The modern labor market is flexible and adaptable to relevant trends, and the use of effective strategic approaches to personnel management should be promoted. Based on the latest statistics, over the past few years, the median age of the country’s working population has been growing gradually, which indicates an increase in the involvement of older employees (“Labor force statistics,” 2021). In the next five to ten years, corresponding workforce changes are likely to occur. According to Pynes (2013), forecasting and job analyses are important aspects of planning, and given the current performance, the labor market needs to be adapted. In particular, in the public sector and nonprofit agencies, more employees will be trained in digital literacy and principles of communication in the context of the transition to electronic forms of control. To be prepared for the future, organizations will need to establish a stable training system and apply relevant recruiting strategies. Limited funding will be a strong argument for realizing effective talent management practices, and strategic planning will be a must. These factors will be the result of future trends and shifts in workforce resources, including age and other changes.
Assessing HRIS Products
Human resource information systems, or HRIS systems, are valuable tools for storing and systematizing numerous employee data. Brown (2021) lists the most requested systems and offers to compare them from the perspectives of performance and relevance to specific needs. One of such HRIS programs is Exelsys, an individual project that is not tied to a third-party company and is a standalone product. Another HRIS system is Workday, which is owned by a company with the same name. The program not only fulfills the specified functions but also, as Brown (2021) states, can integrate with Salesforce, a cloud service, to control financial data efficiently. Finally, as another HRIS system, one can mention Namely, a standalone program developed by individual professionals. All three projects are in demand in the modern HR field, but the definition of their effectiveness largely depends on specific performance and functional indicators.
To highlight significant merits and strengths of the reviewed HRIS systems, the definition of criteria for assessment is a mandatory activity. Brown (2021) considers different programs and focuses on those features that allow systems to be optimized for unique operating conditions. In this regard, as parameters for evaluating HRIS systems, one can highlight the features of onboarding, the ability to track candidate activity, control over working hours and attendance, as well as payroll management. These criteria can make it possible to assess the aforementioned HRIS systems objectively.
The proposed parameters are the basis for comparing Exelsys, Workday, and Namely to identify their strengths. According to Brown (2021), each of these HRIS systems has the functions of payroll management and control over employee working hours and attendance. These criteria are important for HR work and help responsible professionals quickly access relevant information. At the same time, the other two criteria do not coincide in the three reviewed HRIS programs. Workday has neither onboarding features nor an option to track candidate activity, which leaves the system unfinished. Exelsys also lacks the ability to evaluate onboarding features, but its functionality includes an applicant tracking option, making it a more effective program. Finally, Namely is the most advanced and efficient of the three HRIS systems since it has all four features presented, making it suitable for use in a variety of work environments.
References
Brown, F. (2021). Best HRIS systems & platforms for 2021. Technology Advice. Web.
Labor force statistics from the current population survey. (2021). U.S. Bureau of Labor Statistics. Web.
Pynes, J. (2013). Human resources for public and nonprofit organizations: A strategic approach (4th ed.). Jossey-Bass.