Human Resource Information System-101 Assignment

Human Resource Information System-101 - Assignment Example The process ensures that the organization has the right mix of employee with the knowledge, skills and abilities to perform the particular jobs (Kavanagh, Thite, and Johnson 284). Job descriptions provides for the working relationships between the employee and the organization. Job descriptions are used in determining the compensation structures, promotions, dismissals, training, performance appraisals, disciplinary procedures and employee grievances handling. Numerous techniques such as the critical incident reporting, task inventory analysis and questionnaires can be used to conduct job analysis (Kavanagh, Thite, and Johnson 285). Advantages of HRIS over â€Å"paper and pencil† approach to HR operations Web-based tools such as the O*Net database which is an online repository with more than 1,000 occupations have enhanced the convenience of job analysis (Kavanagh, Thite, and Johnson 286). Guide.com also provides simple, job analysis tools to the HR professionals. HRIS have en abled online administration of job analysis questionnaires and surveys to the job incumbents. HRIS have increased accuracy and timeliness of job analysis. HRIS will assist the managers to reduce HR administration costs, improve the service to personnel and enhance the reliability of internal reporting by minimizing human input errors on employee database. HRIS will support relational databases and improve report generation since the systems contain query capabilities. HRIS enhances the secure distribution of employee data thus maintaining employee privacy (Kavanagh, Thite, and Johnson 287). Advantages of service oriented architecture for HRIS With the emergency of computer technology, software and internet technologies, most HR professionals know use HRIS to support HR transactional and administrative activities such as data accuracy and employee privacy. Service oriented architecture has enabled HR administrators to leverage on technology in HR administration. Service-oriented arch itecture involves organizing and utilizing distributed computing capabilities that are under the control of different domains in assessing, offering and using capabilities to realize desired organizational effects. The process is focused on adding value to the business rather than the technologies. SOA includes both internal and external services that communicate through coordination among various services in order to achieve the shared organizational goals. Some principles that guide SOA include flexibility, loose coupling, modularity, optimization and standards-based computing (Kavanagh, Thite, and Johnson 290). Some of the benefits of SOA architecture include improved alignment of business strategies and processes, IT consolidation capabilities and integration in order to reduce associated costs and faster implementation through modeling and reuse. For instance, eXtensible Markup Language (XML) supports SOA through data sharing over numerous information systems via the Internet. XML-Enhanced SOA improves the security of employee data and reduces transactional costs while improving customer satisfaction. It also supports compliance with HR policies and business change requirements. XML-SOA supports various HR administration structures like outsourcing, self-service