An HR director plans a new HRIS implementation after concerns about recruitment turnaround time. If eight new technicians must be hired before deployment and the director is taking a data perspective, what should be the action?

• A. Change the HR business process
• B. Hire external consultants only
• C. Delay the project indefinitely
• D. Reassign the project to payroll

Answer: (A)

Focusing on how data moves through HR processes drives the right action here. If the HRIS implementation is planned but eight technicians must be hired before it goes live, a data-driven mindset means ensuring the processes that feed the system are efficient and able to produce clean, timely data. Changing the HR business process to streamline recruitment and align it with what the new system requires addresses the bottleneck directly, so the system will have the data it needs to function properly and deliver the intended analytics and automation once deployed.

Hiring external consultants might help with expertise, but it doesn’t fix the underlying workflow and data readiness that the system depends on. Delaying the project or reassigning it to payroll doesn’t tackle the need to produce the right data and workflow before go-live. The best move is to revise the recruitment process so it supports the data goals of the HRIS and meets the prerequisites for deployment.