![Student Name . Makironi Gora. ( Diploma of Management)
[2015]
ELECTRONIC HUMAN
RESOURCES
INFORMATION
SYSTEMS (HRIS)
Compare and Contrast
[Kronos Workforce Central system
VERSUS
Triton Human Resources system]](https://image.slidesharecdn.com/modified1a-150612040009-lva1-app6891/85/Modified-1a-1-320.jpg)
Modified 1a
- 1. Student Name . Makironi Gora. ( Diploma of Management) [2015] ELECTRONIC HUMAN RESOURCES INFORMATION SYSTEMS (HRIS) Compare and Contrast [Kronos Workforce Central system VERSUS Triton Human Resources system]
- 2. TABLE OF CONTENTS Introduction Comparisons Conclusion Executive summary ResearchMethodology References Executive summary The purpose of this report is to review performance management of two electronic human resources information systems, with the aim of comparing and contrasting the strengths and weaknesses of each module. The two HR systems under considerations are the Kronos workforce central and the Triton HR system. Both systems offer a wide range of services that could benefit the company immensely in terms of financial and human resources management. The two systems basically have some similarities, but they also have some subtle differences that could be important to the organisation. This report comprise of the research methodology, a comparison study, and a conclusion summary. Researchmethodology The method used to obtain information for this report was random search, secondary analysis of materials from the internet, particularly information related to the two electronic human resources information systems, the Kronos workforce central and the Triton HR system. Relevant Information material was randomly selected and compared and the subtle differences highlighted..
- 3. INTRODUCTION Human resources Information Systems (HRIS) is defined as an “integrated system used to gather, store and analyse information regarding an organization’s human resources,’ comprising of databases, computer applications, hardware and software necessary to collect, record, store, manage, deliver, present and manipulate data for human resources function” (Hendrickson 2003). . The system provides a single, centralized view of the data that a human resource management or human capital management group requires for completing human resource (HR) processes. It can perform a number of functions from the simple storage and communication of information, to more complex transactions. As technology advances, the range of functions that the system can undertake increases. Actually the human resources information system is directed towards the HR department itself (Bal et al (2012), but the its use can provide a number of benefits not only to the HR function, but also to line managers, and the wider organization (Parry, 2009). The implementation of this system would allow HR function to become more efficient and to provide better information for decision making (Beadles, Lowery & Johns,( 2005). Some of the processes that could be undertaken by information system include recruiting, payroll. Work time recording, HR management information systems, training, applicant tracking, time and attendance, performance appraisals, benefits administration, employee self service, and health records. The potential advantages of HRIS are faster information Processing, greater information accuracy, improved planning and program development, and enhanced employee communications. All of these benefits are types of administrative efficiency. The Comparisons The Kronos, electronic workforce system. This system was manufactured by Kronos Incorporated worldwide international of America in 1977. The company is a global leader in delivering workforce management solutions to tens of thousands of organisations in more than 100 countries. It has been in operation for over thirty eight years. All other features of this system are similar to other HR systems available on the market, however, the greatest strengths of this system is that it has the capacity to use multi languages and multi currencies which can enable the system to be used in many countries . The system's flexibility of deployment means it will meet business needs, both now and in the future. Kronos' suite of fully-integrated applications is 100% Web-based, whether the organisation opt for on-premise licensed installation, managed services or a hosted solution. The pricing options are flexible, and the system is ideal for organizations of all sizes (Schofield, 2012)
- 4. The Triton Human Resources information The other HR system under review is the Triton HR information system, which was incorporated by Triton HR Company in 2006, the system had been in business for only 9 years. To date, the system had been installed in 750 organizations only, as compared to tens and thousands of customers by the other system. According to The software advice website, the system is a dynamic emerging industry leader which offers small to mid- sized companies a cutting-edge, that seamlessly integrates payroll services, employee benefits, and core HR applications into a single, user-friendly system, Although the Triton HR system is a wonderful and dynamic system, its major weakness is that the system cannot be converted into multi languages and multi currencies, therefore, and as such, is limited for use in selected countries only. The fact that the company had installed only 750 installs over a period of nine years cast doubts on its capabilities and organizational skills. Below is a diagram that gives a summary of the main differences of the two systems. FEATURES Kronos Workforce Central Triton HR Company Vendor Name Kronos Incorporated Triton HR Years in Business 38 9 Multi language Yes N/A Multi currency Yes N/A Succession planning N/A Yes Number of installs Thousands in many organisations of all sizes 750 Target market by Number of employee 50 to more than 2000 From Less than 50 to 1000 CONCLUSION SUMMARY The aim of any company is to maximise results and to minimise costs in the management of people in workplaces. The employment of a good human resources information system in the organisation would assist the company to harvest the benefits of the aggregation of people and data within organisations. It is important to coordinate and control major functions, departments and the business processes in an organization, bearing in mind that each of these functional departments has their own goals and processes which obviously need to cooperate in order for the whole business to succeed. The increased use of web technology to deliver HR will leave HR specialists more time for strategic decision making and would liberate the specialists to perform more strategic activities (Bal et al (2012)).
- 5. References Bal Y, Bozkurt S,Ertemsir S (2012), The importance of using human resources information systems and research on determing the success of HRIS, Management, leaning and knowledge conference, Australia. Beadles, N. A. Lowery, C. M., & Johns, K. (2005). The impact of human resource Information systems: An exploratory study in the public sector, Communication of theIIMA, 5(4), pp. 39–46. http://www.comparehris.com/products/ viewed 23/02/15 Parry, E. (2009). The benefits of using technology in human resources management. In T. Coronas & M. Oliva (Ed.), Encyclopedia of human resources information Systems: Challenges in E-HRM (pp. 110–116). Hershey, PA: IGI Global http://smallbusiness.chron.com/roles-human-resource-information-systems- human-resource-planning, viewed 23 /02/2015 Schofield ,J 2012, Kronos makes workforce management easier than ever with workforce central 7, Kronos enovation that works, Kronos Australia. Executive summary The purpose of this report is to review performance management of two electronic human resources information systems, with the aim of comparing and contrasting the strengths and weaknesses of each module. The two HR systems under considerations are the 2 Interact HRMS and Vibe HCM. Both systems offer a wide range of services that could benefit the company immensely in terms of financial and human resources management. The two systems basically have some similarities, but they also have some subtle differences that could be important to the organisation. This report comprise of the research methodology, a comparison study, and a conclusion summary.
- 6. Researchmethodology The method used to obtain information for this report was random search, secondary analysis of materials from the internet, particularly information related to the 2 Interact HRMS and Vibe HCM information systems. Relevant Information material was randomly selected and compared and the subtle differences highlighted. Introduction Human resource Information system can be defined as a human resource information system which is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically. HRIS may be viewed as a way, through software, for businesses big and small to take care of a number of activities, including those related to human resources, accounting, management, and payroll. A HRIS allows a company to plan its HR costs more effectively, as well as to manage them and control them without needing to allocate too many resources toward them. Thus, it is important to choose the right HRIS. A company that takes the time to invest in a HRIS that fits their goals, objectives, mission, and values, is a company that is investing in its future and in its success. It will be necessary to customize any HRIS to the unique needs of a company so the system will remain flexible and relevant throughout the life of the company or enterprise. Comparison Between 2 Interact HRM and Vibe HCM Vibe HCM is not a typical HR system because it goes beyond simply processing back- office transactions and functioning as a ‘system of record’ whereas Interact HRM is a new generation Rich Internet Application (RIA) which provides a full range of comprehensive software solutions in support of job classification, recruitment management, position budgeting & control, employment and hiring, leave management, attendance tracking, manpower planning, compensation and payroll management, succession planning, career planning, competency management, performance appraisal, training management, and other HR business processes, with seamless integration to the main commercially available ERP applications. The feature of Vibe HCM technology is about much more than just a system of record. It is about connecting people, creating excitement, effective communications, efficiency, job satisfaction, world-class HR service delivery through technology. Talent management integrated directly in your core HR platform – resulting in lower cost / employee compared to siloed systems for talent and core HR are the main attractions of Vibe HCM. On the other hand 2 Interact HRM lays more emphasis on offering global, flexible,
- 7. enterprise-level solutions which are uniquely easy-to-use and easy-to-deploy. With an emphasis on flexibility and international best practices, Interact HRM provides a new user experience and takes full advantage of the power of self-service through a sophisticated workflow-engine which ensures that any HR Action is processed by the right person within the right timeframe. FEATURES 2Interact HRMS Vibe HCM Company Vendor Name Base Price N/A Yes Years in Business 38 16 Multi language Yes N/A Payment options Licensed purchase Subscription purchase Platform N/A YES Number of installs 550 750 Target market by Number of employee 100 to more than 2000 From 500 more than 2000 Conclusion The aim of any company is to get optimum results and to reduce costs in the management of people in workplaces. Choosing correct human resources information system in the organisation would assist the company to harvest the benefits of the aggregation of people and data within organisations. It is important to coordinate and control major functions, departments and the business processes in an organization, bearing in mind that each of these functional departments has their own goals and processes which obviously need to cooperate in order for the whole business to succeed. The increased use of web technology to deliver HR will leave HR specialists more time for strategic decision making and would liberate the specialists to perform more strategic activities.