Implementing a Human Resource Information System (HRIS) is a critical step for Hello Technology! Corporation to enhance its HR processes and manage its expected growth efficiently. An anticipated timeline for implementing the HRIS can be broken down into several phases over a period of 6-12 months, depending on the complexity of the chosen system and the customization required. "While there are measurements for administrative HRIS such as cost reductions in HR departments, it is difficult to measure precisely the return on investment and specific improvements in productivity within the HR, there is a link between human resource information systems (HRIS) and strategic human resources (Ankrah and Sokro 2012). The first step involves conducting a comprehensive needs assessment to identify specific HR functionalities that the company requires, such as payroll processing, benefits administration, recruitment, and performance management. This phase would involve gathering input from the HR team, including the current HR employee, the accounts payable clerk, and any other key stakeholders within the organization. Based on these needs, the company should research and select a suitable HRIS vendor. Factors such as scalability, user-friendliness, cost, and customer support should be considered, keeping in mind the company's growth plans.The second step involves making a detailed project plan after a vendor is chosen. This plan will outline the scope, timelines, deliverables, and resource allocation. A project team must be implemented, including IT specialists, HR representatives, and potentially consultants from the HRIS provider. The IT team will be crucial for ensuring system integration and data migration, while HR personnel will be responsible for communicating changes and training employees on the new system. Third, The HRIS system will need to be customized to meet the specific requirements of Hello Technology! Corporation, such as setting up user roles, defining workflows, and configuring payroll settings. Regular meetings should be held to monitor progress and address any issues promptly. Fourth, once customization and data migration are complete, the next step is to conduct rigorous testing to ensure the system performs as expected. This phase includes unit testing, system testing, and user acceptance testing to ensure the selected employees will be able to utilize the system daily. Furthermore, comprehensive training sessions should be organized for all employees to facilitate a smooth transition. Training can be done by HR staff, the vendor, or both. Lastly, following successful testing and training, the HRIS can be rolled out to the entire organization with an anticipated start date for the last phase. IT department will also be able to troubleshoot equipment and software issues with all staff on a chat support basis during the start date. In addition, continuous evaluation and employee feedback surveys will be conducted to track the progression of the new HRIS.

INSTRUCTIONS: Based on the info above, describe in a detailed paragraph who will be involved with planning and implementing HRIS