Hris Implementation

Hugh McCaughley, Chief Operations Officer of Riordan Manufacturing has requested a new system for the Human Resources department of their company which would be implemented and utilized at three plant locations and the company headquarters. To build the new human resources system properly, information must be collected from various areas of Riordan Manufacturing, and the information will be collected in a variety of ways. This information must then be used to determine such items as scope of the project which can allow for feasibility studies to ensure the system should be implemented,

Now that we have taken a look at the minimum required hardware and software of the ADP system, let’s examine ADP as a Human Resource Information System, or HRIS for short. A great HRIS system provides critical data about the human resource function of the business as well as helping to create a follow through on the business’s mission and goals. HRIS systems help to reduce organizational costs by contributing to the efficiency of the human resource management function. HRIS systems help to automate critical human resource management functions (Chauhan, Sharma, & Tyagi, 2011, p. 58). HRIS systems contain information on employees, job and work conditions, positions, payroll and benefits, and HR events such as recruitment, training, development, performance appraisals, and terminations (Chauhan, Sharma, & Tyagi, 2011, p. 59). Although ADP offers all of these features, Federal-Mogul utilizes ADP specifically for the payroll and benefits function.

The steps designated in the Work Breakdown structure were given in five different steps. First, assessing the hardware needs of the new HRIS software. Second, obtaining the required hardware and installing the new software onto it. Third, moving all employee data and records from the old HR databases to the new, more robust HRIS system. Fourth and fifth are very similar, training for both Managers and employees in the two new systems of records, HRIS and payroll.

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

In our quest to ever better ourselves the IT department, of Riordan Manufacturing, is submitting this Request for Proposal to integrate a more sophisticated, state-of-the art, information systems technology in our Human Resources department. Riordan Manufacturing has always strived to better ourselves by keeping up with technology in all of our operating systems and our manufacturing systems. Our goal is to remain at the forefront of the manufacturing community as we keep leading the way in all of our business systems and, at the same time, keeping the feel of a customer friendly company. We want to make

The theme of this book is how businesses in today’s world use ever-improving technology to collect data, convert it into information and business intelligence, and combine this information and intelligence with the knowledge of the workers to help make the best decisions they possibly can for the benefit of the company and the customers. Throughout the book, there are discussions on the different ways that technology can help a business with this process. When going into detail about the various information systems, this book also brings into

Riordan manufacturing has requested an upgrade to their current human resources system. They currently have several disparate tools that are patched together in order to complete HR functions. Many Excel spreadsheets are used by different parts of HR, and combining all resources into one system can provide many time saving advantages and a more reliable system over all. By reviewing who the stakeholders are and what the best information-gathering techniques are we can ensure that we collect the information for the requirements and stay within the scope of the project.

Both provide up to date and extensive software that will simplify all functions of HRM no matter the size of the organization. In one hand, Insperity.com claims to be the “workforce optimizer”. Their services include: comprehensive and affordable benefits packages that include medical, dental, vision, 401k, and life insurance. They will help with the daily HR task of payroll processing, record maintenance, and employer liability management. Insperity.com also offers worker s compensation plan coverage and claim resolution, unemployment claims administration, reporting and agency interface, and EEOC administration to keep up with ever-changing state and national regulations. On the other hand, ADP.com also offers the same services such payroll services, and HR service. ADP also offers two impressive services that make ADP rise above the competition, which are Time and Attendance services, and Talent Management. Time and Attendance services automates time and attendance tracking via a variety of collection methods including badge cards, biometric time clocks, web timesheets and telephone. ADP's Talent Management provides a system solution to help organizations identify and track the skills of all of your employees through: performance, learning, compensation, and succession management, alongside with talent acquisition.

* HRIS TYPE: Now that you’ve conducted some research in the previous assignment, you should have a good foundation to take the next step in your business plan. You should have a good review of the scenario, have conducted some research on HRIS systems, and now your next step is to choose a type of HRIS. Share the type of system you plan to implement to help your customer. This must be substantiated in this paper to your customer from a theoretical perspective.

The idea of this assignment is to talk about the importance of managing data in any business activity, but specifically the one which is of most interest to us is related to HR practices: how to act when we manage data, how to collect this information and how to store the documents.

The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization.

Also by these systems the company reduced its business cost and maintains the information and the data very updated form.

It is also important to test the systems’ strategy to see whether the chosen policies are consistent with industry environments. It is imperative for the success of the HRIS, to make sure its policies are consistent with industry environment, as well as appropriate for available resources. Critical resources represent action potential, the

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

The employee assistance programs commonly known as EAP’S are the services and employee benefits programs that a provided by the company to its employee to develop trust with the employee that the company is providing the best package in accordance to the employee services so that he or she can work in a stress free environment and give a batter performance.