future trends in HRIS | StudyDaddy.com

I need a 100 word response to each of these and a return question for #2 and 3:

1.  I enjoyed reading your response on national cultures and legal regulatory issues. They can have a significant impact on HR-Technology. Certain national cultures have a close relationship between leaders and staff and others are more distant. There are the same cultural differences and relationships in risk avoidance,having a short or long term perspective and power. All of these have an impact on how you decide, design, and utilize HR technology. Can you think of one example?


3.  Different types of cultures impact HRIS in their values and success; but they differ. In our Human resource Information system have change from 5 to 10 years. It may be accepted in many of our cultures, but not used as the US. We are so advanced in technology, and employment. China Pays cash and the retirement and vacations solely rely on paying into Stocks they have you paid into. So, they don’t need to use HRIS as we do in the US. The acceptance of it depends on their values, demand and need for HRIS. Every country/culture have different standards in work, hours, and type pf workers the employee. The HRIS implementation and acceptance also depends on religion and beliefs in some cultures. In Europe the legal issues differ on the Irish language and minority. Diversity issues have created a European democrat policies and solutions. Democrats play a big role in rules of regulations in government in different countries. Regulations have regurlated government in employment and laws to abide to the cultures and religion. At the heart theoretical and empirical work on helping behavior and organizations depend on behaviors that deal with non – routine aspects of work. Helping behavior is a robust predictor of group and organizational performance. (Podsakoff ,Mackenzie, Paine,& Bachrach,2000)and has become more important in light of movement toward greater employee involvement(e.g., Boxall & Macky, 2009)  



How do different types of cultures impact HRIS implementation and acceptance?

Different types of cultures have different values and it seems that most HRIS systems have been standardized from values common to the United States and Western European nations.

What are some of legal and regulatory issues that were discussed in our reading material this week that could impact HRIS? Occupational Safety and Health Act (OSHA), Employee Retirement Income Security Act (ERISA), and Health Insurance Portability and Accountability act of1996 (HIPPA)

Provide an overview of one of the regulations discussed in our reading material. What was the purpose of the regulation?

According to the Department of Labor, the Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for most voluntarily established pension and health plans in private industry to provide protection for individuals in these plans. For example, if your employer maintains a retirement plan, ERISA specifies when you must be allowed to become a participant, how long you have to work before you have a non-forfeitable interest in your benefit, how long you can be away from your job before it might affect your benefit, and whether your spouse has a right to part of your benefit in the event of your death.

At my current job, I receive reports that provide me data on the amount of labor hours for my staff. This is to ensure that not only is the company in compliance, but the individual employee is working the required amount of hours to receive benefits over the course of the year.

 Are there HRIS systems that could help with compliance of these regulations?

Oracle’s software applications such as PeopleSoft and Taleo are used to comply with payroll and talent management requirements. IBMs Cognos Analytics is used for risk management and to meet regulatory requirements. I use at least one if not all three of these programs on a daily basis. As with most software, there are regular updates to meet new requirements and to expand our tools keep up with the ever-changing environment.

Decreasing the number of HR staff, cost, more information, services provided to employees, are just some ways that were talked in book to improve technology in other cultures. Russia, however is highly advanced in its technologies in computers and have build colleges to progress and educate more of their population. Were as in our book it does talk of acceptance and advancement in Many countries, so therefore this all ties together.


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