Must be able to pass
all originality tests.
Now that you assessed the
business (attached), identified some of the inefficient HR related processes
plaguing Gladwell Grocery Stores, and pinpointed a few possible
solutions, it is time to choose an HRIS application that will suit the
business. In this assignment, you will consider the HR function you chose in
Phase I, and recommend the type of HRIS that you believe would be the most
efficient for addressing this function.
To prepare for this assignment,
review the Gladwell Grocery Stores case scenario (attached), and then
research potential HRIS types and HRIS vendors that may suit the needs for Mr.
Bell and Gladwell Grocery Stores.
Write a three to four (3-4)
page paper in which you:
HRIS Needs Assessment
1. Prioritize the top three (3) benefits that an
HRIS will offer the business, and explain your position. Next, examine the
effect of automation on creating a more efficient process for the HR function
chosen in Phase I.
Choose HRIS Type
2. Based on your research, select the type of
HRIS that you plan to implement for your client. Analyze two (2) of the
system’s offerings that you believe would be best suited to addressing your
client’s needs. Then, assess two (2) ways that the selected HRIS can improve
efficiency for the HR function you chose in Phase I. Defend your decisions with
theory and findings from past readings and class activities.
Choose HRIS Vendor
3. Now that you know the type of HRIS you will be
implementing, it is time to choose an HRIS vendor. Compare and contrast two (2)
vendors, including a description of the cost, capabilities, and HR functions
that the HRIS caters to. Based on your comparison, choose the HRIS vendor that
you will recommend to your client, and explain the main reason why you decided
to choose this vendor over the others.
4. Use at least (4) four quality
academic resources in this assignment. Note: Wikipedia and
similar Websites do not qualify as academic resources.
Format your assignment
according to the following formatting requirements:
a. Typed, double spaced, using Times New Roman
font (size 12), with one-inch margins on all sides.
b. Include a cover page containing the title of
the assignment, your name, your professor’s name, the course title, and the
date. The cover page is not included in the required page length.
c. Include a reference page. Citations and
references must follow APA format. The reference page is not included in the
required page length.
Stores Case Scenario
Stores has ten (10) stores in upstate New York. They have approximately 400 –
440 employees. Most of the employees are part time, with approximately 45% of
them full time. The operations manager, Tom Bell, also acts as the HR manager
and travels to each location each week to take care of recruiting, scheduling,
hiring, and answering questions for the employees as needed. He also takes care
of payroll using Excel spreadsheets and has computer software to print payroll
Mr. Bell approaches you,
an independent HR consultant and owner of your own consulting firm, for a
proposal. He would like to greatly reduce his travel to each location each
week, due to the increase in gasoline costs. He is curious to know if there is
anything you can suggest in helping him complete his HR tasks more efficiently
and in a cost-effective manner. He hopes there is some way he can do part of
his HR tasks from his office instead of traveling to each location every week.Asst 1A
human resource information system is a human resource software that allows
human resource activities and process to occur electronically. This software
allows for control and management in large companies without allocation
resources to them. At Gladwell Grocery Store, there are ten outlets of the
store in New York. The total number of workers in all the ten stores is roughly
400,440; this is an indication that Gladwell grocery store is a large
enterprise. Forty-five percent of the employees work on part time basis. The
grocery has one operations manager who doubles up as the human resource
manager. The human resource manager travels to these stores on a weekly basis
to take of human resource matters. Handling employee issues appear to be a
difficult duty since the grocery does not have the human resource information
system. The use of Excel spreadsheet to prepare employee payroll for the
400,440 employees is a very tedious exercise
effectiveness is significantly affected by the approaches taken by management
to handle their issues. In the retail industry, most workers tend to work on
part time basis. This shift operation is an advantage which administration can
tap into; the managers can use employee retention techniques to convert
part-time worker to full-time employment. Developing of employee leadership
skills is an essential tool, retail shops with several branches do not need to
have a central commanding authority, and the human resource can task one of the
employees with the responsibility of responding to their complaints without
holding any position in the enterprise. It is vital for the manager to monitor
day-to-day employee performance. In a busy environment such as grocery shops
setting of targets for each worker will help in the follow-up to the
performance without a physical presence to supervise their work (Lussier, &
Hendon, 2013). Face to face, communication helps in building confidence in
resource department in an organization plays a leading role in driving the
productivity of an enterprise. This is the unit that manages the key factor of
production; labour. Department has the following functions to play in business,
recruitment of workers, training and development, compensation and benefits,
compliance with labour requirements, workplace safety and strengthening
employee-employer relations. Salary and benefit are a chief duty of the human
resource managers (Lussier, & Hendon, 2013). This role is vital since it is
what makes workers engage in gainful employment. This duty is also a primary
cause of employee grievance in the majority of organizations. This function
also has a direct effect on worker output; empirical studies indicate that a
greater percentage of employees go on strike for salary increment purposes
(Williams, & Williams, 2014). Better
compensation and motivation improve worker’s productivity.
resource information system plays major functions in an organization. However,
this system payroll functions are automated, and the bulk of the work is
reduced. HRIS helps in reducing the actions of administration by carrying out
certain functions that are employee related. With an extra time saved by HRIS,
the human resource manager will have a chance to train employees on various
matters (Tiwari, Tiwari, & Shah, 2013). Training systems within the HRIS
will assist in tracking and training of the employees on critical aspects of
their role. Employee benefit and motivation include issues such as salary,
allowances, per diems, Retirement benefits, insurance, and promotions. A human
resource information system is critical in automating employee payroll
management, thus reducing the work of the department. Some process in handling
the compensation such as insurance and retirement benefits has been made easy.
Individual workers can fill the family and next of kin requirements on their
own without visiting the department offices. The system has created an
efficient platform for such functions.
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