Discuss the below:
Table of Contents
Executive Summary
This section should be written last. It provides the reader with an overview of your business plan. This section includes a brief description of the business, the goal of your business plan, your customer's market/clientele, their current "like" competition, and current business operations, and potential fiscal plan (fiscal plan may be assumed based on current manual process compared to pricing of automation). 3
Introduction/Conclusion
Introduction provides sufficient background on the topic and previews major points. Conclusion is logical, flows from the body of the paper, and reviews the major points.
Company Review
This section should summarize the information from your Stage I paper.Provide a basic industry outline. Is it a growth industry? What changes do you foresee in this industry, and how is this company poised to take advantage of them? Take the information from your Stage I paper and analyze the data. What is your analysis of their current business? This will require some additional outside research. Cite your sources.
Business Analysis
This is where you will provide an expanded review of your Stage II project where you will summarize that information and provide your analysis of this customer's business. This section needs to be thorough and accurate so your customer understands the issues you've found. You must validate and substantiate the issues identified and why they are creating inefficiency and cost to the business. Why is automation viable? Why did you choose this specific HR function? This is where the current fiscal information should be placed. This may be completed based on theory. It should line up with your next sections of this business plan.
HRIS Type/Comparison
This is also information you would pull from your Stage II paper and research. You want to share the type of HRIS system you have reviewed and why. You need to expand on this comparison and include theory to substantiate. This is where you're providing a clear review of different vendors. You want to make it understandable to your customer.
HRIS Recommendation
Pull together all of your research here. Sharethe vendor recommendation. You must validate and substantiate this recommendation. Just stating this is what "you think" would be the best vendor is not enough. You must show this customer that this "is" the best recommendation and why. Theory substantiates; what have other like companies used?This is where you include business risks, fiscal impact, impact on employees and customers, etc. Remember, you don't want to "over sell" an HRIS system. Make recommendations that fit the needs of your analysis.
Executive Summary
This should be approximately 1 page, double spaced.
Make it enthusiastic, professional, complete, and concise.
Introduction
This should be 1 paragraph, double spaced.
This is an introduction to this document.
Company Review
This section should be 1-2 pages, double spaced.
Business Analysis
This should be 2-3 pages, double spaced.
HRIS Type/Comparison
This section should be 2-3 pages, double spaced.
HRIS Vendor Recommendation
This section should be 2-3 pages, double spaced.
Conclusion
This should be at least 1 paragraph, double spaced.
Human Resource Information System (HRIS) is the system used to obtain, accumulate, manipulate, evaluate, recover, and share outrelevant information concerning abusiness's human resources. HRIS involves hardware and software, human workforce, structures, strategies system and statistics.
The function of the HRIS is to offer service in the structure of information those who use the system. The essence of this information is to ease or sustainplanned, strategic, and equippeddecision-making processes. This entailscontrasting compensation patterns, to avoidlegal proceedings, enabling program assessment as well as policy and practice evaluation. For example, scrutinize the cost impact of sick leave guidelines. HRISmanipulates information to enhance the ability to support daily operation for example to inform of pay increase and ensure remuneration of employees on time.
Castle's Family Restaurant has eight restaurants in the northern California area with approximately 300-340 employees. This falls under small and medium size enterprise category. Small and medium-sized business is a company with 100 or less employees and is normally seen as small.On the other and one with 100-999 employees is usually regarded as medium-sized.
When a business put in in an affordable HRIS, it rapidly turns out to be competent in respect of handling its workforce. This is actualized by a close examination of the respective payroll and human resource. Human resource information system modules ensure efficient output of the man power.
An efficient HRIS structure includes a supple blueprint that contains a database that is integrated with an extensive variety of features at hand. Through the efficient HRIS systems, a HR manager can gain a lot of time of their working hours back as opposed tousing this timein preoccupied with non-strategic, routineeveryday jobs required to run the human resource docket.
The capacity of a business to exploit the potential of human resource information systems relies on anarray of aspects.Ideally larger organizations tend reap greater benefits due to the quality of management support and commitment as compared to the capacity of smaller organizations. Of essence also is the accessibility of resources such as money, personnel, and time. The human resource philosophies of the businessare essential to HRIS as well as its structure, organizational culture, visions and systems. Automationis advanced by managerialproficiency in cross-efficient decision-makingprocesses,participation of employees, andthe capacity and impetus of employees in embracing change e.g. increasingcomputerizationtransversely and between functions.
The human resource management system sustainsappliances such asemployee assortment, selection andplacement as well as payroll preparation. These information schemes boost managerial effectiveness and generate information able of enhancing decision-making.
In conclusion, it is imperative to select the precisehuman resource information system. A business that undertakes to invest in a human resource information system that reflects their aspirations, intentions, undertakings, and principles, is a business that invests in its prospective success in future. It is often essential to tailor any human resource information system to the distinctiverequirements of a business. This ensures that the system remains relevant and flexible throughout the operation of the business.
REFERENCES.
Ceriello, V. (1991).Human Resource Management Systems.Strategies, Tactics and Techniques.Lexington Books.
Kavanagh, M. (1990).Human Resource Information Systems: Development and Applicatio., Boston: PWS Kent.
Wysocki R. & R. DeMichiell, (1997) Managing Information across the Enterprise. New York Wiley & Sons.
Human Resources Information Systems
Human Resource information System (HRIS) is software that intersects human resources (HR) with information technology in such a way that the HR activities happen electronically. Businesses use this software to carry out activities such as accounting, payroll and management. HRIS systems enable an organization to manage the costs related to human resources more effectively and manage them without allocating many resources(Kavanagh, Gueutal & Tannenbaum, 2010). In human resources, the system increases the efficiency during decision making. An individual who intends to acquire a HRIS should consider several factors such as the objectives of the firm, security, functionality and implementation.
As the owner of the firm, I choose Employee Information Systems. This system helps to maintain information of every employee in an organization for reporting and decision purposes. This system contains the human resource profile records. The employee profile contains information about the employee such as name, marital status, citizenship, and education status. The profile may also contain organization-related information such as employment history, salary rate and retirement. Another important feature of the employee information system is the employee's skills inventory. It contains information of the employee such work preferences, special skills and interests.
The employee information system is important in various ways both to the organization and to the employee. First, it reduces the workload of the human resource. Second, the retrieval of information is fast and accurate. Thirdly, the system is convenient since the information is automatically arranged in a specific order(Kavanagh & Thite, 2009). The system is also advantageous to the employee. The employee is able to update his/her information with ease unlike when using paperwork. The two vendors that offered the employee information system were My HR Software(Assistant, 2015) and Employwise(Solutions, 2015). The vendors were similar in one way and different in another. Both Employwise and My HR Software offered services such as benefits management, employee database, self-service portal, employee life-cycle management, notifications and performance retrieval. I selected Employwise other than My Hr Software due to a couple of reasons. First, Employwise had an attendance management service while the other company sis not. The attendance management tool enables the company to keep a register of the employees present and those absent.
Another distinguishing feature that Employwise had was that it offered training management tool. The tool will be beneficial to the company as it will reduce the workload of the training manager. Employwise also had the recruiting management tool that would help greatly during the time of promoting employees. In addition, My Hr Software did not have the succession planning and vacation tools. On the other hand, Employwise had the tools thus making them the perfect choice. From my point of view, Employwise offered more services than My Hr Software, this implies that even though the prices offered by these vendors were almost the same, Employwise was relatively cheaper due to the extra tools they offered.
In conclusion, Human Resource Information system is an essential part of every business. The manager of a firm should understand that there exist many types of HRIS and he/she should be careful when selecting one. The entrepreneur should consider functionality, security of the information and objectives of the firm before acquiring an HRIS. The manager should understand that terms of the various vendors vary therefore he/she should be keen to make a wise choice.
References
Assistant, B. (2015). Reviews of My Hr Software : Free Pricing & Demos : Human Resource Software. Capterra.com. Retrieved 6 June 2015, from https://www.capterra.com/human-resource-software/spotlight/84671/My%20Hr%20Software/Business%20Assistant
Kavanagh, M., & Thite, M. (2009). Human resource information systems. Los Angeles: Sage.
Kavanagh, M., Gueutal, H., & Tannenbaum, S. (2010). Human resource information systems. Boston, Mass.: PWS-KENT Pub. Co.
Solutions, G. (2015). Reviews of EmployWise : Free Pricing & Demos : Human Resource Software. Capterra.com. Retrieved 6 June 2015, from https://www.capterra.com/human-resource-software/spotlight/108131/EmployWise/Global%20Groupware%20Solutions