Memo: Management and Spa Works

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

The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies

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 steps an effective training and development plan include determining specific needs, establishing specific objectives, selecting methods/delivery systems, implementing programs, and finally evaluation. (Mondy, 2014) VeriType wants to develop and launch their software geared to help physicians alleviate billing problems and ultimately avoid costly HCFA violations. This requires knowledgeable and experienced software developers and skilled technical support staff. The HRM should discuss this training process with Jennifer Brunner, CEO, she has experience in database development and contacts in the software development community. Jennifer should be able to provide valuable resources to the HRM. She may also be capable of training employees.

The challenge is some of the past development work was done by a consultant. We have option to scale the current work which is not an industry standard and end up paying more money and band aids fixes or develop a new program that we can design and manage for our future growth knowing future growth is inevitable. The risk of continuing the current information system program is low for now, but it will be a major replacement issue for the future growth that could cost the company millions and lost business opportunities. Developing a new information system program is a risky choice from time

Monitor and evaluate team performance, developing training plans to ensure multi-skilling and compliance of team members to company and legal requirements.

Macys is a department store that was established in the late 1800’s. Macy’s has over 700 stores and over 150,000 employees in the U.S, Puerto Rico and Dubai. Because Macy’s has an enormous amount of employees, it is important that they have a solid Human Resource Information System to manage all of their employees. Joe talked about their system which is an employee portal that has all of the data for each employee. This system provides employees with information on their scheduling, pay stubs, compensation, training, time off and many other functions that HR is responsible for. This type of employee portal would be considered an Enterprise Resource Planning application. This system is web based and also linked to each register in the store. This system takes information from the register and stores the data in the portal and allows Joe’s HR unit to be more productive. Now that the HR staff doesn’t have to worry about some of the transactional tasked associated with HR, they can be more involved in the strategic planning process. HR staff

The Information Technology (IT) department needs to define the business requirements for the development of an HR system to support the objective of this request. Create a detailed system design and a project implementation plan required to complete the project. The project

The first step in analyzing the HR system needs is to determine who the key stakeholders are. Hugh McCauley, COO who requested the new system and Yvonne McMillan, Director of Human Resources are the initial stakeholders. The analysts will call Ms. McMillan for an appointment to interview her along with Mr. McCauley to determine what the present systems are and what

The new employee would sit through a presentation from managers from the department of human resources (HR) and get a broad overview of the job. Overview includes, but not limited to: tasks that need to be performed, working hours, skills and abilities, rules and regulations, and other fields that work with HR.

* 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.

Mr. Young should look into establishing a permanent staff position for an Information Systems (IS) manger. This managerial position would task the individual with the responsibility of handling the Clarion-Milwaukee’s information system networks, personal computers, and telephone (PBX) systems. In addition, for future updates and upgrades, the IS manager will be able to evaluate and implement training needs and voice them to Mr. Young.

Finally, after finishing the implementation process, we need to evaluate the result of the training. The managers could observe and talk to the staffs how the training can apply to their job. By seeing the work performance and getting feedback from the employees, the manager

Human resource management’s (HRM) role is changing in business. In the past, HR was a nothing but an administrative support function, now it is a key player in a business’s strategic planning. Today HR must have the ability to manage employees in way that contributes directly to a organization’s strategic goals. This sudden paradigm shift in purpose now feeds HR manager’s need for integrated systems that also include business intelligence. As companies look for more responsive and effective systems, outdated HR systems fall to the wayside as new modern and agile systems evolve.

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and