Essay
HRM3703 ASSIGNMENT 4 SEM 2 2024
- Institution
- University Of South Africa (Unisa)
HRM3703 ASSIGNMENT 4 SEM 2 2024
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HRM3703 ASSESSMENT 4 SEM 2 2024DISCLAIMER
The HRM3703 assignment 4 sem 2 2024 is an essay assignment that help
students to answer their third assessment. Therefore, students can use as the
document contains different pools of questions. Those who need further
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, HRM3703 ASSESSMENT 4 SEM 2 2024
QUESTION 1
The implementation of a Human Resource Information System (HRIS) training and
development module often presents various challenges, stemming from technical,
organizational, and strategic misalignments. These issues can arise both during the
implementation phase and as a result of poor planning and decision-making, ultimately
impacting the effectiveness of the system in enhancing employee skills and aligning
with organizational goals.
Lack of Expertise and Poor Planning
One of the major challenges organizations face when implementing an HRIS training
and development module is the lack of the necessary expertise to operate the system.
Many firms adopt such systems merely because their competitors have done so,
without fully understanding the complexities involved.0717513144 As a result,
decision-makers may have unrealistic expectations about the return on investment
(ROI) and fail to recognize the intangible benefits of a robust training and development
system. Without proper training and support, users may find the system difficult to
navigate, leading to underutilization.
Poor planning exacerbates these issues, as organizations may fail to ensure that the
new system is compatible with their existing infrastructure. This can result in disjointed
systems that do not communicate effectively, causing inefficiencies and frustration
among users. Incompatibility can also lead to delays in implementation and increased
costs, as organizations scramble to make the necessary adjustments after the system
has already been rolled out.
Misalignment with Organizational Strategies
Another key issue is the misalignment between the HRIS training module and the
organization’s broader training and development, HR, and business strategies. When
the system is not designed to address the specific training needs of the organization,
it may fail to deliver meaningful outcomes. For example, if the module focuses solely
on cost-saving metrics rather than overall employee development, it may neglect the
intangible benefits of improved employee performance and engagement. This
misalignment can hinder the transfer of learning and reduce the overall effectiveness
of training initiatives.
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