The pros and cons of having an HRIS system and the difficult decision to choose one!

       

     To learn more about the features, pros and cons of the specific ATS system that we are going to present for the final project compared with other ATS systems out there, I came across reviews written by different stakeholders about different ATS systems. Reading these reviews I realized that rating theses system as "not-user friendly", "not easy to integrate", "a waste of time and money" or even "very clean and easy" does not necessarily mean that they are hundred percent good or bad.  These reviews are written by different stakeholders in different companies each having a different size, goal, mission, and culture where different criteria have been considered in choosing the system and different processes were involved in implementing them. In other words, whether you are a job applicant, manager, an employee, HR manager, HR staff or an executive you have a different experience using the system which depends on the purpose for which you are using the system, your level of familiarity with the system and its features and the number of hours you spend daily using it. Then, as we also discussed in class, I realized how difficult it is to decide whether to have an HRIS system or not and if yes, whether you rather outsource it or chose between a cloud-base or on-premise system and then whether you want to have a complete suite or just a module for a specific HR function such as recruitment or payroll? And then how you want to implement it to ensure getting the max. from what you paid for?

Here are some of the links which I found interesting to share:

http://www.comparehris.com/HRIS-Overview/

http://www.hrpayrollsystems.net/hris-system-question-premise-cloud/

http://hrdailyadvisor.blr.com/2014/01/22/hris-advantages-and-disadvantages/#