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seen by other HR staff. For example , line managers know better cans Sonny staff without any problem , as the Standard and Poor staff got sick the line managers know and cans give Excuse to Their staff. This data Requires follow up with an audit process , Which Could result in prosecuting or disciplining an employee who accesses employee data without authorization or without an official purpose. The need for data control is another Potential disadvantage of an HRMS . This control extends beyond Unauthorized data access of private employee information. Using an organization 's PeopleSoft HRMS The annual must employ its own set of technical staff to program , troubleshoot , update and support the system . While an organization 's HRMS may help reduce the cost of HR personnel , It Could increase at the requirements for technical staff with knowledge specific to the HRMS solutions.

My Conclusion is the company of Reed Boardall need to have HR department Hr Because cans secure , care and protect the company from loss and lawsuit . My recommendation is better to have HR from not to have an HR management in their company .

My case study Regarding an argument to persuade Chief Executive Keith Board that's Having an HR department would be better in their company . The Human resource management (HRM or HR ) is the management process of an organization 's Workforce or human resources . It is a showroom for the attraction , selection, training, assessment, and Rewarding of employees, while also overseeing Organizational leadership and culture and Ensuring compliance with employment and labor laws. A human resources department is a critical component of employee well -being in any business, no matter how small . HR Responsibilities include payroll , benefits, hiring , firing , and keeping up to date with state and federal tax laws. In Circumstances Timur Employees desire and are Legally authorized to hold a collective bargaining agreement , HR will also serve as the company 's primary liaison with the Employees ' Representatives . HR is a product of the human relations movement of the early 20th century , When Researchers began Pascal Ways of creating business value through the strategic management of the Workforce . Initiating The function was dominated by transactional work, The annual payroll and benefits administration , but due to Globalization, consolidation company , Technological Advancement , and further research, now focuses on strategic HR Initiatives like mergers and Acquisitions , talent management, succession planning, industrial and labor relations, and diversity and inclusion .

The goods of the human resources of the company that's strategic HR is the company 's policies and procedures related to Employees should fit into the organization 's broader strategic plan . Developing these links between HR and strategy has a distinct advantage of the Helping the organization to evaluate its current HR policies and to replace outdated or inefficient policies with Ones that's promote a better workplace environment and employee relations . As the company evaluates its HR policies , it cans use the strategic plan 's AIMS and Objectives to help evaluate each HR process or policies . Those that's fall out of this strategic vision Discarded cans or reformulated in a Favor of better choices . The strategic of HR also helps to foster a sense of team spirit and camaraderie within the organization . A compa