HRIS Case Study

Over the past couple years HRIS systems have played a major role in how HR departments are managed. In order to achieve and implement strategic HR, it must understand the goals and strategy of the organization. We are living in a world where information is power and at the click of a finger Google can easily produce information about its customers. Their ability to easily access this information is one of their competitive advantages. In order for HRM to become a business partner and not merely just an administrative function it must understand how to gather, store and interpret information. A company’s use of technology in and of itself can be used as a competitive edge in the market place. With the right HRIS system in place,

the author discusses the best way to leverage big data for the benefit of HR. He states that you have to, “begin with identification of desired metrics, display the selected metrics graphically in dashboards and include the calculation, display, and prediction of future trends” (Miller, 2013). This is extremely important because if the data is not presented in a clear and concise manner it could get lost along with its validity, “Being able to tell compelling stories based on the data is also paramount. “What senior executives don 't want is more data," Oakes says. "They want to understand the story the data is telling them, so HR 's interpretation of it becomes critical." (Zielinsk, 2014). Using big data in business intelligence is a strategic move because it aligns the business goals with that of HR and allows it better able leverage its human capital while meeting metrics. Using business intelligence to strategically aligning the workforce planning with the goals and mission of the organization. Business Intelligence is made up of, reporting, querying, dashboards, and scorecards” (Pearlson & Saunders, 2013). The information can then be segmented and used as