The staffing and the maintenance of staffing information in our company is fraught with problems and needs to be revamped. The many tasks associated with tracking personnel data; employee hours; paperwork such as I-9 forms, applications, and that associated with disciplinary actions; consulting forms; and compliance information are not confined to handling by HR personnel but are spread across the organization, with various people throughout the organization having responsibility for the information. Not only is this arrangement conducive to the information's being lost, misused, or stolen, since it is not being secured properly, it makes it very difficult for anyone to get a big picture view of the information. Vital information that one person in the company needs may be hidden away on someone else's computer or in a file drawer, and this makes it difficult to track employees and their information. To obtain all of the information the company possesses on one employee would require visiting several different people and amassing it from the computer files, file drawers, and systems they have it stored in, since the information is not centrally located.
             Although there is an HRIS system and an HR department, they are only involved with maintaining a portion of the information that the company keeps on employees-personal information, compliance data, and payroll. All other information is distributed among managers in the company. Since much of the information does not reside on the HRIS computer system, which is backed up daily, the information is subject to loss by fire, flood, theft, or simple misplacement. Furthermore, data breach laws implicate HR if the company fails to inform employees when security breaches involving their personal data have occurred, step that is impossible when HR has no idea when that is happening (Harris). With job applications and employee files residing in filin
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