CARIQUITAN, JUSTINE R.

BA 225 (TTH)

1. The advantage of using HRIS are employee records which all employee data in one place ,
securely stored and perfectly organized. You can control which fields to use and what
information to collect. Time off management means track all employee leave, implement
approval workflows, use dashboard to foresee upcoming leave and plan better work weeks.
Organizational charts, fresh team automatically creates beautiful organizational chart using the
reporting relationships of your employees. It is highly speed retrieval and processing data, ease
in classifying and reclassifying date, higher accuracy of information or report generated which
give them updated, enhance employee communication that can access in mobile or other
communication technology, fast response to answer queries, and better work culture.
Disadvantages of HRIS are the cost as a small business owner, you may not be in a growth phase.
This means you are in survival mode, and cash is tight. Cost is a major downside of HRIS software,
lack of employee privacy when an employee is on-boarded, they give more personal information
than in nearly every other interaction, other than getting a mortgage or new car. Inputting this into a
system which many members of the company have access, the waters of privacy can get murky.
Identity theft from outside sources is also a real threat. Can you afford the lawsuit that comes with
such a breach of security? Using a dedicated HR managers puts the liability in the hands of the HR
company you use, saving you nights of lost sleep worrying about misappropriated social security
numbers and home addresses.

2. I am in favor of telework because it has many advantages to the employer or employee like
allows to be more effective, focused, and productive. Increase in management result to help us
success to our program. Assures uninterrupted work which we can avoid late and absences also
no distraction in doing our work. Others may have benefit to the environment, decrease real
estate costs, recruitment and training costs, increase quality of life and lower personal costs.

3. Traditionally the Human Resource Management function dealt with or provided leadership and
advice to deal with all employee centric issues in an organization. It dealt with employee
onboarding, recruitment, remuneration, organizational development, performance
management, safety, succession planning, and wellness of employees, communication,
administration, training, and maintaining the motivational level of employees. It also strategically
managed people and the workplace environment and culture. HRM enabled the employees to
effectively and productively contribute towards the overall direction of the company and the
accomplishment of the goals and objectives of the organization. With the changing times, the focus
of HRM is also changing. HRM is slowly moving away from the traditional administration, personnel,
and transactional roles as these are either outsourced or fully automated with exception based
business rules.  The function is now expected to perform value added tasks by strategically utilizing
employees and ensuring that the various employee programs are recommended and implemented in
a positive manner which impacts the business in measurable ways.