Page 8
4.2. Local Contextual Factors Influencing e-HRM Implementation .................. Page 9
4.3. Adapting e-HRM to Organizational Needs ............................................ Page 10
Conclusion………………………………………………………………………….Page 13
Remember the honesty declaration is not included in this template!
2
, 1 INTRODUCTION
This assignment explores the role of Human Resource Information Systems (HRIS) and
Electronic Human Resource Management (e-HRM) in transforming the way companies manage
their workforce. As organizations grow and face more complex challenges, traditional HR
practices are no longer enough to keep up with the demand for efficiency, accuracy, and
strategic alignment. HRIS and e-HRM use modern technology to automate HR tasks, streamline
processes, and provide valuable data for better decision-making. These systems are not only
focused on improving day-to-day HR functions, like tracking employee performance and
managing payroll, but also play a critical role in aligning employee goals with the broader
organizational strategy. Understanding the difference between HRIS and e-HRM is important
because while HRIS focuses on the technological systems that support HR functions, e-HRM is
about how these functions are delivered to employees and managers in a more effective way.
This assignment will further explore how organizations, particularly in South Africa, can
implement these systems to enhance their HR capabilities, taking into account local context and
needs. These tools, companies can foster better employee performance, improve operational
efficiency, and align their HR processes with long-term business goals.
3
