The Costs of HRIS Human Resource Information System (HRIS) and Dangers of Migration of HRIS Human Resource Information System (HRIS) Data

Nicolas A. Valcik, Meghna Sabharwal and Teodoro J. Benavides
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Nicolas A. Valcik: Texas Tech University
Meghna Sabharwal: University of Texas, Dallas
Teodoro J. Benavides: The University of Texas at Dallas

Chapter 10 in Human Resources Information Systems, 2021, pp 145-153 from Springer

Abstract: Abstract In today’s environment public and non-profit organizations have to be cautious funding enterprise software since budgets are tight and accountability for spending money has been increased in recent years. HRIS enterprise software is an expensive investment for any organization, but for medium to large organization, HRIS is necessary for compliance and operational purposes (Handrick, 2019). There are many costs and risks (e.g. security breach) associated with HRIS software, which organizations should assess before determining if one should be purchased and if so which one to select (CompareHRIS.com, 2021 and Leonard, 2019). With some public and Non-Profit organizations there may not be enough justification to purchase HRIS if the organization is small enough to operate without such a system (Leonard, 2019). There are also costs to the organization for not migrating to a new HRIS software package if the existing system is expensive to maintain and no longer supported by the vendor (Curic, 2017).

Date: 2021
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DOI: 10.1007/978-3-030-75111-1_10

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