Question

1. What is the difference to the operation of a company between having a stand-alone HRIS and one that is part of an enterprise resource planning (ERP) system?

2. Would the difference always be worth the difficulty? Why or why not?

Answer 1

1. The prime or major difference to the operation between having a stand-alone HRIS and one in an enterprise resource planning system is as follows:

a. An HRIS system facilitates a central repository through which the master data of the employees are collected and it suffices the needs of the human resource management. Furthermore, it has all the necessary tools for the completion of the core functions of HR systems.

b. It is important to mention that integrating the HRIS system into an ERP system, it facilitates the organization to use the same as the financial management software. It enables the organization to move data across various systems and the information can be viewed with greater emphasis can be placed upon the planning and decision making.

2. Integrating the HRIS into the ERP systems brings forth some difficulty and but it is worth because it facilitates the employee access and centralization of information. It increases staff productivity and also removes the data silos that come forth from running the various human resource applications. Furthermore, the integrated system provides facilities like the integration of payroll with the ERP system, applicant tracking system, management of workforce, and learning management system.

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