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This article deals with the recent announcement (although in the view of many an illegal announcement) of the Obama administrations one year delay in the employer mandate until January 1, 2015. This announcement leaves still leaves in place the individual mandate. The reason for the delay was to provide time to adapt health coverage and reporting systems while employers are moving toward making health coverage affordable and accessible for their employees. However, there are many points in the ACA that will still go into effect as listed in the highlighted sections of this article. Several business groups are commenting on the delay and providing further direction such as the United Benefit Advisors. The UBA group has posted a listing on what actually has been delayed and what remains a requirement. All groups agree that the added time will give business some breathing room while companies continue to decipher the actual effects and requirements of the ACA. Either way now that the bill is passed and signed into law one thing is for certain, the smoke has cleared and none or the promises made by the administration of what the bill would do are true.

HRIS is a computer software employers use to manage the human resources functions of hotels. There are lots of benefits of using this system. According to this article, the most advantage by using HRIS is that it helps create reports and presentation. For instance, the system holds all the informations about human resources in hotels. You can find your employees' personal information very easily and don't have to ask them to bring their documents any more such as I-20 or I-9 forms. The second benefit is related to recruitment, which means it can provide information not only internal staffs but also external job applicants. The third advantage is that by using HRIS, employees themselves can focus on their own profiles. They can log in themselves and change and update their status and required details, which becomes a better way to manage themselves.  

The human resource system can help hotel or anyother companies' HR department to management employees effectively. The system will in charge of salary, w2 tax report and a lot of tedious work. In a sense, the system can not only reduce mistake but alos save some laber cost, because most of data processing will be finished automatic.

This article summarizes the major key points with Human Resources Information Systems and more importantly, their advantages. It starts by discussing how a HRIS is software that aids in the management functions of human resources. The main benefit is the fact that it can generate reports and presentations, making it particularly convenient for more than a few factors, while holding data and files needed for the human resources mangers to do their jobs proficiently. HRIS can aid a company internally as well as externally with job applicants. This is great for employers who are looking for new candidates. In addition, it benefits the company with assisting with the benefits plan, knowing exactly what their coverage is for the year.

This article is about the advanages of HRIS in the organization. Human Resources Information System(HRIS) is a database or a combination of databases that share information related with human resources in the company. HRIS has three basic components such as employee information, payroll and benefits. These represent the core business functions of an organization's human resources department. The HRIS has several advantages as following. First, it facilitate automating and Streamlining Processes which frees up HR staff to do project work and address problems. Secondly, the system supports reporting and decision process. HRIS simplifies reporting and management decision-support activities. Most systems include a variety of standard HR reports that can be used to manage the business and plan for the future, such as, compensation by pay period and year-to-date, benefits enrollment, and employee time and attendance Thirdly, it supports legal compliance. These systems generate reports and documentation required by state and federal agencies, such as the W-2 Wage and Tax Statement, the Equal Employment Opportunity Commission EEO-1 Employer Detail and Summary Report, and the Department of Labor's Illness and Injury Report. It also help to monitor employee grievance and performance issues.

This article is very interesting because it shines light on the importance of using technology for HR purpose. It discusses the issues being faced that need to be resolved. It is important to note the generational differences and the social responsibility aspect.

I liked this article, but thought that it could have been more detailed. It offered many suggestions, but not that much intel into the systems that have been created or are in use to actually connect with candidates. For example, video interviewing. The best fit for the job might not always live close enough to travel for an interview. Skype interviews have become increasingly popular with hotels allowing them to quickly interview candidates without a person having to carve out a large portion of their day. The article did touch on the importance of following up very quickly which I agreed with, my property specifically is down 42% of our management due to hiring processes that are often drawn out.

This article summarized the advantages and disadvantages of using human resource information system. An HRIS is used for employment actions such as applicant tracking, performance management, attendance, compensation and benefits management, work force analyses, and scheduling. A very popular use of HRIS is employee self-service. There are a lot of advantages of HRIS, such as it is monitored by qualified specialists who know technology and HR functional and tactical processes can manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use. What's more, it is easy to use for qualification computer technology specialists, accuracy of information and the ability to perform HR audits using any combination of parameters. It saves a lot of time. The disadvantages included that HRIS may involve human error during information input, costly technology to update the system and malfunctions or insufficient applications to support the human resources needs. There should be a qualified specialist with human resources functional area knowledge to manage this system. The cost to hire an HRIS specialist may be far above the average salary for a computer technology specialist.

With the development of high-tech management system, HRIS is no long strange for us. The HRIS is a software or online solution to data tracking, data management, or all of the data needs of the company within the human resources department. The reason why HRIS is becoming  more popular is that it has some useful functions such as the employee self-service through which employees can find answers to common questions by themselves while not ask a human resources representative. This system can help to save time and money for the company in certain aspects. But in this article, the author compares the advantages and disadvantages that HRIS brings to the company.The disadvantages can be that it may involve human errors during information input, costly technology update and so on. So if a company wants to apply this system, it should also look at these disadvantages, compare them with the advantages and then make a final decision in order to avoid suffering from the bad sides of the system. 

The HRIS is used for applicant tracking, performance management, attendance, compensation and benefits management, work force analyses, and scheduling. HRIS can be also used for employee self-service. The human resources department staff can find answers to common questions they would have asked a human resources representative from the HRIS. HRIS has many advantages. It can help organization manage compliance with laws, streamline processes for recruitment and selection, and produce analyses, data and reports. The ease of use for qualified specialists, accuracy of information and the ability to perform HR audits using any combination of parameters. However, there are still some disadvantages, such as human error during information input, costly technology to update your system and malfunctions or insufficient applications to support human resources needs. In addition, the cost of hiring an HRIS specialist is also a problem for the small business.

This article is a research paper did by Amir and Beer-Sheva. The purpose of this paper is to discuss the impact of technology on the human resources function in organizations, in general, and in hospitality firms, in particular. At the beginning, it introduced the role of human resources department in organizations for decades. And the trend or changes in contemporary human resources. Then it came out that we cannot skipped the effect of technology on the HR function, especially in tourism and hospitality industry. So, next it gave the definitions of HRIS by introducing technology. And list some advantages and challenges of using HRIS. In the end, it listed how technology put infusion across HR function, including recruitment, selection, training, performance evaluation and compensation, payroll, benefits and pension administration, labor relations and outplacement.

Medical tourism has recently skyrocketed due to the fact that procedures done outside of the U.S. are a fraction of the price that they would usually cost inside of the US. Companies inside of the U.S. are also beginning to send their employees to locations outside of the U.S. due to the fact that they're much more inexpensive. However, some companies are beginning to shy away from this practice due to "possible risks".

Through a partnership between a tech company and a hotel association, a new HRIS specific to the needs of hospitality has been born. The system is cloud-based, providing full accessibility in a 24/7 industry. Not only does the system house compliance, training and employment files but it also provides templates for letters, contracts and policies. The system promises to enhance efficiency and streamline processes.

Computer skills are listed on almost every job description posted. However, companies are now being more selective when choosing the candidate that will be more cost effective for their organization. Employee turnover is becoming more expensive especially if it is a seasoned employee with the database knowledge for the organization. Each employee comes with a cost to train, if the employee enters the job with prior computer knowledge the fees associated to hiring that person are less. From a personal standpoint, when looking to hire a front desk agent and two agents apply one with prior experience on Opera PMS and one without, I would hire the agent with experience. This is a cost savings measure for me on labor as the experienced employee would require less training time. In my opinion, a 2 week notice is very rare in our industry or with the new generation in general. Therefore causing employers to be in an urgent state to hire when one employee leaves. Finding the appropriate candidate with prior computer based knowledge is only more enticing with that in mind.

HRIS (Human Resource Information Systems) are needed to enable beneficial HR management and payroll functions. This system allows companies to keep track of data pertaining to employees like name, address, phone number, social security number, job title, employment history and education. This article explains how in order for companies to have a strong Talent management system they must first have their HRIS in order. The HRIS should be in order because it can provide the Talent Management Systems with data that can make auto processing easier and faster. Job codes, job titles and job grades are data elements in an HRIS that can help span all Talent Management modules. In result, this can make recruiting, retaining, and rewarding employees a simpler process.

Not all ADP systems are created equal. While the system is advertised as scalable In my experience the options for smaller operations leaves much to be desired. They have become the most prevalent system and can be a valuable experience for anyone entering the job market.

I felt this article was interesting and related with how technology has revolutionized so much in the past years. This articles explains the wishes or requirements that Generation Z new employees or graduates for their first job experience.

This is an interesting article that describes some of the new technology being implemented to improve how employees are getting paid based on the current workforce's spending habits. These include the ability to be paid by debit cards, ability to be paid daily and have the flexibility to move the money around, AI intelligence to keep track of the employees' work hours on their own devices, and integration of many payroll functions into one platform. With so much technological advancement, it seems that payroll management is one that is still behind with many companies still working with the old clock in and out method which is time consuming.

With COVID-19 shutting down businesses across the world or at least taking their work remotely, businesses have left their equipment behind. However, under these restrictions, businesses are still allowed to maintain the condition of their physical plants and equipment.

The EDTS company believes Savannah's economic and employement growth could attract hackers from obtaining personal information of tourists and visiting customers. Charles Johnson, the CEO of the company believes it is a duty for hotels/restaurants to provide data security for its customers. He believes that not only big companies such as Equifax and Yahoo are vulnerable to hacks, but also small businesses. He adds that when small businesses are hacked, they can be ruined. He stresses all kinds of outlets to protect their data before they have a major breach.

The article discussed how three main things are expected from a fully functional Human Resource Information System. Employees expect the system to be easy to use, desired, and easy to access. The author believes that the employer has to place themselves in the employees shoes in order to design a HRIS that is fully functional and extremely useful to an employee if they are unable to do this then the system would be of no purpose to the employees.

After a recent announcement by President Biden, new mandates are being put in place requiring any U.S. employer that employs over 100 people to require vaccines within the establishment. This new action plan was developed in response to the widely spreading delta variant and is hopefully going to be curb the infection and hospitilization rates. Although many of the specifics have not yet been revealed, it can be assumed that organizations will be required to maintain current and up to date records of vaccine status for all employees for the coming future.

Good Morning Emily, Thank you very much for sharing this article! It is a rather interesting one which will certainly generate varying opinions. Me, from a management standpoint, I believe that robotics does have a place in the workplace (a greater presence in manufacturing and less in customer service). Dealing with humans on a luxury vacation tends to enhance my experience. Honestly, I cannot possibly imagine going on a vacation and not having the opportunity to converse with an employee!

This article comes in lieu of the COVID-19 pandemic and originally stems from keeping people safe by having contactless service. With service robots being so popular during the pandemic they started to take the place of actual humans. This can cause issues in customer service where people would prefer human to human interaction. This article also discusses how humans feel about having jobs replaced by robots and their perception on how they feel about working WITH robots.

What is the Human Resource Information System? The Human Resource Information System (HRIS) is a central automated HR information tool that manages the data of employees and applicants such as Recruitment & Selection, Training & Development, Performance Management, Disciplinary Procedures, Grievance Procedures and Leave Administration. What is the purpose of the HRIS and what will be its function? The HRIS supports the Government of Montserrat in improving data accuracy and information as it relates to its workforce and future HR planning. It creates an improved means of aligning the Government's human resources to its policy priorities and assists with our thrust towards modernization. It will provide data for informing and strengthening line management capabilities in people management. Overall, Government would have better knowledge of its HR costs, numbers and skill-set for future manpower planning, succession planning, and decision making in managing the size of its public service and be able to better ensure that the human resources are fit for purpose. The automated HRIS will enable Government of Montserrat to maintain vital organizational data in an organized manner. How will the system benefit you, the Public? There are several benefits to be derived from the HRIS System. For example, whenever you apply for a job in Government, you will be better able to know where we are in the recruitment process in a timely manner. Individuals who have worked for the Government, will take pleasure in knowing that key information during the years of employment, such as training received, promotions and performance, have been captured from their first day of work to retirement. Government of Montserrat would be better able to report to you with accurate and timely information on issues such as the skillset and health of the organization. Reporting and accountability is made easier. So where are we now with the implementation of the Human Resource Inform