Information technology: 1. Planning and developing a human resources information system.

Abstract

for the unwary, planning and implementing an HRIS can present a variety of pitfalls. Author Albert L. Lederer, who spent ten years installing such systems before joining the faculty of the University of Pittsburgh (as assistant professor of business administration), is fully cognizant of the pitfalls involved and the problems that personnel departments encounter in the process. After discussing what an HRIS can accomplish, he gives a thoroughgoing, detailed approach to developing such a system--from cost justification, to the personnel department's relationship with the data-processing department at each step, to deciding between buying a packaged system and developing a new system internally. Most important, he emphasizes, is to define requirements precisely and completely at the outset--those who don't are in for a lot of costly headaches. Much more is covered in this comprehensive approach--not the least of which is (for packaged systems) vendor analysis and contract negotiation (the contract stipulates the vendor's responsibilities in terms of software, installation service, maintenance, training, and documentation). One popular strategy for negotiating a contract is to choose the best two vendors and compare their offers throughout the negotiation; this results in a contract with excellent leverage for the buyer.