Castles Family Restaurant Stage Ii

1501 WordsSep 6, 20137 Pages
Castle 's Family Restaurant Stage 2 Table of Contents Introduction………………………………………………………………………………………2 HRIS Type……………………………………………………………………………………...3, 4 HRIS Vendor Choice……………………………………………………………………...4, 5, 6, 7 Conclusion………………………………………………………………………………………...7 References………………………………………………………………………………………....8 INTRODUCTION Castle’s Family Restaurant has eight restaurants in the northern California area with approximately 300–340 employees. Most of the employees are part time, with approximately 40% of them full time. The operations manager, Jay Morgan, also acts as the HR manager and travels to each location each week to take care of scheduling, recruiting, hiring, and answering questions for the employees as needed. He also takes…show more content…
| Performance | It will track performance reviews and performance issues which will help to decide whether to offer an employee a promotion or a boost in pay | HRIS VENDOR CHOICE: I picked two vendors and listed their product, overview, strengths, and challenges. The first vendor is SuccessFactors and its web address is sucessfactors.com. The HRIS system is Employee Central 2.0. Overview: Leveraging its deep performance management beginnings, SuccessFactors has developed an innovative HR Business Suite product for small, mid, and large sized organizations using a highly usable, collaboration-friendly interface. Strengths: SuccessCloud, a first-of-its-kind technology partner program, allows third-party applications and data from other business systems to connect and integrate with its BizXsuite. Business workforce analytics and benchmarking allow for predictive modeling reporting using 2000+ built-in metrics. Mobile applications support project collaboration and recruiting. Challenges: Although it has highly integrated payroll partnerships, it is the only vendor in this evaluation to not offer payroll administration as a native part of its application. SuccessFactors a high energy offering; though it may be intimidating to more traditional HRIS users. Corporate wide training and cultural adjustments will be required to get employees, managers, and HR professionals collaborating through the

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