Manele Inc., has been experiencing performance issues with their HRIS system. The company has been growing rapidly, and their current HRIS can no longer keep up with the increasing HR information requirements and needs. The company has decided to undertake a needs analysis to gather and document information related to making possible changes to their HRIS. The first stage of the needs analysis process is needs analysis planning.

The HRIS analyst and the information technology staff at Manele Inc. have assembled a team to investigate the current and desired HRIS system applications and functions. The team consists of a senior-level manager with HRIS analysis experience, an information technology (IT) professional, an HR employee who has knowledge of the current HRIS as well as an external consultant. The team has also formed a task force with members from the various functional areas to make contributions on behalf of the stakeholders. The task force includes representatives from each area of HR, payroll, and any other functions that might use the HRIS directly or indirectly.

The team will now determine top management's role in the needs analysis. They will also define, clarify, and gain management acceptance on the goals for needs analysis. The goals will be specific, measurable, attainable, relevant, and timely (SMART). Finally, the team will determine the specific information-gathering tools and techniques to be used when conducting the needs analysis.

Choose from the list below what they should focus on in terms of the requirements.

Select one:

How the HRIS will work and not what the HRIS should accomplish.

What the HRIS should accomplish rather than how it will work.

What the changes will cost.