Essay on Business

Published: 2021/11/05
Number of words: 1329


A gap analysis and visual map are critical components of the HRIS installation process. Gap analyses may aid in identifying shortcomings and other roadblocks that must be overcome while preparing for a system’s deployment. Identifying the gaps indicated by the degree of immediacy with which they should be addressed will enable the most critical gaps to be acknowledged foremost (Walters, 2015). Shepherding a comprehensive gap analysis may bring worth to the entire operation process by identifying the gaps and their underlying causes and remedies (Walters, 2015).

Significant Factors to Consider When Upgrading or Implementing a New HRIS

Because a business’s most valuable asset is its workers, an HRIS system helps companies manage personnel and provide information necessary for administration choices (Markgraf, 2018). Choosing which HRIS structure to install and when to update an existing structure is critical for the company, as they must know precisely what they are beholding. Before choosing the design, consider their wants and determine what would be customized to their specific requirements. The company must decide which system is the most financially viable one and one that successfully improves HR efficiency while simultaneously lowering expenses. The company should avoid implementing a more extensive than required system; concentrating only on the organization’s requirements is critical since this may result in excessive system expenditures and the associated maintenance and training. To design an efficient system, the company must consider a variety of variables while handling activities such as recruiting new workers, pay, promotion, retirement planning, and progression planning (Markgraf, 2018).

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Alternative critical aspect to contemplate when updating or installing a new HRIS scheme is maintaining data security all through the practice. Throughout the deployment phase, the project managers should collaborate closely with IT to guarantee the security of all employee data. In general, the HRIS includes employee profiles; these profiles contain personal information about the workers, such as their pay and job titles (DeFilippo, 2018).

Gap Assessment

Information Systems

According to the case study’s material, the systems presently in place do not communicate. Payroll uses a stand-alone computer system, whereas human resources rely heavily on paper and a manual method. Without an HRIS that allows an organizational, payroll, and human capital interface, reporting, and other tasks and obligations may become increasingly susceptible to mistake. Once an HRIS system has been selected, the project should include an experienced consultant and in-house IT experts. The business must ensure sufficient IT support and personnel to support the newly installed HRIS system.

Without an HRIS system in place, the IT department and employees are similarly restricted. Consider a product housed on the vendor’s servers since this is a small company with technical limitations. A cloud operating system enables remote access to the servers, and the advantage of using an application internet provider is that internal IT support may be eliminated (SHRM, 2015). The second benefit of an application programming interface is that the initial expenses are cheaper, but the prices may increase with time since the system is dependent on staff count (SHRM, 2015). However, an internal server-based solution may have a higher initial cost but may become more cost-effective over time.

Human Resources

At the moment, the human resources subdivision keeps employees files in physically updated folders, together with performance, disciplinary, and demographic data. Demographic data is kept in an Excel database that is also physically updated. By using an HRIS system, you can minimize paperwork, fraud and human error. Persistent in utilizing Excel spreadsheets a paper-based system and to monitor employee data may result in inconsistencies; this also raises the likelihood of mistakes ultimately generating incorrect data. Organizations that manage employee data using Excel spreadsheets and manual procedures will face misfortune as the business expands since data will get lost and information will stay unfiled (Rietsema, 2018). It may be challenging for the human resources department to create pieces that comprise essential data while also ensuring compliance; thus, it is necessary to solving the file integration gap.

Using an HRIS system, the human resources department may make informed business choices that affect their day-to-day duties. The novel HRIS structure will enable the company to create a worker self-service site, which will let workers to operate their individual information, such as their salary, vacation, and benefit history. The proposed HRIS system will solve the file integration gap by implementing a system capable of integrating the database systems with the current Excel database, thus preventing data input mistakes. While establishing knowledge gaps and training requirements is challenging, it is necessary before implementing HRIS since undetected skills gaps may jeopardize an establishment’s productivity (Rietsema, 2018).

Operations, Finance, Quality

A “self-service portal” will be critical in reducing business expenses while providing quick access to confidential information for workers. Currently, the company employs four full-time non-exempt human resources workers who manually input data, manage HR files, and handle employee inquiries, all of which take considerable time. Allowing workers access to their personal information enables them to retain and update demographic information while also obtaining answers to beneficiary information, PTO, and retrieving previous paystubs. This relieves the HR personnel of specific administrative duties, enabling them to manage the organization’s human resource initiatives and practices (Legal Nature, 2016). Additionally, the proposed HRIS would guarantee that data is delivered synchronized to all required systems, thus ensuring the instant availability of correct real-time data across the company. The use of the manual legacy system needs ongoing training of personnel to guarantee proper data entry methods are followed and continuous monitoring of work by numerous employees, which increases payroll cost.

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While continuing to use the manual legacy HR strategy initially needs a minor financial commitment, the improved efficiency of the HR department will eventually avoid expensive errors, ensure compliance, and preserve recruitment competitiveness. Additionally, it will enhance HR metric services, which will exceed the cost of operating the HRIS, resulting in a financial advantage to the company. “With its capacity to boost efficiency, reduce expensive mistakes, and offer data for developing new strategies, it’s simple to see how an HRIS may help your business save thousands of dollars in just one year” (Unicorn HRO, 2021).

Visual Map

Current State

Future State



DeFilippo Gander, L. (2018). 5 Key Considerations When Implementing an HR Software Solution. Retrieved from Select Hub:

Legal Nature. (2016). Human Resources 101: 10 Ways to Streamline Your HR Practices Today. Retrieved from:

Markgraf, B. (2018). Factors to Consider When Developing a Human Resource Information System. Retrieved from Chron:

Rietsema, D. (2018). When to Start Thinking About HRIS. Retrieved from HR Payroll Systems:

SHRM. (2015). How to Select an HRIS. SOCIETY FOR HUMAN RESOURCE MANAGEMENT. Retrieved from

Unicorn HRO LLC. (2021). How HRIS Can Save You Big Bucks: Cutting Cost with a Simple Investment. Retrieved from:–cutting-costs-with-a-simple-investment

Walters, P. (2015). 20|20 Project Management training courses and consulting services. How gap analysis adds value to your business Project Management. Retrieved from

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