The plan will clearly state the role of each individual while implementing the plan and the possible negative and positive outcomes of the organizational changes.
The main objective of this strategic management plan is to emphasize on the relevance of designing one technology based Human Resource Information System (HRIS) for enhancing the overall integration of the firms HR functions. HRIS will help the company to maintain information regarding the employee performance report, salary statement, personal file and applicant tracking. However, the method of implementation is the most important factor that determines the effect of the HRIS. As in Garson & Khosrow-Pour (147), the implementation of effective HRIS would reduce response time to serve customers and clients, improves the quality and timeliness of service to employees, improves the quality of HR services to employees, and makes HR more responsive to customers. Therefore, management and participants must get convinced of the significance of the strategy. The organization might confront with problems related to a proper system design and acquisition. Therefore it is the area where management needs to hire the assistance of some professionals and vendor experts. The HRIS project manager should have the up-to-date technical and professional knowledge because system development and implementation are the significant stages of the HRIS project where specialized understanding is needed.
However, manager should be cautious about data privacy issues, vendor selection, planning, and development while the service is entrusted to outsourcing. It can be done if the organization determines the external involvement to specific limits. In order to prevent deliberate malpractice in the system, system programming and maintaining needs to be separated. Vendor selection is another important area where conflicts of