HRIS Cost Justification for Investment Associates, Inc.
Human Resource Information Systems
After reading the case study of Investment Associates (p.150) in the test Human Resource Information Systems; Basics, Applications, and Future Directions, like Marian Sweet, I have little experience in the HR field yet we are required to oversee all of the HR functions as HR professionals. The same situation has occurred in the company I work for, we started with eight employees, now have twenty-nine and we will soon be purchasing another facility which will include at least ten more employees. The difference is Marian's boss is willing to help her get professional assistance and my boss tells me to call our attorney if I don't know the
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If we just focus on the hiring side of HR, we can look at the turnover rate, cost per hire, and training investment. There is a lot of leg work to be done, with a turnover rate, according to Kavanagh (p.126), the HR professional will take the number of separations during the month divide by the total number of employees during the month then multiply this total by one hundred. The purpose for this is to "calculate and compare metric with national average using business and legal reports...This measures the rate at which employees leave the company" (Kavanagh, p.126). This will help the employer see if there is a trend, is there something the company could do to retain the employees to help lower costs for the company. With a HRIS, this report will be accessible with a few clicks of a button and the evaluations are available. It is the same concept with the cost per hire and training investment. Ultimately, with the HRIS, the company could find out how much money is being spent on new hires without tedious work and make changes to reverse or prevent these unnecessary costs. • In preparing a Cost-Benefit Analysis for the project, discuss some of the costs and benefits involved in this investment in HRIS. Many of the costs and benefits associated with the investment of a HRIS is pointed out when preparing a
Human Resource managers, and other key personnel, now have full access to the HRIS system. They will spend a quick week in their own training, acclimating themselves with the quirks of the system and becoming comfortable with common tasks. After this week has passed then a full, company wide training will take place, with the goal of accomplishing two tasks. First, to inform employees of the new HRIS system and some of it’s key features. Second, to set expectations among employees of what their responsibility and interaction with the new system will consist of. A brief mention of some of the high level
Product Analysis is an important tool in the definition of the project scope. The identified vendors’ HRIS solutions should be analyzed to identify if their software functionality matches the collected requirements.
How do you conduct yourself as a ‘professional’, not just generally but with specific reference to ‘professionalism’ within the HR function? What improvements could you make?
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,
Apply the theories reviewed in class related to analyzing an HR function and determining the type of HRIS application necessary to automate and create a strategic alliance for this HR department. Students will have an opportunity to apply theoretical concepts to a professional business application.
- outline services to be offered and working assumptions between HR Strategy and its customers;
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.
In the essay I will be explaining the important processes in human resources. Within human resources there are many factors to be considered when planning recruitment within health and social care. As a trainee HR officer at St Jude's nursing home the factors to be considered when planning are; corporate objectives, financial strategies, and economic changes.
An HRIS, or human resources information system, is a technological resource enabling human resources departments to collect and maintain information related to employees, payroll, organizational structure, compensation administration, etc., in one system so the data can be easily accessed, updated, and analyzed for a multitude of general and strategic HR purposes ("Brief of HRIS",
For this week homework assignment we were asked to read the case study found on page 119 and answer the three supplemental questions found below. The purpose of this paper is to evaluate Benefast Partners’ strategy. Describe what changes (if any) I would make going forward. As well as what methods I would employ to ensure that an HRIS package meets the majority of clients’ need.
1. Assess the types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS. The types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS is how it will increase a company’s administrative efficiency and/or obtain compliance support. What must also be considered is how the new HRIS will maintain organizational attention, address complexities associated with people management and managing user acceptance of the change associated with the new system.
The benefits and Limitations of Conducting a Cost-Benefit Analysis For an HR Initiative In General
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Netcare participates in employer surveys, internal surveys gets feedback from patients with patient feedback forms. These results help identify employment issues and are also used to reward and recognise individuals. Managers are even required to wear their name badges, thus enforcing them to lead by example.