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Determining Hris Needs

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Submitted By Sharllai24
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Long-range planning of HRIS needs is usually projected between one and ten years in the future. According to Kavanagh, Thite, & Johnson, (2012) this type of planning examines the “big picture” of an organization’s HR function. This is what the organization envisions itself to be in the future. The future isn’t always so clear because the future is unpredictable. When organizations plan for the maintenance of their human resource information system (HRIS) it’s important to always remember to keep emerging technology and government regulation in consideration. Technology evolves and changes practically overnight in this day and age, therefore what is new and innovative today could be obsolete tomorrow. A company might want to opt for software as a service (SaaS) instead of purchasing expensive software packages that will have to be updated and replaced after so many years. The federal mandate for all business owners to provide healthcare insurance for their employees could affect the resources being put into maintaining the HRIS because healthcare insurance is at an all time high averaging about $6,271 per employee for small businesses. Healthcare can be very expensive and some organizations will have to reevaluate budgets to allot for healthcare regulation needs. Although long-range planning is a common strategy for most organizations to do, however it can be extremely difficult in an ever-changing environment such as the HR industry.
When determining the needs of a company’s HRIS, a HRIS needs analysis has to be conducted. In the analysis three questions are to be answered: 1) Where are we now? 2) Where are we going? and 3) How are we going to get there? The first question is very critical and is needed to properly answer the other two. Conducting a current analysis help the organization understand their current situation and decide what the organization needs.

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