, PLEASE USE THIS DOCUMENT AS A GUIDE TO ANSWER YOUR ASSIGNMENT
Please note that the author of this document will not responsibility for any plagiarizing you
commit.
Question 1
1. Discuss the issues that might arise during and as a result of the implementation of an HRIS
training and development module/application.
The implementation of a Human Resource Information System (HRIS) training and development
module is a significant technological investment aimed at enhancing an organization’s ability to
manage employee training, development programs, and career planning more effectively. The
module facilitates the automation and management of key HR functions such as onboarding, skill
development, and employee growth tracking. However, despite the potential benefits, there are
several issues that can arise during and as a result of the implementation process. These challenges
can be classified into technical, organizational, and human factors. Understanding these issues is
crucial to ensure the successful deployment of an HRIS training and development application.
Resistance to Change
One of the most common issues in the implementation of any new technology, including an HRIS, is
resistance to change. Employees may be accustomed to existing processes and tools, which can
cause apprehension towards the new system. For training and development specifically, employees
may feel that the system could alter the existing ways in which they receive training or that it may
track their performance more stringently. Middle managers and HR professionals may also resist the
new module, fearing that it may undermine their roles or increase their workload during the
transition phase. Resistance to change can lead to delays in adoption and decreased morale,
ultimately affecting the effectiveness of the HRIS.
Data Migration and Integration Issues
Implementing an HRIS involves the migration of existing employee training records, course
completions, certifications, and development plans into the new system. This process can be
technically challenging, especially when data is stored in disparate systems or in non-digital formats.
Data integrity issues, such as incomplete or outdated records, can also arise, potentially causing
delays in implementation or, worse, erroneous employee records. Integration with existing systems,
such as payroll or performance management modules, can also pose challenges. For example, if the
HRIS does not properly integrate with other business functions, it can create operational silos,
leading to inefficient data sharing and decision-making processes.
High Costs and Budget Constraints
An HRIS, especially one with a robust training and development module, can be a substantial
financial investment. The initial costs include not only the purchase of the software but also expenses
for installation, customization, and integration with other systems. Additionally, organizations must
budget for ongoing costs such as software updates, maintenance, and user training. For some
companies, especially smaller ones, the cost of the HRIS may be prohibitive, leading to budget
constraints that can affect other areas of the business. Cost overruns during the implementation phase
may also lead to the downsizing of the project or the elimination of certain features of the HRIS,
limiting its effectiveness.
