Case Study Natural Knibbles

HR records encompass a wide range of data relating to individuals working in an organisation, which may be stored in a variety of media, such as computer database or paper files. There and advantages and disadvantages to both media

With the increasing effect of globalization and technology, many organization functions have been transformed and organizations have started to use information system in various function and departments. Human resource management is one of the departments that mostly use management information systems. Human Resource Information System, is a software solution for supporting activities such as identifying potential employees, creating programs to develop employee’s skills and training them also

This paper will discuss the project plan overview of human resources information systems (HRISs) and their strategic and operational use in a health care organization. Certain

With any change there are many factors involved within the process itself however communication has to be the key factor involved in the change process. Without this you cannot expect line managers or employees to support the change. With communication you need to ensure employees feel positive. It is also good practice the company adapts its style of communication depending on their audience and where they are in the change. Where one style might suit senior management, this might not be appropriate for administrators or cleaners. Communication can have a huge impact on the end result, it can also help to ensure targets are met, everything is kept in control and no employee disregards the change. Lack of communication could lead to frustration and lack of trust with employees.

Question-1: Discuss the relationship between corporate human resources structure and operations at the plant level. What impact, if any, did that relationship have on the situation described by Newcombe?

The managerial decision makings are also the important factor in selecting the different types of HRIS. For example, the company staffs are decided to perform some certain types of tasks according their trainings taken. Without the HRIS the manager should either remember the trainings that each staff has taken or manually design a report that lists each staff 's training situations. If someone else requests the data, they may need to consult with the line supervisors so that they get the information, and it can take weeks to get this information. A HRIS can be loaded with the staff training information for all the departments and will be able to create an up to date training report with a limited amount of timeline.

Employees and human resources (HR) are a business’ biggest asset. Appropriate management is important to a business the size of Riordan Manufacturing. Currently the company employs 550 employees globally. The HR database contains an enormous amount of information in all of the employees’ files and data regarding their respective careers at Riordan. The database should operate at peak performance at all times. The functionality of the current system is limited due to a quickly becoming outdated system compared to other systems that are currently available. The Information Technology (IT) department had been asked to analyze the current system and issue an analysis of the scope and feasibility of the project.

1. List two external factors that Johnny should be aware of and consider in his new role as Director, Human Resources. Explain/justify your responses. (2 Marks)

The architecture of the final solution system will be a single HRIS application that will provide specialized interfaces for several groups of users. There will be one type of interface configured especially for the Riordan Manufacturing human resources administrative staff working directly in that department. There will be another interface designed for the Riordan Manufacturing employees that do not work in the human resources department. There will be an interface for the personnel working in Hangzhou and finally, there will be an interface for the off-site contractor handling the Workers’ Compensation claims and benefits. Despite the fact that all of the interfaces access the same database, the interface configuration for each group of users differs in terms of data accessibility and language support. The human resources administrative staff needs access to all of the records for each employee. Additionally, the human resources staff needs to be able to store, manipulate and generate reports from the collateral data indirectly related to employment records, such as job classifications, policies and procedures, Equal Employment Opportunity data, personal employee files, promotions, benefits tracking and accounting data, organizational relationships and hierarchies, employee handbook data, specific

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

2. If you were in a position to advise Alan Joyce, what would you recommend he does to maintain the commitment to employees and implement HR Planning? Explain your recommendations.

Human Resource Information Systems are the central technology of Human Resource Management. Most HRIS’s are underutilized. The cost to organizations usually outweighs the advantages of ownership. When utilized properly an effective HRIS can improve the bottom line and provide return on investment.

The HR function is still to a large degree administrative and common to all organisations. To varying degrees, most organisations have formalised selection, evaluation, and payroll processes. Efficient and effective management of the human asset has become an increasingly imperative and complex activity to all HR professionals. The HR function consists of tracking innumerable data points on each employee, from personal histories, data, skills, capabilities, and experiences to payroll records. To reduce the manual workload of these administrative activities, organisations began to electronically automate many of these processes by introducing innovative HRIS technology. Due to complexity in programming, capabilities and

There are multiple categories of HRIS systems which may then be simplified into more specific types of systems within each category. For example some of those categories include operational, tactical, strategic, limited-function and even medical oriented HRIS management systems. Tactical information systems generally serve their purpose whenever a critical decision is required for an issue dealing with the distribution of assets among a company. This may also include compensation and development as well. (Slides & Notes. 2011, February 16)

People play an important role in every organization. Therefore, in order to manage their attendance, activities and performance along with the company's recruitment, hiring process and other function, there is a human resource management system present which is more of a software application to carry on such tasks. To be more precise, a human resource information system (HRIS) is an application which is based on the computer. The purpose of HRIS is not only to gather but also process all the data which is related to the HRM function. It is a way of storing and recording data which helps employees with tasks such as decision making, planning, executing and the preparation of reports.