Identify the types of errors that can occur in a non-integration performance management, compensation, benefit, and payroll system.

There are many issues or error that can occur in a non-intergrated performance management system. One error that can occur is that the system data may not match up with the management compensation, payroll or benefits. The system will need to intergrated in order to ensure that information is properly used.
Discuss how an HRIS can reduce the errors and build a more stable relationship with employees.
A good HRIS can reduce the errors and guild a more stable relationship with employees by store data that can be retrieved by the employee who can check for any possible errors that may occur. It would allow for the employee to edit information and ensure that accurate information is being stored. If employee can not edit the information themselves, then they can request for information to be corrected.

Discuss how an HR professional can justify the cost of an HRIS for this purpose.

The fact that the most important parts of the HRIS is built to access data from the state and federal agencies for compliance purposes, data for payroll, compensation and benefits for each employee updates the entire file with one entry and provide reports that are consistent saving an incredible amount of time to the HR professional is justification for having a HRIS system.
The HRIS system generates data for use over a long period of time, and maintains a history of all information gathered and used, provides a secured database for employee most sensitive information for a long time and remains compliant to prevent legal proceedings. The system eliminates many errors that would result for independent entries and provides the HR professionals with the ability to enhance programs to attract, retain and motivate the best.
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