We use cookies to give you the best experience possible. By continuing we’ll assume you’re on board with our cookie policy

Systems Consideration in Human Resources Information System Essay Sample


Get Full Essay

Get access to this section to get all help you need with your essay and educational issues.

Get Access

Introduction of TOPIC

This paper considers several comprehensive Human Resources Management Software packages and their interaction when deployed as a software as a service (SaaS) solution. Epicor HCM solutions and Icims Talent Platform are two services that provide Human Capital Management. Articles give opinions on why software as a service is not for every business and also why software as a service is considered to be very sound choice for small to medium sized businesses. Online resources will show the advantages and disadvantages of the two systems. The articles outlines that an organization needs to have a clear definition of what is needed from the software program in order to make the right decision on what program would best suit the organizations needs.

The Human Resources Profession must stay up to date with technology and new software programs that will make the job more cost effective and efficient for the employer. This means making sure the Human Resource Information System is able to configure relevant information. Any Human Resource Information System must be capable of meeting the business goals. Software as a Service can provide this for most companies. The SaaS approach means that small and mid-sized clients gain access to Fortune 500 service, expertise and technology without the financial or technical burdens (e.g. hardware, software, licensing, employing IT staff and technical expertise) normally associated with such advanced solutions (Manahan 2009). “And Google recently has become hyper focused on the emerging market” (Gruber 2010). Software as a Service has made a major contribution in Human Resource Management through the creation of different software platforms; therefore, this paper will compare two well known software platforms: Icims Talent Platform and Epicor Human Capital Management.

iCIMS Talent Platform

iCIMS’ Talent Platform, is a web-based software platform for the human resource profession. This particular platform concentrates on working with recruiters and hiring managers to track applicants. This platform has a lot of tools for talent management; specifically, managing candidates before and after they are hired. The software program also screens the applicant base. This entitles the best candidates be referred to the recruiter, who then forwards the application to the hiring manager. The program also has features that include a multi-lingual online career center, candidate screening & evaluation, sourcing, onboarding and offboarding and workforce planning.

Disadvantages of iCIMS Talent Platform

iCIMS’ Talent Platform does not have an overall software platform that performs a variety of tasks Human Resource professionals are required to have done daily. The talent platform would only be sufficient for recruiters. Recruitment is only a portion of what Human Resources entails and therefore this software program would not be cost effective.

Epicor HCM

Epicor Human Capital Management provides a more proactive approach for Human Resource

Sorry, but full essay samples are available only for registered users

Choose a Membership Plan
Professionals. The name pretty much explains it all. The comprehensive Human Resource Management software is why this company beats iCIMS Talent Platform. Epicor offers a total software package that allows an organization to track, manage, and analyze an employee’s data from when that person is an applicant until that person is ready for retirement. The software system includes recruitment, benefits, it tracks absences giving human resources and management a greater control over staffing.

Recommendation for Epicor

Epicor provides a robust set of flexible and configurable human resources, payroll, and employee development software:

• Offers greater total business value by streamlining the entire employee life-cycle;

• Managers recruitment and resourcing, training administration, benefits programs, and performance management;

• Provides a wealth of information and advice to employees and candidates via direct access (Epicor).

Efficiencies of a SaaS

Everything is now being done using the computer and the worldwide web. There are not too

many things that can be done manually anymore. The Human Resource profession is a field that must keep up with technology in order to best serve the customers. The customers are the organizations these professionals work for and their potential employees. The Software as a Service enables the professionals to be more productive. For example, Epicor.com reveals that the use of their SaaS:

• Promotes operational efficiency by allowing the entire workforce to focus on key company objectives;

• Flexibility to deploy Epicor Payroll or connect to third party payroll solutions;

• Delivers powerful business intelligence to enable strategic analysis of key business trends for better planning decision-making.

Inefficiencies of MS Access Based Database

Although Microsoft Access is a familiar database system is inappropriate for storing personally identifiable information. PII is not secure on a database like Microsoft Access. Sometimes if there are several different operating systems within the same organization MS Access may become corrupt because it is unable to handle so many applications at once. Lastly, some of MS Access forms are only Windows based and this would hinder users from using web-based applications.

Risks Associated with Combining Multiple Vendors

When combining products from multiple vendors into one Human Resource Information

System there are three unintended risks to consider. First, there is a risk that the products will cause the Human Resource Information System to lack the ability to import or export data. Second, there is a risk that the programs will not be able to open due to incompatibility. Third, the systems can not perform the functions needed.

Poor Management of an Human Resource Database

Any functioning Human Resource Information System must be capable of meeting the business goals. The consequence of not properly managing the Human Resource Information System is lack of productivity, increase in costs, and decrease in morale. The function of the HRIS is to manage HR-related programs online, HRMS solutions are suppose to be cost effective because the more routine HR functions such as recruitment, hiring, payroll and employee benefits are performed online (Manahan 2009). In cases when the system works properly, the work is always caught up allowing the HR professional an opportunity to deal with training, career growth for employees and other things that contribute to the organizations bottom line. Due to the lack of management of the database, there will be extra time spent doing what should have been already done which will costs the company additional money. The employees will lack morale because they are not going to get the attention they need in other areas such as career growth and development, employee relations and team building because of improper database management. In conclusion, software as a service has new level of capabilities for the Human Resources industry and as new technology arrives the HR professional needs to be able to learn the new and exciting software programs.


Gruber, J. (2010). Software-as-a-service Gives Small Business Powerful Tools – USA Today Retrieved from http://usatoday30.usatoday.com/tech/news/2010-05-11- smallbizsoftware11_CV_N.htm.

Manahan, Dorf, I. (2009, September 01). Managing HR. New Jersey Business, (9), 48, Retrieved from http://elibrary.bigchalk.com
Retrieved from http://www.epicor.com/Solutions/Pages/Human-Capital-Management/aspx

We can write a custom essay on

Systems Consideration in Human Resources Informati ...
According to Your Specific Requirements.

Order an essay

You May Also Find These Documents Helpful

Managing Director Manners Europe

International human resource management practices play an important role in multinational corporations in terms of increased productivity, performance improvement and survival of the organization. Although HRM across nations can be beneficial to organizations, problems such as cultural differences and managerial style are bound to occur, which hinders the operations of the organization. This paper examines the recognized issues currently faced in Manners Europe, issues like culture, recruitment and HR Planning, communication, motivation and managerial style, and contemporary theories are being applied to analyse the issues in place. Strategies such as cross-cultural training, attractive incentives like holiday trips for local employees, new reward system, employment of Dutch employee, implementation of trainee program, expatriate training, mechanisms for effective communication, more participative management style, strengthening M. B. O strategy and transparent decision making process are recommended to John on how issues should be addressed. This would prepare John and other American managers prior...

Human Resources Planning activities

Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks) Derived demand is defined as the requirement option for one of the product that is produced due to the purchase of a further product. It usually occurs for consumers and business people who buy goods for further production, because their purchases are based on the demand for their final product. For example, when the demand for cars is high, the derived demand for steel, and all other products used to make cars, is also high. If the demand for cars would drop, so will the demand for the products. Derived demand applies to strategic human resources planning in relation to labour. Demand and supply of labour work together to establish the earnings and affects the portion of labour resources in a corporation. It involves anticipating both the need for labour and...

Hierarchy and Human Resource Management

Do you see a connection between society as a whole and the hierarchy and Human Resource Management? In organization settings, the motivation in either the marketplace or the place of work cannot only be described by the hierarchy of need alone. The hierarchy of needs acts as the benchmark for explaining the behavior of individuals in an organization. The motivating factor can be determined by the location of the work, and the position of the needs on the hierarchy and which need is dominant over the other. During the change management, the essential elements are the involvement of the employee in factors that influencing changes witnessed in an organization. The organization should ensure that their employees have the appropriate skills which are required in the production process and service provision that meet the global standard. One aim of human resource management is managing people and motivating them to ensure that they...

Popular Essays


Emma Taylor


Hi there!
Would you like to get such a paper?
How about getting a customized one?