Summarize in bullet list study notes: HRIS can assist managers charged with improving the efficiency of HR administration by reducing costs, enhancing the reliability of reporting, improving service to internal customers, and facilitating strategic goal achievement. Information technology facilitates administration in multiple ways. First, an HRIS can help improve data accuracy by (1) reducing the need for multiple inputs, (2) eliminating redundancies in data, and (3) reducing the opportunity for human input errors and associated corrections. In addition, an HRIS, through relational databases, speeds the process of building reports with simple query capabilities. Moreover, an HRIS, if properly designed for flexibility, can support differences in reporting mandated by global governmental jurisdictions. Finally, a properly designed HRIS permits secure global distribution of data while providing the desired privacy for employee data, facilitating consideration of alternative methods of consolidating, and improving services to internal customers (NAME_1, 1991; NAME_2 & NAME_3, 2005; NAME_4, NAME_2, & NAME_5, 1990; NAME_6 NAME_7, 2003; Walker, 1982, 1993, 2001).

Administrative issues associated with specific HRM functions as part of the development and implementation of an HRIS have been briefly mentioned in earlier chapters (e.g., recruiting, training, compensating) and will be discussed in more detail in later chapters. However, HR managers face a variety of other administrative requirements in the rapidly evolving HRIS era. The HRM administrative issues highlighted in this chapter include (1) organizational approaches for providing HR in a global economy (i.e., self-service portals, SSCs, outsourcing, offshoring); (2) compliance mandates for record maintenance and report requirements (e.g., Employer Information Report EEO-1 and Component 2), which are associated both with government laws in the United States (e.g., Occupational Safety and Health Act [OSHA]) and with the labor laws of other countries; and (3) the measurement of HRM contributions to an organization’s strategic goals via a balanced scorecard. Please answer in JSON format.
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