1: Assalamualikum to our lecturer Madam Salina and all of our fellow friends.

Before we start our

presentation, let we introduce ourself first. My name is ____.

2: Hi everyone, my name is ________.

3: Hello, my name is ______.

4: Hi, my name is ______.

1: Today we are going to present our group project and in this presentation we want to explain in
detail about future of human resource management. Without wasting time let's get started. First of
all I will explain about current trends in HRIS.

Human resources information system also known as HRIS is a software solution that stores,
manages, and processes detailed employee information as well as policies and procedures relating
to human resources. The HRIS standardises human resources (HR) responsibilities and processes
while promoting accurate record keeping and reporting as an interactive information management
system. HRIS software is evolving into a more all-encompassing workforce tool, thanks to a changing
workforce and rising technical capabilities. This is a change that needs to be explored in order to
avoid HR processes stay the same, therefore a new trend in human resource information system was
developed.

Let start with Adding A.I in The Hiring Process. Across enterprise software architecture, artificial
intelligence is ramping up and automating many of the most basic and repetitive processes. HRIS
software platforms are among those that are constantly improving their AI capabilities, especially in
terms of maintaining the employment flowing consistently. Some AI elements in HRIS are beginning
to help recruiters and HR professionals. Because AI readers combine text from candidate resumes
into applications and background check submissions to eliminate unpleasant, repeated data entry, it
is beneficial for the recruiting process. Many of the same readers also give sorting and scoring
criteria to assist recruiters in identifying the most potential candidates first. AI-powered candidate
matching criteria for the recruiting staff to evaluate. In addition, for each new hiring, technology
deployment checklists are initiated and run automatically by an in-system assistant.

The next current trends will be elaborate by my friends.

2: thank you ……itzana….. Now I will explain about the second and third current trends. The next
current trends is Performance and Wellness Management with Hr Tech. Wellness or wellbeing refers
to a person's physical, mental, and spiritual well-being, and in many situations, employers are
expanding this circle to include their employees' financial well-being. Supervisors and employees can
check in on a frequent basis with HR technology, creating a loop of expectation-setting and
feedback. Employees will be more aware of their own performance, and supervisors will be capable
of setting more clear objectives. Plus, companies can cut expenses and provide additional incentives
to their employees thanks to the rise of technology-enabled benefits. They can also collect data on
how people use these technologies to make healthier lifestyle choices at the same time. Allowing
employees to select from a variety of health plans, for example, is a good way of raising productivity.
Allowing them to make their own decisions about what is best for them and, as a result, what will
make them healthier.

And the last but not least is Digital Learning, Training and Development. Organizations developed to
provide training courses to assist employees in adjusting to an online-only work environment. They
eventually noticed however that this technique could also be used for more traditional teaching.
Employee learning and development will become a more important aspect of HR technology in the
future. In a nutshell, businesses want platforms that allow them to share files and resources,
automate operations, and help employees advance their careers. By using this trend, it allows
organization to manage their employees and management. Because by using HRIS the HR
management can save valuable time, encourage employees to work smarter, and allow them to
provide plan of action that will influence the overall productivity and profitability of a business
organisation.

4: Going to the next part which 5 HRIS issues and challenges faced by nowadays business. Firstly,
Training the Employees to use HRIS. The first HRIS challenge faced by today’s business is ensuring
that employees know how to use a HRIS for a company. The HRIS could be count as the latest
technology to operate to human resource department, but not every manager and employees know
to use this system well and some of them even do not know what this system is and what this
system is for. This will make the company face the challenge to use this HRIS to help their human
resource department. This will also cause the company cannot work efficiently or have quick access
to information. When employees and supervisors are unfamiliar with the system's appearance and
functionality, even the simplest systems might appear confusing.

The second challenge is time to adapt the HRIS. This challenge faced by the company as employees
and managers need time to take to adapt the Human Resource Information System (HRIS). Some
employees may not good in using computer, they will take very long time to adapt this new system
even they are trained employees. Not only that, by using the Human Resource Information System
(HRIS) will help to reengineer the entire Human Resource (HR) function and this also need take time
for employees and managers to adapt this system. Some of their company’s HRIS system are lack
flexibility will cause the employees and managers use more time to adapt the system.

The third challenge is assessing quality and accuracy of information. Information is only accurate and
valuable when the right formulas are used to derive the information and the right constraints and
cross-references are used to analyse the data. For companies that have never used HRIS, it can be
difficult to determine how to assess accuracy and quality of information. Next my friend will
elaborate more about issues and challenges in HRIS.

3: Thank you……. Now I will continue with fourth and fifth issues and challenges in HRIS. The fourth
HRIS challenge company face is the cost to purchase HRIS. If the company is looking at the cost to
justify a HRIS new system or upgrade one, they will much need new HRIS software to compare to.
The cost of implementing a system-wide software system that links the HR function to the broader
business environment may exceed budget. In addition, HRIS system is a large investment decision for
company to purchase and implement this HRIS and it will become a challenge if the cost exceed the
company’s budget. As a result, some company refuse to upgrade their HRIS system to a new one,
some of the company still using the traditional way to operate their human resource department.
This situation will lead the company cannot get the benefits from HRIS that is improved accuracy of
information.

Lastly, HRIS challenge faced by today’s business is assuring data security. With SaaS and cloud-based
HRIS software becoming ever more common, companies must make sure that data is secure right
from the start. To assess the security of a new system, companies should ask vendors about the
security of data in transit and data at rest and understand what data security management systems
are in place. There is illegal copy of HRIS that possibly virus that cause the system clash down and
contain spyware.

2: Continue with the 5 future trends and challenges for HRM. Firstly, virtual works is here to stay.
One of the patterns we anticipated for the last year was the expanding unmistakable quality of the
better approach to work like a shift away from the customary work model toward one that is more
adaptable and specialist driven, highlighted by expanding acknowledgement of telecommuting and
the blast of the gig economy. Much to anyone’s dismay or might have anticipated how evident that
proclamation would be, in every one of the most unforeseen ways. From government ordered
lockdowns to organizations moving to a regular employment from-home model at every possible
opportunity, the manner in which work finishes changed radically. For some’s purpose, the change is
extremely durable. Along these lines, many said that some degree of telecommuting would turn into
a long-lasting piece of their way of life, with an accentuation on giving representatives the
adaptability to shape their work decisions to accommodate their way of life. Whenever the world
opens back up once more, surely the workplace will not just re-visitation of the manner in which it
was.

Next, companies double down on digital. Another trend we anticipate to see is a focus on digital-first
work, given the change to a workplace that is increasingly virtual and less tied to an office. As
businesses try to figure out how this new period will impact their culture and values, this has far-
reaching repercussions. A responsibility to return to work is balancing a hybrid work environment.
During the Covid-19 some companies have adopted a hybrid work environment. They have workers
visiting a real workplace less frequently. The challenge now is learning to support connections and
collaboration in this hybrid world, where many people continue to work remotely yet meet with
others for in-person collaboration and creativity on a regular basis. However, the application of new
technologies is not what make the function digital. It’s also about the culture alignment, talent
practices, structures and processes to balance efficiency and innovation opportunities, all focussed
on ensuring there is an ability to provide a clear, sustainable, measurable impact on the organization
as it continuously transforms. The next point will be continued by ……….

1: thank you…….. Now I will continued to explain the third, fourth and fifth trends and challenges in
HRM. The third trends is teams play an essential role. Working together a team can apply individual
perspectives, experience, and skills to solve complex problems, creating new solutions and ideas that
may be beyond the scope of any one individual. A great team combines individuals and innovation to
create results more rapidly and at a more noteworthy scale than would something else be
conceivable. Past the nearness and significance of groups. Few challenges that HR will confront could
be for example, ‘how will workers be prepared? How will they communicate? How will they create
bonds among individuals? How will they be assessed for performance?”
The fourth trends is hr design is a strategic focus. The concept of plan ought to be a noticeable
centre over the coming a long time. This implies that a few of the ancient procedures that don’t
appear to be a portion of the normal HR toolkit such as organizational plan, work plan, situation
arranging. Organizational plan and alter management were too the second-most imperative need for
HR pioneers in 2021.The most issue to be organizations’ failure to respond rapidly in reaction to
changing conditions. Components that contribute to this grinding, as, extend from inflexible forms
and overpowered groups to a work plan that’s misaligned

And the last but not least is employee experience is redefined. The worker encounter has taken on
modern shape and meaning. The fight for the hearts and minds of employees’ have become more
important especially when the management and worker relationship in a number of occasions is
exceptionally distinctive to how it has been previously. The thought of the worker encounter should
be taken a step advance for organizations to get the benefits. Building representative encounter isn't
enough, HR must interface worker involvement to customer experience and confidence.

3: we will continued with 5 disadvantages of HRIS. Many businesses, on the other hand, make the
error of getting caught up in the potential benefits and overlooking the disadvantages of HRIS
deployment. Understanding some of the most common disadvantages of HRIS will help you achieve
better success.

The first disadvantages is data security. Unauthorized access to sensitive and confidential data, as
well as the accidental disclosure of such material, must be avoided. This usually necessitated a large
number of "compartments" and degrees of access authorization, all of which had to be monitored
and maintained. Despite the fact that federal and state regulations safeguard workplace privacy, if
your HR information system is accessed by unauthorised persons, your team's personal information
may be compromised. Although password protection may secure your system, it is frequently no
match for technically competent individuals both within and beyond your company's gates. The
security of your data is improved by fortifying your system both inside and outside. When you have
all of your employees' data in one place, you need to make sure it's secure. Data breaches might
jeopardise the confidentiality of your company and its employees. As a result, businesses should
take efforts to guarantee password management and that only parties with clearance have access to
particular critical information, as well as select a reputable supplier and invest in a safe IT
department.

The second disadvantages is Human Error during Data Input. There's the possibility that human
mistake while entering data. Data input mistakes can and do happen because computers and their
accompanying applications are only as good as the people who use them. Such inaccuracies might
have serious ramifications in HR information systems. Minimal mistakes, such as misspelt employee
names, are possible at best. In the worst-case scenario, data input mistakes might halt your
company's operations. For example, if we do not use a system such as using paper to fill out a form,
maybe we will notice an error in the writing but it will cause other problems such as the use of a lot
of paper.
The third disadvantages is excessive emphasis on data. HRIS systems normally keep track of all
employee-related data and can produce useful short-, medium-, and long-term statistics. However,
these figures aren't always the ideal approach to assess an employee because some parts of their
job may only be noticed through direct engagement. Not only has that, but having the recruitment
process automated made things a lot easier. However, when it comes to prospects and employees,
your managers must still take a personal approach. Though certain figures can reveal true
performance, there are some measures that can only be observed by direct conversation, such as
toxicity, positive mentality, and so on. Your system may be able to detect high sales, new accounts,
or marketing activities when measuring employee talent, but it may not be able to detect an
employee's practise of treating customers poorly. An HR information system should offer a means to
stimulate human involvement in order to actualize a staff member's comprehensive evaluation. My
friend will elaborate the next disadvantages.

4: thank you….the next disadvantages is installation and training costs. Modern software solutions
may be expensive, and training your workers on how to use them can take time and will cause a lot
of money. The cost of engaging an IT professional to manage the system would almost certainly be
higher with larger installations. It's critical to realise that in the long run, you'll benefit. Installation,
setup, training, and consulting will set you back several thousand dollars, as well as a significant
amount of time until the system is operational.

And the last but not least is system down.

The unavoidable faults that create technological difficulties are integrated with all computers and
software. HR management systems are just as vulnerable to outages, with potentially disastrous
results. For example, if employee data is not available, a crucial company operation may be halted. If
your HR professionals have set aside a day for open enrolment for a new employee health plan, for
example, the inability to access your HR information system's data could not only delay enrolment in
the health plan, but also potentially push open enrolment out for weeks or months, leaving eligible
employees without coverage. Policies requiring continuous targeted technical system maintenance
can help to alleviate concerns like these.

1: That all about the disadvantages of HRIS. Shall we continue with legal requirement of information
security? Information security is more than just protecting data from unauthorised access.
Information security is known as the procedure of preventing unauthorised access, use, disclosure,
disruption, modification, inspection, recording, or destruction of information. One legal requirement
we suggest is General Data Protection Regulation (GDPR). This have been enacted in most developed
countries in the European Union, this also include United Kingdom to safeguard information security
and data protection. Information security is important, not only because it is itself a legal
requirement, but also because it can support good data governance and help you demonstrate your
compliance with other aspects of the GDPR. One of the key components of the reforms is the
introduction of the General Data Protection Regulation (GDPR). This new EU framework applies to
organisations in all member-states and has implications for businesses and individuals across
Europe, and beyond. At its core, GDPR is a new set of rules designed to give EU citizens more control
over their personal data. It aims to simplify the regulatory environment for business so both citizens
and businesses in the European Union can fully benefit from the digital economy. The reforms are
designed to reflect today’s world, and brings laws and obligations including those around personal
data, privacy and consent across Europe up to speed for the internet-connected age. Data, from
social media companies, to banks, and governments it can be said that almost every service we use
involves the collection and analysis of our personal data. Name, address, credit card number and
more all collected, analysed and, perhaps most importantly, stored by organisations.

Which is why, it is necessary to have information security in an organization. There is information

security requirement. For example, the company must protect customer personal privacy.
Companies must be confident in their data security and their ability to defend against cyberattacks,
illegal access, and data breaches. If a corporation does not install proper controls over customer
data and information security vulnerabilities are exploited by hackers, it can result in vital
information being lost or stolen, a bad client experience that resulting into business loss and can
tarnished the company reputation. Implementing information security requirements allows your
business to be more prepared for the security threats that you and your customers are facing, and
ensures that you can defend against advanced security threats that are endangering your business.

2: Now I will explain about the summary of this assignment. As you know, HRIS also known as
Human Resources Information Systems. HRIS encourages companies to implement technology to
improve their employees’ operations and make HR and their entire organisation more efficient. As a
result, they might be able to keep up with adapting to different trends better. Understanding
industry transitions is important for keeping up with the fast-paced development. We need to know
that HRIS trends have a lot benefit to management but at the same time have it disadvantage it is
becoming particularly crucial for businesses to implement an HRIS. Despite the fact that they can be
used for a variety of purposes, HRIS platforms are designed to provide benefits to human resources.
There are benefit of HRIS trends especially to HR management by boost the management efficiency.
HR technology supports in the efficiency and simplification of organizational tasks. It also offers a
structured platform for all HR functions, reducing confusion and mistakes. Not only can that, by
using HRIS the risk of losing important information be avoided. Data digitization is important for
keeping all data organised and backed up for future reference. The database's information can be
easily searched and retrieved, and updates are fast. Plus, timecards are validated, and payroll is
processed in seconds, reducing something that used to take minutes or hours to seconds. An HRIS
system allow your HR professionals to do their job without the repetition of filing, retrieving, and
editing employee information.

However, despite its benefit we also should aware of its disadvantages so that we can avoid those
things happened. The disadvantages that we may get is the leaked of staff information. Because HRIS
is a system that uses computer technology and databases, there is a high chance that cybercriminals
will gain access to the information and use it for malicious purposes. Also, HRIS cost a lot of money.
Modern software solutions can be expensive, and a company should as well invest time and money
to train their employees on how to use them. Plus, the inability to obtain important information
about employees has a negative impact on the performance of Human Resource Management
systems. Before these systems can be implemented, a proper employee database must be created.
Many organisations do not keep accurate workforce data and must therefore acquire, retrieve, and
store the necessary information.
3: In conclusion, in this new era most of the companies chose to use technologies to manage their
human resources such as HRIS in order to help their management become more effective. By
keeping up with current trends of HRIS the companies can manage their management more
systematic. However, there also disadvantages that should not be ignored by the organization if they
want to keep using HRIS system in their organization. It is necessary to have a knowledge about the
pros and cons of HRIS. That all from us thank you..