Managing HR functions without an HRIS presents notable risks, such as data integrity issues due to human errors in manual data entry and the challenge of scaling inefficient manual systems as a company grows. Manual tracking also increases the risk of compliance failures when keeping up with regulatory changes. Transitioning to an HRIS helps mitigate these risks by enhancing data accuracy and compliance, despite initial challenges like potential staff resistance and data migration concerns. Implementing an HRIS involves high setup costs and requires careful planning to prevent data loss, while addressing employee resistance through engagement and training programs. It's important to provide continuous technical support and gather regular feedback to ensure a smooth transition and maximize the HRIS's benefits. Development and implementation can take several months and face potential delays due to data migration issues or underestimated user learning curves, but a phased implementation approach and regular stakeholder engagement can improve outcomes. Although the initial financial investment for an HRIS is significant, it leads to long-term savings and efficiency improvements. Ongoing training and skill development are critical for staff to fully utilize the system's analytical features, ultimately enhancing HR operations and organizational performance.

INSTRUCTIONS: based on the information above, Include an anticipated timeline for implementing an HRIS. Think of who will need to be involved, such as IT, other HR personnel for training employees, etc.