As we have come to see by now HRIS systems can be very valuable to a business and their operations, however just like most things needed to run a business there are cost. One tangible cost that I have come to notice is the cost of precuring the system and its upkeep. It takes time to develop the software to ensure it covers the needs of the company (Sherman, 2018). So not only will you have the initial buy-in of the system, but you will also have to consider any updates/changes that will need to be made once it is up and running. From this the cost can vary depending on how involved the business needs to be. If a business needs a system to cover a multitude of features the system will more than likely be on the higher end of the market vs one that has to cover less. We also know that business grow and change and so does technology, so over time these changes will need to be implemented into the system as time goes on which will of course add to the cost.

 An intangible cost can be a decrease in employee moral with the implementation of the new system. Business will never really know how their employees will react to things like this and most often than not they will experience pushback. People get use to what they know and find it either hard to adjust to the new system or think that it will make their jobs harder. Many of these systems will require a training period but if done right it can quickly get them adjusted and they can soon find that the system is there to help and not hinder them. 

From the post above compare how the benefits identified outweigh the costs associated for the organization.

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The tangible benefits of implementing HRIS Human Resource Information System systems include streaml... View the full answer