...Systems Consideration in HRIS In today’s knowledge economy, organizational success depends almost disproportionally on the performance of Human Resources (HR). To increase the effectiveness of Human Resource Management (HRM) organizations are becoming more dependent on human Resource Information Systems (HRIS). A HRIS organizes employee applicant and qualifications, organizational demographics, recruiting, professional development, performance appraisals, payroll, retention, and attrition. Organizations that implement HRIS’s improve the organizations administrative efficiency with faster information processing, improved employee communications, greater information accuracy, lover costs and overall HR productivity improvements (Beadles, 2005). When selecting a HRIS, Human Resources (HR) should consider the efficiencies of using software as a service, the inefficiencies of various Microsoft Access based database software, the risks involved with integrating and combining multiple products into one system, and the consequences of improper database maintenance. In analyzing HRIS’s that would be beneficial in my current organization I chose to focus on HRIS Pro by Micro Systems, and MyHRIS by Nuview Systems. Commercial Database Systems HRIS-Pro information management software allows organizations greater effectiveness in managing HR functions and responsibilities. The advantages of HRIS-Pro are the information systems cost, modular flexibility, expansion capabilities,...
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...& Entrepreneurship Assignment for Course: | HRM 5260 HRM - Employee Relations | Submitted to: | Dr. Kasey | Submitted by: | | Date of Submission: 4/27/13 Title of Assignment: Negotiation Plan CERTIFICATION OF AUTHORSHIP: I certify that I am the author of this paper and that any assistance I received in its preparation is fully acknowledged and disclosed in the paper. I have also cited any sources from which I used data, ideas or words, either quoted directly or paraphrased. I also certify that this paper was prepared by me specifically for this course. Student's Signature: Yurier Sanz ***************************************************************** Instructor's Grade on Assignment: Instructor's Comments: Developing a Negotiation Plan is key to the success of a bargaining unit. This shows those who you will be negotiating against that you are well prepared to argue your side. When developing a negotiation plan, the content may vary, however, it should include information like: * Background of contract and negotiation situations * Should include major and minor negotiation issues that will be addressed * Negotiation priorities and the union’s position on key issues * This should also include the negotiation approach for the union. All parties that will be involved with the negotiations should review the plan. This will ensure that all parties are well aware of the negotiation plan that will be used. We should: * Present the plan...
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...Human resource (HR) database systems are in vast abundance throughout the business world today. HR database systems help HR professionals manage and carry out basic functions needed to achieve organizational goals and objectives. Column Case Management HR and HR Quick are two commercial HR database systems. Column Case HR is an easy to implement, web-based HR Services delivery solution addressing collaboration, content management, workflow automation, and integration features to improve organizational performance. Column Case HR advantages include multi-language support, 24-hour access, security features, it capitalizes on HR talent productivity and organizational performance, computerizes and regulates organizational practices and communication, and improves information distribution with extremely versatile, case-specific workspaces. Column Case HR only disadvantage would be its price; smaller businesses might not have the resources to afford its services. HR Quik is a Human Resource Management System that simplifies the processes and procedures of tracking employee information and generating forms that are critical to the employment process. HR Quik advantages include affordability, user-friendly; can easily track history of job, salary, and manager changes, track benefits plans by employee, employment forms are easily generated and ready to print, and running reports are hassle free. HR Quick also doesn’t have any management features that would allow the company to manage...
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...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
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...Public Administration Collective Bargaining Case Study LaTonia Gover HRM/532 December 10, 2012 Steve Nance Collective Bargaining Case Study The Case Study regarding the PBA (Police Benevolent Association) union was a situation against the city management. The case study is regarding negotiation for improved pay, and benefits with a bad relationship between the management and the union with fear and disagreement. The relationship between the city management and the unions seemed unstable and negative because the last negotiation that the city management was part of was the city’s solid waste and public works. There was a threat of privatization that the city was willing to hire new employees to replace those not satisfied. The PBA (Police Benevolent Association) was afraid this they would have to experience this situation. Yes there were many problems with the relationship between management and the unions. The unions successfully negotiated with the public waste area at that time and are currently renegotiating a new contract with the PBA (Police Benevolent Association). The city is prepared to bargain hard with the union regarding a new contract....
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...XXXXX XXXXXXXXXXX Keller graduate school of management | hrm 586: labor relations ------------------------------------------------- Case study 10 An Anti-nepotism policy XXXXX XXXXXXXXXXX Keller graduate school of management | hrm 586: labor relations ------------------------------------------------- Case study 10 An Anti-nepotism policy CASE OVERVIEW Mr. Keith Walton applied for a job at Manatee Power plant by filling out application form (C-1) on January 5, 1999. The (C-1) form specifically asked the applicant whether or not he/she had any relatives employed at the company, to which Mr. Walton answered “no”. He was hired by Manatee Power Plant on April 30, 1999 where he worked until his release on November 2, 2006. Mr. Walton was discharged after the company learned in October 2006 that Mr. Walton did, indeed, have a relative employed with the company. At the time of the application, Mr. Walton did not know that his uncle, Bill Williams, worked for the company as well and there is no dispute regarding this fact and no question about Mr. Walton’s truthfulness on the application. UNION POSITION The Union makes several arguments in defense of Mr. Walton. First, the Union argues that the employee manual is not made readily available to employees. The Union testifies that, “….they had very limited knowledge of and access to the Company’s General Operations Manuals…” and that it is only in these relatively unknown manuals that this policy is in written form...
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...Keasha Scott HRM-595 Negotiation Skills 11/26/13 Marilyn and Len exchanges 1. What are the objectives of both parties in the exchanges? Both parties want to impress their respective organizations with their negotiation performance, but they are both also trying to gain the concession they each feel they deserve out of the exchange as well. However they came to the table with the intention of holding different type of negotiations. Marilyn wanted a win-win situation, whereas Len was prepared for a win- lose situation. 2. How would you describe the general "tone" of the exchanges? Len took the stronger position in the negotiations and he used a hostile, threating tone probably to intimidate his opponent and to give himself leverage throughout their exchanges. Marilyn, on the other hand, was defensive and reserved, mainly because I think she came to the negotiation table with the intention of them working together and sharing the accounts. 3. Were Marilyn's objectives on the way to being effectuated in the first exchange? I do not think that Marilyn’s objectives were on the way to being invoked in the initial exchange because of her docile attitude. She allowed herself to be intimidated more so because she was unprepared more than just the fact she’s a female. Len used some blocking...
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...December 1, 2012 HRM 594-60124 Negotiation Skills Keller Graduate School of Management Cast Study 1: Capital Mortgage Insurance Corporation In any good negotiation, it is important that the Capital Mortgage Insurance Corporation (CMIC) and Corporate Transfer Services (CTS) understand the issue and must come into the negotiation with a clear idea of what the conflict is and what they would like to gain from it. Both companies should present their side of the case. The dilemma is the president of Capital Mortgage Insurance Corporation, Frank Randall and his senior vice president and treasurer Jim Dolan are planning a strategy in order to compete and successfully receive the acquisition of Corporate Transfer Services. In order for Capital Mortgage Insurance Corp to accomplish this, they must understand the interest and position of Corporate Transfer Services. Once this is accomplished, Randall and Dolan must come into the negotiation with a clear idea of what the conflict is and what they would like to gain from the negotiation. If the Corporate Transfer Services is unwilling to agree or reach an impasse, then CMIC should ask questions such as, what are you concerns and ultimately, what would you like to see happen with this transition? CMIC must be willing to actively listen to the concerns of CTS and be willing to explore other solutions in order to fulfill the agreement. The bulk of the negotiation process is a continuous back and forth of ideas, options, and even arguments...
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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
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...Lawson.com | Industries of all types and sizes, with a particular emphasis on the healthcare and US public sectors | UltiPro HR | UltiPro Workforce Portal, eEmployee Self-Service, eManager Self-Service, eAdministration, eHuman Resources, ePayroll Processing, eRecruitment, eBenefits Enrollment, eReporting and UltiPro Business Intelligence, Position Management | SAAS, cloud | Customer videos, whitepapers, video casts, company documents, podcasts. | Ultimate has a comprehensive and well structure website. It is very informative with all kinds of introductive videos and descriptions. Attractive website. | Ultimatesoftware.com | Industries of all types and sizes (ranging from 200 – 1000+ employees) | Oracle | Human Resources, HCM Warehouse, HRMS Portal Pack, Employee Benefits and Compensation Modules, Recruiting Modules, Payroll Modules, eDevelopment, Learning Management, ePerformance, Workforce Planning, Absence Management, Directory Interface, eProfile, Time and Labor. | SAAS | Oracle Premier Support, Oracle Advanced Customer Support Services, My Oracle Support, Training. | The website is well categorized, and the interface is very fancy. It is informative as well, and it will attract many potential...
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...Executive Summary Castle’s Family Restaurant has been a highly successful restaurant operating in the northern California area for the last thirteen (13) years. As a family-owned chain, the restaurant as proven success by operating eight (8) restaurants under the family name. In an effort to continue achieving the high levels of success that it has experienced over the years and possibly expand further, certain aspects of the operation of the company will have to be controlled by technology. One such area is the HR process that has become a manual, time consuming, daunting process. Castle’s can improve their HR operations and support their growing company overall, by implementing a web-based HRIS. After much research and evaluating the needs of the organization my recommendation to help with automating the HR process would be Asentis. This web-based software would be an asset to the restaurant chain. It would assist the operations manager, Jay Morgan is carrying out his duties in a more time effective manner rather than driving from store to store to deal with HR issues. Asentis is secure, comprehensive, caters to the needs of a growing business and is very easy to use. Asentis will assist with the payroll process and other aspects of the business including scheduling, benefits management etc. Additionally, with a staff of 340 plus, having this system will allow for better scheduling which can also be tied into the payroll system once implemented that way. The software...
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...Case 1: Capital Mortgage Insurance Corporation By Unknown This paper is being submitted in partial fulfillment of the requirements for HRM-595 DeVry-Keller Graduate University School of Management Guidelines You Should Follow During a Negotiation "A negotiation is an interactive communication process that may take place whenever we want something from someone else, or another person wants something from us” (Shell, p. 6). In order to have a successful negotiation, there are some guidelines that should be followed in the negotiation of the procurement of the Corporate Transfer Services (CTS). These guidelines include, but are not limited to, setting mutual guidelines and ground rules, ensuring all involved parties are aware of the negotiation process, ensuring all involved parties agree upon a safe, neutral location, free from outside disturbances to hold the negotiation, ensuring every involved party has presented all of their issues, interests, their position (where they stand on the issues) and their intention, ensuring all involved parties provide alternative solutions to the issues at hand and ensuring that a neutral party is taking notes or meeting minutes. Some critical things to remember in any negotiation are to avoid the appearance of being uninformed or overly aggressive and to be careful not to over-negotiate. It’s very important to know when to cut off the discussion. In addition, integrative bargaining should be used, if at all possible...
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...and Unions Marla Pardue HRM/531 February 11, 2013 Kathy Butler Labor Laws and Unions The profession of nursing has been around since 1866 in America. The profession began as one not so highly regarded in society. Initially prostitutes were hired as nurses. Then nursing developed into a handmaiden role where women who had joined a convent tended to the sick. No matter who assumed the role as a nurse, it was seen as a menial role in society. The nurses were at the mercy of the physicians. They were not seen as a valuable part of the medical community. Their primary purpose was to sit with the ill, bathe them and clean their linens when dirty. It wasn’t until nurses like Florence Nightingale started demanding respect for the profession of nursing that the field was recognized as one of importance. Florence Nightingale laid the groundwork for the profession of nursing. Eventually, nursing began to demand more respect in the medical community. Nursing degrees were more difficult to obtain and required high standards for admission into the schools of nursing. In approximately 1980, there began a shortage of nurses. This began for many reasons. Lack of nursing educators, long hours and the physical demand of the work are some of the most apparent reasons. Even though nursing had used collective bargaining for longer than 60 years, nursing unions did not really begin to surface until management refused to involve nurses in negotiations regarding nursing conditions...
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...USPS: American Postal Workers Union APWU Ashley Young HRM 531 September 24, 2012 David Freeman APWU I. Brief Background a. Represents more than 220,000 employees of the United States Postal Service who are clerks, maintenance employees, etc. b. Known as the world’s largest postal union c. Been active since the 19th century. Initially, it was just the Post Office Dept. Until 1970s , it became the US Postal Service and postal unions were allowed to bargain collectively over wages and conditions for the first time. d. In the beginning, there were no bargaining right. Increases depended on the whim of congress. II. Current Federal, Local, State Issue a. Law states that, the USPS must request an advisory opinion from the Postal Regulatory Commission when making nationwide changes in service and of course, policies. Recently, the PRC dismissed a claim that was filed. b. The claim was filed requesting to the stop the implementation of changes that called for USPS to merge more than 40 mail processing plants and lower service standards. c. The APWU Nurses are still in negotiation of a successful contract to the Collective Bargaining Agreement. d. There was a recent case regarding the pay of traveling employees. It seems there was a disagreement on how to handle the pay of employees when an unexpected delay occurs in an overnight stay. i. Article...
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...This paper examines a particular labor-management negotiation process, a Mandatory Conciliation (MC), as it is named in the Argentinean labor legal system, that took place from July through mid October, 2009, between the managers of the Multinational Corporation (MNC) Kraft Foods (KFT) subsidiary in Argentina -Kraft Foods Argentina (KFTA)- and the Workers Internal Commission (WIC) of the firm s most important industrial plant in the country. The Argentinean Ministry of Labor (MLAB) convened the MC negotiation to settle an organizational conflict, regarding of opposing views about what preventive measures were adequate to cope the risks posed over the workers health by the 2009 global epidemic outbreak of swine influenza A(H1N1), that escalated out of the parties control. The contribution of our case study, on such specific type of labormanagement negotiation, is that it allows to gain a better understanding on how negotiators, confront the complexity of contextual circumstances and manage the process and, in addition, that it explores through the theoretical lens of the Turning Points (TP) framework -precipitants, departures and consequences- how they retrospectively judge that those essential elements interplayed along it. We consider that the KFTA case corroborates the aptitude of the TP framework for such kind of examination and that it allows to extract practical implications on how labor-management negotiations, although different from the international, can...
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