What issues might arise as a result of the implementation of HRIS T&D application?
What will be an ideal response?
Many HRIS T&D projects fail to meet the expectations of key decision-makers. The reasons for this are manifold. Some firms introduce new TMS only because competitors have done likewise, without having the necessary expertise to operate the system. Frequently, decision-makers have false expectations of ROI or apply training metrics that merely focus on cost savings and fail to take note of intangible gains derived from T&D. In other cases, the HRIS T&D application strategy is not aligned with training needs and the overall T&D, HR, and business strategies. Few organizations involve employees during the implementation stage of the HRIS, which can lead to underutilization and dissatisfaction with the system. For a variety of reasons many employees never actually complete e-learning programs that they are enrolled on. Sometimes, disenchantment is simply the result of poor planning and resulting incompatibility of various disjointed HR systems, albeit an increasing number of organizations purchase one or more pieces of talent management software from a single vendor to prevent these problems.
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Retailers proactively engage in enforcing the labor practices of their suppliers because
A. they require smaller shipments at frequent intervals. B. they want to work toward collaborative merchandising. C. they want to maintain their reputations of providing quality merchandise. D. they want to ensure a safe and healthy work environment for laborers. E. they want to build strategic partnerships with developing countries.
In which of the following situations does the "intensity of rivalry" market force drive down
profits for a company? A) the presence of companies perceived as near-equals in the market B) the presence of one powerful company dominating a major part of a market C) the presence of multiple companies that share a common supplier D) the absence of price competition within the market
Yojayna works for a manufacturing company. She meets with her boss once a week to review how well the company is meeting the tactical and operational plans she has made. At the end of each day she meets with the managers who coordinate and supervise the activities of operating employees. What kind of manager is Yojayna?
A. She is a middle manager. B. She is a top manager. C. She is a first-line manager. D. She is an organizational manager.
Brent loans Manuel $1,600 on his oral promise to repay the loan in three annual installments. Most courts would hold Manuel's promise is unenforceable under the one-year provision of the statute of frauds
Indicate whether the statement is true or false