Assignment 2: Phase II – Selecting an HRIS Application
HRM520008VA003-1176-001 - HR INFORMATION SYSTEMS
Assignment 4: Phase IV – Plan Summary (280 points)
Yesenia Mejias on Sun, Sep 10 2017, 8:40 PM
100% highest match
Submission ID: 2de1d177-8754-4572-a958-186f390e0fbc
Assignment 4 Phase IV Plan Summary.docx Word Count: 1,725 Attachment ID: 176350229 100%
Citations (10/10)
1 Another student's paper
???orig.citation.highlight.msg???
2 Another student's paper
???orig.citation.highlight.msg???
3 Another student's paper
???orig.citation.highlight.msg???
4 Another student's paper
???orig.citation.highlight.msg???
5 Another student's paper
???orig.citation.highlight.msg???
6 Another student's paper
???orig.citation.highlight.msg???
7 Another student's paper
???orig.citation.highlight.msg???
8 Another student's paper
???orig.citation.highlight.msg???
9 Another student's paper
???orig.citation.highlight.msg???
10 Another student's paper
???orig.citation.highlight.msg???
Running head:
1 ASSIGNMENT 4 PHASE IV PLAN SUMMARY 1 ASSIGNMENT 4 PHASE IV PLAN SUMMARY 2
2 Assignment 4 Phase IV Plan Summary Yesenia Mejias Strayer University Dr. Sharron D. 3 Credle Human Resources Information System (HRM 520) September 10, 2017
1 Executive Summary The manual method of human resources administration has been known to negatively impact on the efficiency of personnel, particularly managers like Tom Bell of the Gladwell Grocery Stores (GGS), a 10-store grocery chain in the Upstate New York with 440 employees. The most labor intensive and consuming of the human resources management functions, which information technology can impact positively and enormously. The role of the human resources information system (HRIS) is indispensable to the success and growth of GGS, particularly in helping resolve the inevitable inefficiencies that lack of technological solution imposed. 4 This paper proposes an investment on a popular HRIS software called Auxillium West HR Software based on its being the most comprehensive HRM suite available in the market today and a highly reasonable cost with broad expansion capacity.
5 Table of Contents Introduction of Problem. 1 4 Business Analysis 5 Proposal Overview 6 HRIS Types & Comparison 6 Recommendation 7 Project Roadmap 8 Conclusion 9 References 10
6 Introduction of the Problem The ability of organizations to meet their set objectives effectively is influenced by the level of efficiency of all the departments. One of the important departments in organizations is human resources, which is responsible for recruiting, hiring, training, compensating and motivating employees to focus their talents on organizational success. The roles played by the department impacts organizational performance directly because it determines the quality of employees hired and the extent to which they are motivated to work. In an era where technology is advancing at a rapid pace, it is crucial for human resources department to embrace it through the adoption of human resource information system (Obeidat, 2012). Through the technology, it is possible for the department to address issues concerning employees more effectively. Currently, the nature of human resource management at Gladwell Grocery Stores indicates that the company needs to adopt modern technology in managing employees. The size of the company is among the factors that show the need to adopt HRIS in managing the large number of employees. With a workforce of between 400 and 440, it is unlikely for the department to effectively identify the need of all the employees. Additionally, the human resource manager may be unable to accurately determine whether the company has surplus or shortage of employees. The current level of communication between the company’s human resource management is inefficient because of the outdated channels used. The poor communication affects the ability of the company to identify skills gap and employee level of motivation. With the adoption of HRIS, the company enhances its communication with the employees leading to higher productivity (Kumar & Parumasur, 2013). The adoption of the technology will also reduce the operational costs incurred by the company in terms of travelling expenses by the human resource manager. Based on the case study of Gladwell Grocery Stores, this study develops a business assessment that focuses on managing employees in the groceries and retail industry. It identifies the primary human resource issues facing the company, and concludes by highlighting the benefits that the company is likely to accrue by adopting the HRIS.
Business Analysis Currently, Gladwell Grocery Stores uses the outdated method of managing employees, which involves face-to-face encounter of the employees with the company’s human resource manager. The manager goes around the ten stores where he inspects the employees to identify and address any issues that the workers may be facing. Although the human resource department incurs high cost of traveling, the method yields efficient results because the manager establishes personal relationships with the employees. It is more likely for the employees to open up freely about the issues affecting them in the current setting (Obeidat, 2012). The human resource manager inspects all the areas affecting employees thoroughly, leading to more effective employee management. This would not be achieved if the company used HRIS because of insufficient applications that support employee needs. The quality of decisions made by the Gladwell Grocery Stores regarding employees is high because of reduced errors. The adoption of HRIS may lead to erroneous decisions due to poor quality information produced by the system because of factors such as errors in data entry. However, the outdated technology used by Gladwell Grocery Stores negatively affects the efficiency of the human resource management. In addition to wastage of time through travelling, the human resource manager is unable to process the payroll effectively, which increases errors in payments. By adopting the HRIS, the company will operate more efficiently because of reduced errors and updated employee database (Wiblen, Grant & Dery, 2010). Through the manual supervision of employees, it is impossible for the human resource manager to effectively track attendance and timeliness of employees. The adoption of HRIS will help the company overcome the challenge through time and attendance tracking enabled by the system.
Proposal Overview The decision by Gladwell Grocery Stores to adopt the HRIS will benefit the key human resource functions, leading to an increase in the company’s overall productivity. Among the key human resource functions that the company is likely to benefit from include the following;
· Quick processing of the payroll · Generation of amicable solutions to employee issues · Improved compliance with the legal requirements affecting human resource · Effective empowerment of employees The primary human resource function that should be considered in the company’s business proposal is the ability to empower employees. I select the key HR function among the rest because it is one of the factors that influence employee motivation. Empowerment of employees makes them feel more valuable in the company and this motivates them to work hard. Explaining Hertzberg’s two-factor motivation theory, Lundberg, Gudmundson & Andersson (2009) reveal that empowerment of employees is among the motivation factors that promote their morale.
HRIS Type and Comparison HRIS refers to a human resource information system. 7 It is also known as human resource management system which integrates various human resource functions with information technology through a HR software, thus making these functions electronic, fast and easy the current revolution in technology it is essential for companies and businesses to embrace such technology to ensure their relevance in the markets. Since the human resource department serves as a supportive background for any company or business it should keep the perfect resources and exact tools for itself to function optimally and such a tool is the HRIS. The HRIS has many benefits but there are three that tend to stand out and are cited by many authors and may also apply in the case of Gladwell Stores i.e. Improved administration, timely and quick access to information and cost saving. Improve administration in that the human resource manager can adequately determine if the stores are over or under staffed, communication between the employees and the human resource manager will be made easier as one doesn’t have to wait until the human resource manager is visiting to air their opinions or complaints and proper employee motivation channels can be identified. Timely and quick access to information meaning information on the attendance of the employees, complaints and other crucial information that the human resource manager might need about the performance of the employees. Cost will be lowered since with the human resource manager will no longer need to visit each of the stores monitoring the attendance and performance of the employees but will rather be monitoring all the activities from a central store.
Recommendation There are various vendors that do provide the HRIS systems that also integrate many other functions but in this instance, I have identified Auxillium West HR Software and SimpleHR as two vendors that would provide a HRIS that would provide a system that would meet the needs of the Gladwell Stores human resource needs. The SimpleHR support simple human resource tasks such as attendance tracking, payroll and such and integrates to QuickBooks. It seems it would cater for the Gladwell stores needs but on a smaller scale and is deemed to be cheaper as compared to the Auxillium West HR Software which is a comprehensive HRIS and thus includes all the self-service add-ons and all the human resource functions. With this information, though a bit pricy, I would recommend Gladwell stores to embrace Auxillium West HR Software as it would be a solution to all its requirements and in the long run enable them to save huge on both time and resources.
Project Roadmap Gladwell Stores would need a HRIS that would cater for the employees as a self-service kind of system to ensure there is communication between the human resource manager and each of the employees; it also needs to ensure it has attendance tracking and thus the stores would need a comprehensive HRIS which would perform all the above functions since it is a database that would hold all the human resource files. A complete Project Roadmap is given below;
6 Conclusion One of the ways that Gladwell Grocery Stores will benefit from adopting HRIS is increased efficiency of human resource department, leading to increased competitive advantage. The other benefit is increased profitability due to reduced costs incurred in activities such as filing and travelling expenses. The application of HRIS allows the human resource manager to perform accurate analysis of employee productivity thus making informed decisions about employee empowerment.
8 References Obeidat, B. (2012). 6 The Relationship between Human Resource Information System (HRIS) Functions and Human Resource Management (HRM) Functionalities. Journal Of Management Research, 4(4), 192-210. 8 http://dx.doi.org/10.5296/jmr.v4i4.2262 Kumar, N., & Parumasur, S. (2013). 9 Managerial Perceptions of the Impact of HRIS on Organizational Efficiency. Journal Of Economics And Behavioral Studies, 5(12), 861-875. http://dx.doi.org/10.22495/cocv11i1c6art4 Wiblen, S., Grant, D., & Dery, K. (2010). 6 Transitioning to a new HRIS: the reshaping of Human Resources and information technology talent. 10 Journal Of Electronic Commerce Research,, 11(4), 251-267. Retrieved from http://ro.uow.edu.au/cgi/viewcontent.cgi?article=1960&context=buspapers Lundberg, C., Gudmundson, A., & Andersson, T. (2009). 6 Herzberg's Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism. Tourism Management, 30(6), 890-899. http://dx.doi.org/10.1016/j.tourman.2008.12.003
