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Information technology continues to play a critical role in business. It accelerates innovation, which is a critical component for business success (Laudon & Laudon, 2016). The current business environment is driven by technology, and it would be difficult to imagine any organization that is yet to benefit from the digital revolution. The formula for business success nowadays is simple: use information technology to drive innovation. This research will examine a human resource information system (HRIS) hosted in the cloud. The advent of HRIS has revolutionized the way organizations handle their human resource activities. Tasks that were conducted manually can now be automated thanks to the advancements in information systems.
HRIS Functional Requirements
Functional requirements tell a system to accomplish something specific (Laudon & Laudon, 2016). Essentially, these requirements describe what the system must do or the steps it would go through to perform the particular function. The functional requirements for the HRIS system are discussed in the below section.
i. Recruitment Management
The system provides a web-interface for automating and streamlining the recruitment and selection efforts of the organization (Lippert & Michael Swiercz, 2005). It enables the recruiters and recruitment managers to manage the resumes of candidates effectively, publish jobs on various career portals, prepare a shortlist of qualified candidates, manage interviews, and issue offer letters. Generally, the recruitment module helps an organization to manage the recruitment process easily.
ii. Leave Application and Administration
The system should allow the employees to apply for leave from the comfort of their desks without having to fill forms manually. The present leave process is such that an employee downloads a form, fills it, and takes it to the line managers and the departmental heads for approval before proceeding on leave. However, the process is cumbersome and wastes sufficient production time. The leave application and administration module will allow employees to apply for leave online and managers to approve leaves on the system. It eliminates the necessity of manual forms.
iii. Payroll Management
The payroll management module enables the organization to handle all payroll-related issues with ease (Lippert & Michael Swiercz, 2005). It will take into consideration the taxation rules of the host country with support for various salary structures and grades. It also manages other aspects of the payroll process, such as performance incentives, overtime pay, and employee investment declaration.
HRIS Non-Functional Requirements
Non-functional requirements emphasize the performance behavior of a system. They specify the control mechanisms, constraints, or targets for the new system (Laudon & Laudon, 2016). Non-functional requirements specify the standard or how well a system functionality should be provided. The non-functional requirements are listed in the below section.
This requirement specifies how the system is expected to grow by increasing the hardware resources based on the projections. The system should be able to handle the increased number of users, transactions per second, and meet the required response time.
ii. Data Integrity
Data integrity is concerned with the maintenance of the data accuracy throughout the entire life-cycle of the system. The requirement is vital for the design, deployment, and usage of any information system which processes, stores, and retrieves data. The data processed and stored by the HRIS should meet high levels of integrity.
It denotes the amount of time the system is in functioning state. The network where the HRIS system is hosted should have 99.99 percent availability rate. The system should always be available to serve the needs of the customers whenever needed.
Laudon, J., & Laudon, K. C. (2016). Essentials of MIS, Global Edition. Pearson Education Limited.
Lippert, S. K., & Michael Swiercz, P. (2005). Human resource information systems (HRIS) and technology trust. Journal of information science, 31(5), 340-353.
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