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

In: Human Resources Information Systems

Author

Listed:
  • Nicolas A. Valcik

    (Texas Tech University)

  • Meghna Sabharwal

    (University of Texas, Dallas)

  • Teodoro J. Benavides

    (The University of Texas at Dallas)

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).

Suggested Citation

  • Nicolas A. Valcik & Meghna Sabharwal & Teodoro J. Benavides, 2021. "The Costs of HRIS Human Resource Information System (HRIS) and Dangers of Migration of HRIS Human Resource Information System (HRIS) Data," Management for Professionals, in: Human Resources Information Systems, chapter 10, pages 145-153, Springer.
    • Handle: RePEc:spr:mgmchp:978-3-030-75111-1_10
    DOI: 10.1007/978-3-030-75111-1_10
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