Strengths and weakenesses of CHRIS21 HRIS system - Essay Example

Task Strengths and weaknesses of CHRIS21 HRIS system Chris 21 is an answer to the organization of human resources. This is because it offers software that help facilitate facilities such as staffing selection, edification and development, and performance. Therefore, I seek to reflect on the strengths and limitations arising from the utilization of diverse Chris software.AdvantagesOne of the rewards of Chris software is the online admission of recruitment. This is because recruitment software is faster and efficient in the basis of selection (ACTAGO, 2008, 10) .

Recruitment by the use of this software ensures that there is no segregation in choosing of employees because e skill and prowess of a person is what the software detects. The software that offers payrolls to the employees helps greatly in payment of employees (Schwalbe, 2009, 250). For example, availing payments to 2000 employees is a hectic exercise. This is because the employees’ turnover is large and enough scrutiny would not be enough. The HR benefits a lot in terms of saving time concerning payments.

Talent Management software helps scrutinize on the capacities of the workforce effectively (Lic Books, 2010, 24). This is because the software can handle many employees within an exceedingly short duration. Handling of 2000 employees of a company would ensure that all of them are recognizable. Therefore, the exercise is fair and efficient to the company In addition, there is also the use of social software for the employees. This software is beneficial because it helps the employees to reach to each other and share ideologies.

Moreover, the software helps the employee to socialize and share. This forum helps the employees to reconnect and have a sense of belonging. Any issues facing human resource have their scrutiny in this arena. For example, 2000 employees require to be socially reconnecting. This software enables employees get in contact. Two thousand employees is a great number that cannot get in touch manually. This is because employees have commitments that would derail them from meeting all the time.DisadvantagesOne of the disadvantages of this human resource software is the fact that the employer has no special contact with the employees.

Dealing with employees using software means that this happens without any person turning up. Therefore, the employees do not have a [personal relationship with the employer. This makes them refute the fact that they are an exceedingly necessary resource for the company.The other disadvantage is that employees’ weaknesses are not recognizable. This is because software does not have the human capability of scrutinizing a person (Mann, 2009, 200). Therefore, employees who have extensive weaknesses cause the downfall of the company.

This is because they keep applying their weaknesses in the job premises. In addition, it is not possible to scrutinize weaknesses of 2000 employees via software. The other disadvantage is that the use of Chris 21 software’s has the trouble of operation. This counts when it comes to the knowledge of operation of databases and software. These problems lead to reduced efficiency to employees who install Chris 21 for the first time. This is because they do not have the acquaintance of using this software.

In conclusion, Chris 21 offers various solutions to handling of employees. The solutions are at times beneficial and at other times disadvantageous. Truth has it that Chris 21 has many developments that revolutionize human resource. It as well has loopholes that require scrutiny. List of ReferencesAustralian Capital Territory Auditor-Generals Office, 2008, Chris21 Human Resource Management System: procurement and implementation, Canberra, Produced for ACT Auditor-Generals Office by Publishing Services, Dept.

of Treasury, Pp.10-60, Print.Llc Books, 2010, Human Resource Management Software: Lawson Software, Zoho Office Suite, Project-Open, the Sage Group, Orangehrm, New York: General Books LLC, Pp. 15-38, Print.MANN, DS, 2009, RESOURCE MANAGEMENT: An Alternative View of the Management Process, Calcutta: Global India Publications, Pp.200-312, print.Schwalbe, Kathy, 2009, Information Technology Project Management, London: Centage Learning, Pp. 250-490, Print