The Human Resource Information System

* The first two assignments (Stages I and II of the project) are worth 100 points each.

Human resource department is the field that takes control of training and overseeing employees. Therefore, it is important for HR personnel to develop and maintain some skills and knowledge in that field. Based on the CIPD HR professional map, there are some strategies, insights and solutions that can be followed. One of them is to ensure that Individuals understand the organization 's external goals and objectives and the different functions within it. Through understanding what should be done, employees will be able to focus on what they can do to help their organizations. Moreover, promoting leadership among teams and encouraging people to lead and make decisions is one of the most successful strategies used nowadays to

Another example is card system. In 2003, united health care group introduced the electronic medical ID cards for members. It helped all health care providers and health care facilities to access the patient’s benefits information’s and their claims histories with in few seconds. This information can support hospitals and other health care facilities, so they can able to save millions of dollars. (Unitedhealthgroup.com, n.d).

a) Employee files – Consist of recommences, presentation appraises, and significant material. b) Job descriptions – List of employment duties and informative obligations. c) Electronic job posting – Will tender many settings with a record of occupation openings. d) Employee handbook – Electronic instruction manual accessible for the employees. e) Policies and procedures – Documentation of the corporate guidelines forces and working standards. f) Employee file updates - Delegates the employees to advice about individual information. g) Recruitment – For significant job opportunities, employing skilled applicants. The following records stream graph will display the process that the HR sector will use for new employees. The process will be performed by on-site recruiters. Administrators of the HRIS plan will get total access, and subordinate levels of administration will be allowed access to the information relevant to their job functions. By the restricted area computers, the consumer reference point will authorize the HRIS panel to approach the workstation assistant.

However, Concur (2013), believes that an ‘automated travel and expense management solution cuts booking fees by 79%’ and this makes an extremely significant cost reduction to the organisation. Furthermore, they believe that using an automated system will take up to ‘41% less time to complete a single expense’ and be ‘21% faster’ to use an automated tool of this kind.

This assignment is based around a retail organisation. This organisation is in the fashion sector, primarily selling ladies fashion (although it does have some lines for men and children). The organisation has 34 stores, primarily based in the Midlands and South of the UK. It tends to employ significant number of students during the holiday period (to help cover staff holidays) and it always employs a number of temporary workers in the busy weeks leading up to Christmas.

This assignment is designed to gain broader knowledge of a real world HRIS by analyzing its purpose, functionality, advantages and challenges. I have chosen Dayforce HCM for this assignment since I am one of the user of this software. Dayforce HCM is a single, cloud-based platform for workforce management, payroll and tax, HR management, benefits, document management, talent management, and analytics. It has been recognized as one of the top 10 HR Management Software products.

You are using workforce away from your establishment or office. It's so practical, and convenient. Imagine, in just a few seconds, you will be able to transfer information in any part of the world. The time zone difference gives the U.S. accounting firms an advantage. Upon leaving work during the night, overseas accountants are now in charge in working on the information delegated to them. Upon return in the morning, you will find all your accounting work

Evaluate the advantages and disadvantages of each system you researched. Based on your knowledge of human resources and database systems, propose one (1) package that would fit the needs of your organization. Suggest three (3) specific reasons why you would recommend that system over the other. As we know that HRIS is an essential part of Human Resources. It is the intersection of HR and information the technology through HR software. This allows the activities and processes of HR to occur electronically. The two HR database systems I will elaborate on is Kronos and Workday.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

Human Resource Planning The function that I will explore in depth is Marks and Spencer human resource planning primarily concerned with the organisation possessing sufficient numbers of employees and of the right standard. The four main purposes of the human resource planning function are: · Marks and Spencer establish clear links between organisational objectives and human resource plans so that successful co-ordination of the two can be set out. · To give appropriate quality of work to the employee of most value to the business.

The two Human Resource Information Systems (HRIS) that need to be considered in this analysis are the SAP Business All-In-One, a completely configured suite of applications that can be delivered either via on-premise licensing or via the Software-as-a-Service(SaaS) model. SAP recently acquired SuccessFactors, the leading enterprise performance company that dominates the HRIS market from a SaaS standpoint. The second HRIS system that needs to be included in the comparison is from Workday, a SaaS-based provider of Enterprise Resource Planning (ERP) systems and HRIS applications.

If someone is hired under the pretense of accomplishing a certain set of tasks, and mainly let go due to their inability to perform those tasks not acknowledged up front in the job description might cause an issue. However, it is noticeable that job has undergone an evolution, and not updating the job description will not only lead to less qualified new hires, but this could also be problematic. Moreover, when job’s tasks and responsibilities get altered, the job description needs to immediately be updated to reflect those modifications (McDade, 2016).

As the business world journeyed into the 21st century, the traditional ways of handling many business aspects slowly drifted away. This “turn-of-the-century” brought a whole new way of how businesses operate and the departments within. These new ways of the business include the prominence of technology, the ongoing fight for diversity in the workplace, and expansion on globalization. Because these changes also effect the employees within the workplace, this has forced the field of human resource management to change rapidly.

In today’s competitive markets the use of technology has incorporated itself into every branch of employee responsibilities, technology has changed the way that business conduct operation controls and has increased the effectiveness of an employee, allowing one individual to be able to take on larger workload, helping to decrease a company’s fixed cost. While technology has greatly advanced physical jobs such a machinery, it has also began the develop management styles effecting the way managers take an approach at analyzing employee performance. The latest trend is for the Human Resource department to become more computer based, thus the advancement of Human Resource Management has now turned to a new system tool known as HRIS. Human Resource Information Systems (HRIS) are defined as a database that contains information on recruitment, applicant qualifications, job specifications, hiring procedures, organizational structures, professional development, training costs, performance evaluation, workforce diversity, and employee attrition. This data is valuable as it provides higher and middle management with the resources for planning, organizing, and controlling vast workforces. A HRIS can be used to organize employee’s information, help companies forecast labor demands, and compute the supply and demand of the competitive workforce in local / national labor markets (Nguyen Ngoc Duc, Sununta Siengthai, Steve Page, 2013, p. 107). These information systems provide