Phase IV – Plan SummaryTHIS FOR AN ORIGINAL, UNUSED NOT PREVIOUSLY PURCHASED PAPER WITH NO MORE THAT 15% PLAGARISM AS IT GOES THROUGH A CHECKER. THE PREVIOUS ASSIGNMENTS ARE ATTACHED FOR RESEARCH PU

Project Management Roadmap

Strayer University

Tennille Poole

HRM 520

2/26/18

Project Management Roadmap

Question 1: Project management process

My selection of an HRIS for the Gladwell Grocery Stores was the use of Bamboo HR, and this choice of HR software got influenced due to its affordability and the excellent success story behind it from the companies and business that have previously used it. For the implementation or installation of this software, there are a set procedure and steps that should get followed for the process to be convenient and successful since the placement is a complicated process. The following is an HRMS implementation plan:

Change management

The implementation of this software will cause a change which will impact the people working in the organization, and this should, therefore, get taken into consideration. For the implementation to be successful, a well-structured communication strategy should be established (Giaccone et al., 2018).

Hiring of an HRMS consultant

After assessing the need for a consultant, the following reasons could create the need for an external consultant: first, if the survey by the employees indicates that the there is a weak performance by the HR. Secondly, checking if there is an anticipated significant change in the processes and systems of the current HR (Giaccone et al., 2018). Lastly, checking if the considerable stakeholders show substantial differences among themselves.

In selecting an HRIS consultant, it is essential to refer to others so that you can establish his ability based on his experience and the size of HR projects that he has dealt with previously.

Data migration

Plan the approach before migrating the data from the existing HRMS to the new system. Before this gets done, the data needs to be reviewed and checked for the accuracy and any gaps that are existing. Every member who is responsible for any department should be as to verify their information as part of stakeholder engagement (Kumar et al., 2013). In this case that the HRMS is taking the organization to the cloud system, the security of the new system should be a significant issue, and this can get overseen by the IT manager.

System testing

During the implementation of a new HRIS, it is essential for the new system to get tested. For the trial to be active, the first thing to be considered is to look at the lifecycle of the organization’s employees. In many circumstances, there will be some processes that will fail the test. To help this out, conduct a re-test and this time only testing the failed systems, until such a time that the whole system will be working through the end to end processes, as it should be working (Kumar et al., 2013).

User training

If the users of the new system do not adequately adapt to the new operational changes, then the implementation of this new HRIS can fail a big deal. The user training plan should, therefore, get tied to broader business goals like reduced cost, better legislative compliance, enhanced reputation, improved employee satisfaction, and all these together will keep the organization on the course (Giaccone et al., 2018).

Question 2: HRIS cost justification

Cost-benefit analysis matrix for Bamboo HR

The primary objective of developing the Bamboo HR as the new HRIS for the company is to reduce the cost of human resource management and the efficiency in doing the same. The implementation of this project will also ensure that the other stakeholders in the company get contented with the services offered to them.

Bamboo HR usually provides two packages known as essentials and advantage.

The cost of essentials is $6.19 per month/employee. It covers the following features: first, HR management, these include benefits administration, employee records, reporting, standard access levels, document storage, and email alerts. Secondly, employee self-service; include the time-off management, employee directory, single sign-on, and mobile application. Lastly, webinar library for customer success, and email support.

The cost of the advantage package is $8.25/employee/month. It includes the following features: Phone support, audit trail, advanced reporting, applicant tracking system, training tracking, custom tabs, custom access levels and email alerts, onboarding and off boarding, company branding, and integrations via Bamboo HR marketplace and Bamboo HR Open API (Masum et al., 2018).

Besides these plans, the clients also have the alternative of adding to the management module of performance at a distinct cost. Based on the company size Bamboo HR will offer discounted prices as well. Their software is also designed and enabled in such a way that the company only pays for the features that they will require.

Top alternatives:

1. Biz Merlin HR: Same per-user price as Bamboo HR. Businesses with up to 10 users pay $10 every month. Business with 51-100 employees pays $500 per month. Companies with over 200 employees will contact the company directly the quotation of the price (Masum et al., 2018).

2. Sentric Workforce

Has three pricing tears pinned to the number of employees? Starter plan is $2 per employee per month. Pro plan is $6 PEPM. The Premium is $12 PEPM.

Question 3: HR metrics

References

Giaccone, V., Cammilleri, G., Macaluso, A., Cicero, N., Pulvirenti, A., Vella, A., & Ferrantelli, V. (2018). A LC-HRMS after QuEChERS Cleanup Method for the Rapid Determination of Dye Residues in Fish Products. Food Analytical Methods, 11(3), 625-634. https://link.springer.com/article/10.1007/s12161-017-1032-x

Kumar, R., Shaikh, B. T., Ahmed, J., Khan, Z., Mursalin, S., Memon, M. I., & Zareen, S. (2013). The human resource information system: a rapid appraisal of Pakistan’s capacity to employ the tool. BMC medical informatics and decision making, 13(1), 104. https://bmcmedinformdecismak.biomedcentral.com/articles/10.1186/1472-6947-13-104

Masum, A. K., Beh, L. S., Azad, A. K., & Hoque, K. (2018). Intelligent Human Resource Information System (i-HRIS): A Holistic Decision Support Framework for HR Excellence. INTERNATIONAL ARAB JOURNAL OF INFORMATION TECHNOLOGY, 15(1), 121-130. http://ccis2k.org/iajit/PDF/January%202018,%20No.%201/9605.pdf