Effectiveness of the HR Functions

Every organization would strive to ensure that it effectively executes its business operations while at the same time minimizing the costs of operation. Therefore the HR team will always ensure that efficacy is achieved at all times and that provisions of products and services are quality and meet consumer needs (Qadir, & Agrawal, 2017). Some of the problems that the organization is currently experiencing are the level of inconsistency in data entry, higher costs of staff training, lack of the desired level of security and higher levels of wastages. Based on the System Development Life Cycle (SDLC) approach, the plan will primarily be based on five phases. These phases of our strategy will include, identification of the users’ need, planning, development or creating an HRIS, testing and deployment of the system.

The identification of the users’ need or requirements forms the basis of incorporating a new HRIS system into the organization. This phase seeks to identify problems within the legacy system and provide a blueprint for the inception of a new system into the firm (Qadir, & Agrawal, 2017). The planning phase will hence focus on the identification of the necessary resources as well as formulating the schedules in the execution of the desired system. Once all the required expertise and other resources are available, the desired HRIS is developed, tested and finally implemented or deployed. However, all these phases will depend on the level of inclusion of all the staff and other stakeholders. Therefore, the SDLC will be used to address the identified issues in the organization to enhance efficiency.

The organization has in the recent past been incurring a lot of operational costs with relatively decreasing revenues. Upon analysis of the trend, some factors attributed to the latter were high staff training cost, high employees’ turnover rate, workload and provision of substandard products and services. These problems would thus be addressed through the deployment of an automated HRIS to aid in the running the organizational operations with the desired level of efficacy (Qadir, & Agrawal, 2017).

The agents of the anticipated change in this process will involve the junior employees, the supervisors and the operational managers. The role the junior employees will play might not be significant but would be integral in identifying the issues in their respective departments. The supervisors will be responsible for determining the problems the other workers face and share the same to the operation managers. The operations manager profiles each department concerning the performance trend records the associated issues and communicate the matter to the top management for decision-making (Benn, Edwards, & Williams, 2014).

The most effective method of collecting additional information is via the focus group. The group members must be a representation of every department and must have the interest of the organization at heart (Carey, & Asbury, 2016). This will enable them to air out their concerns concerning the level of inefficiency within the organization.

Some of the probable questions that will be used to collect data include the following.

• Do you think that the experienced inefficiency is associated with the human resource system put in place?
• Do you think the HRM is doing the best to enhance organizational performance as well as efficiency?
• Does the legacy HRIS meet all the organizational expectations?
• To what extent would you advocate for the incorporation of a new HRIS?
• Does the organization provide proper training to all the employees in a bid to enhance efficiency?

Upon successful deployment of the HRIS, some of the benefits that will be brought about by the system include an enhanced level of efficiency, it will minimize resources’ wastage because of the automated functions in the system, the workload amongst the employees will be reduced and it will also save time in carrying out business operations. The level of reliability and security will also be integral and will generally lead to improved organizational performance.