...LIBRARY AND INFORMATION SCIENCE AHMADU BELLO UNIVERSITY, ZARIA LIBS 816 ASSIGNMENT ROLE OF MANAGEMENT INFORMATION SYSTEM IN HUMAN RESOURCE BY LAWAL FARIDA USMAN Msc/EDUC/07014/2010-2011 COURSE TITLE: MANAGEMENT INFORMATION SYTEM COURSE LECTURER: DR. EZERA GBAJE MAY, 2012 INTRODUCTION Management is like investment; its goals to get most out of resources add the most value or get the best return. Management can be defined as achieving goals in a way that makes the best use of all resources. It is also the process of getting activities completed efficiently and effectively with and through other people. Information is any kind of event that streets the state of dynamic system. It can also be regarded as any knowledge acquired through study, experience or instruction. A System is a group of elements that are integrated with the common purpose of achieving an objective. Information Systems (IS) have been deployed by organizations for achieving efficiency, effectiveness, enhancing quality and gaining competitive advantage According to Lordon K. L. Management Information System (MIS) is a system to support the decision making function in the organization. It is also an integrated system of man and machine for providing the information to support the operations, the management and the decision making function in the organization. MIS is basically concerned with processing data into information, which...
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...HUMAN RESOURCEs MANAGEMENT INFORMATION SYSTEM li siyao. 20376216. s242li@uwaterloo.ca. october 3rd 2012 Table of Contents 1.0 INTRODUCTION1 2.0 BUSINESS PROCESSES AUTOMATION4 2.1 Employer Branding 5 2.2 Training and Development6 2.3 Hiring Employees7 2.4 Evaluating Employee Job Performance7 2.5 Enrolling Employee in Benefit Plans7 2.6 Termination, Resignation and Performance Related Dismissal7 2.7 Reward and Recognition7 2.8 Payroll7 3.0 BUSINESS INTELLIGENCE4 3.1 The Distribution of Salary Between Positions5 3.2 Distributions of Gender in the Workplace by Rank6 3.3 The Average Length of Service of Current Employees7 3.4 The Educational Background of Employees7 3.5 Number of Co-op Students Who Continue With the Company7 3.6 Attendance Rate of Training Seminars7 3.7 Nationality of Current Employees7 3.8 Average Time it Takes for Employees to Obtain a Raise, Percentage Raise Increase7 1.0 introduction Human resources management is the most important aspect when it comes to attracting, training and retaining talent. Smart consulting is currently experiencing high staff turnover rate due to poor human resources management techniques. It is suggested to utilize information system management is to better direct human resources. This report seeks to address what human resources processes can be automated and which roles need to be manually carried out. Furthermore, it seeks to list all business intelligence data that can be obtained from the...
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...Anastasia Jakubow Systems in Review We have been asked to review current and future systems for Riordan Manufacturing’s Human Resource and Legal departments. We have done an evaluation of the systems as they are today. The goal has been to identify areas that need improvement. Our suggestions are as follows. Human Resource The present Human Resource Information System (HRIS) was installed in 1992. Here is a short rundown of what the system does: stores employee information (pay rate, hire date etc.), contains separate excel spreadsheets for training/development and job analysis/salary compensation, job openings and resume filing, and employee relations (complaints, grievances etc.) ("HRIS", 2005). Upon review, it is concluded that Riordan Manufacturing is operating on an outdated HRIS. This has at least two disadvantages. First and foremost, the current system has security concerns. Second, the current system is not efficient. A survey of HRIS systems users has shown that lack of efficiency is one of the biggest problems with old HRIS systems, and therefore one of the top priorities in a new system (“Top HRIS challenges,” 2002). Security concerns include the following: employee information changes must be submitted on paper creating a possibility for loose papers with personal information, resumes are stored in multiple unsecured locations, and employee files are kept in multiple unsecured locations. If any personal client information were to leak...
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...CHANDIK BSA/375 April 18, 2013 Robert Dashiell Hugh McCauley, Chief Operating Officer for Riordan Manufacturing has sparked and interest in a more sophisticated, state of the art, information system for the Human Resources department for all locations of the company. This paper will discuss all the business requirements needed to develop the new system. Expected completion of the project is six months. This will allow the new system to be utilized in the second quarter of next year. In order to determine all the business requirements necessary to complete this project, it is important to include key stakeholder in Riordan Manufacturing. The decision process should include the following key people. CEO – Dr. Michael Riordan is one of the most important factors in this process. He has the final say in all business practices as well as overall direction of the company. Director of Human Resources – Yvonne McMillan – “Develops policy and directs and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training and employee services. “ (Manufacturing) Yvonne’s role is vital in integrating the new technology with the hiring process as well as training. Chief Financial Officer – Dale Edgel – “Direct the accounting, finance and Human Resources functions toward achievement of the company’s key results while upholding company values.” (Manufacturing) Dale needs to be involved because he is the one ultimately responsible for...
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...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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...what skills it takes to fill the positions would have made it much easier to advance. Project Manager – I understand. It seems the system tracks the answers in performance reviews as well as the training courses each employee completes. President & CEO – Yes, exactly. Those records would be entered into the system by the employee. Each employee could see progress in the system and plot a course. I know everyone does not want to be the president of the company and are content in the current role, but those that want to grow will stay with the company instead of leaving to grow elsewhere. Project Manager – I appreciate your time. Is there anything else you would like to share? President & CEO – Yes. We have had great success with the financial integration, and I expect a full six months more of savings than was originally calculated due to the time savings in the automatic calculations. The people time saved with calculation speed in the system was near to six months less time required for reaching the return on the investment point. The automatic calculations make the time a bit more in savings. Project Manager – Thank you. I will have a report ready for review and a plan within a week of finishing all the interviews. President & CEO – I look forward to the review. Project Manager – What aspect of a human resources information system would be most beneficial to the company? VP Marketing – I will tell you two. The most beneficial aspects would be the employee...
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...Trust’ and if it impacts Human Resource Information Systems (HRIS) implementation success. According to my research, there are many studies focusing on how an HRIS project can be initiated and implemented efficiently and effectively. However, there is not much information if ‘technology trust’ is an influential factor to reach the ultimate goal of HRIS implementation. The study Lippert and Swiercz (2005) worked to explore several propositions about the relationship between HRIS and Technology Trust and the effect of the relationship on HRIS implementation success. We know that trust is an essential component of all relationships. Research shows that trust is not only useful, but also central to understanding individual behavior in varied domains such as teamwork, risk-taking and job performance, information systems implementation, etc. (McKnight et al, 2011) Therefore, it is crucial to explore if the notion of “technology trust” helps explain why there are HRIS implementation failures and explain how to integrate the HRIS implementation process since it is proven that most organizations deploy less than 25% of the functionality of HRIS (Boroughs et al, 2008). Browne and Roguch (2001) stated that “despite the good faith efforts by organizations, analysts, and users, majority of systems are abandoned before completion or fail to meet user requirements.” The recent reports explain reasons the failures of HRIS implementation as poor project management, loose project control...
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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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...Course Project: Stage II Name HRM340: Human Resource Information Systems INTRODUCTION Various types of HRIS systems and processes have been reviewed to help Jay Morgan and Family Castle Restaurant run more efficiently as a business. Jay Morgan the Operations Manager, have been using outdated methods for scheduling, recruiting, hiring, and answering questions from its employees. Maintaining accurate books and keeping constant communication with the Managers have been a challenge for Jay Morgan. If an accurate HRIS system can be implemented, Jay Morgan will be able to achieve more in business with less time and travel. BUSINESS ASSESSMENT Castle Family Restaurant is a family friendly dinning facility that has 8 locations, employing some part time employees and over 40% of fulltime employees. The locations are strategically located across the state of Florida in the hearts of neighborhoods that are suitable for any family. Castle Family provides a simple, old fashioned and pleasant dining experience. “Togetherness” is the culture that is promoted and the goal is to mimic the old fashioned restaurant environment where the family can sit, laugh and enjoy a meal together. Restaurants compete for customers every day, and proficiency is critical to providing quality customer service. In Rasmussen Reports, National Survey of 1000 Adults, more than 50 percent of Americans reported in 2011 say that they ate at a restaurant at least once a week, with...
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...various stages of the assignment, using MS Project, comments, what would you have done differently, etc. ATTN: Hugh McCauley Service Request 004 for Riordian Manufacturing (SR-rm-004) asks to analyze the current human resource system to integrate the existing variety of tools in use today win a single integrated application (University of Phoenix Virtual Organizations, 2012). The current Human Resource Information System (HRIS) was installed in 1992 and was actually part of the financial systems package as part of the finance department. (University of Phoenix Virtual Organizations, 2012). Since the early 90’s, the advent and development of information technology has come to fruition thus making it more appropriate for a more technology centric group to take charge of the project. Although room for growth and elaboration was limited in the past, the legacy HRIS system kept track of the following: personal information, pay rate, personal exemptions, hire date, seniority date, organizational information and vacation hours. Changes to any of the above employee categories are made by submitting physical, hand written form by the employee’s manager and subsequently entered by the payroll clerk. Full details of the current system can be found under the Human Resources intranet web page on Riordian Manufacturing’s website. During assignment #1, the primary objective was to analyze the above summarized service request into a basic outline with primary tasks. Although a template was...
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...Determining HRIS Needs HR Information Systems Dr. Karen Golaub May 4, 2015 Business and organizations around the world rely on human resource information systems (HRIS) to keep their business running efficiently. HRIS systems provide businesses with rapid data access, information exchange, and strategic advantage (Flynn, 2015). They can be very complex and computerized and are available from software firms, consulting firms or can be home grown. However, as technology and laws change, HRIS systems must also be fluid in order to be relevant and useful. Rapid change in technology and government regulations can make long term planning very difficult when determining if an HRIS needs to be replaced or updated. To start, the company must plan forward and decide what needs must be met as the company grows. Looking at previous market trends will not be enough. Examining trends in technology will be one of the first tasks. Just in the last decade, cloud computing and SaaS has become much more prevalent and is causing a change in how people utilize HRIS. Instead of having to purchase bulk licenses, companies are now using SaaS to power their HRIS. This means a change in computing, hosting and training. This also means that the security surrounding HRIS must be more robust and paramount, especially since identity theft and data breaches have become more common. Besides technology, when planning ahead for an HRIS, companies need to look at how government regulations and...
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...McCauley, the current COO of Riordan Manufacturing has submitted a Service Request (SR-rm-022) to Smith Services Consulting Inc. requesting to combine the existing Human Resource (HR) tools into a single application using today's existing tools in the HR system. This request will affect all plant locations. Riordan Manufacturing is looking to benefit from a more state-of-the-art information systems in its HR department. The service request will include information gathering about what the new system should include, the current system needs to be analyzed, the information gathered needs to be verified, and the scope of the work needs to be determined. A. What key stakeholders in Riordan Manufacturing would you gather requirements from? To gather all the proper requirements for the new HR system all the key stakeholders within the Riordan Manufacturing must be asked. The key stakeholders are the upper management of Riordan they will be able to provide the requirements of the new system, the budget and all the due dates. 1. President and CEO Dr. Michael Riordan is the highest stakeholder in Riordan Manufacturing, he has the most to gain from this service request. 2. COO Hugh McCauley has asked for Riordan Manufacturing HR system to be upgraded and will be involved in the entire project. 3. Director of Human...
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...Planning the Needs of Other Organizations Human Resource Information Systems (HRIS) are databases used for keeping track of essential personnel data within organizations. They can be designed and customized to fit the needs of various companies in many different industries (Tatum, 2011). The primary purpose of an HRIS is to make the management of employees more efficient. The HRIS System can be used to identify and track job applicants and maintain status on current employees. All stages of an employee’s life cycle from initial hire to retirement can be automated and tracked within an HRIS System (Tatum, 2011). One of the best features of an HRIS System is how easily it can be customized. It can be expanded by adding additional modules as the company grows because all modules do not have to be activated during the initial setup process (Tatum, 2011). Ten critical success factors commonly agreed upon between several authors are as follows: 1. Top management support 2. Provision of adequate and timely resources 3. Ongoing communication 4. Conductive organizational culture 5. User involvement 6. Project champions 7. Organizational structure 8. Change management methodology 9. Project control and monitoring 10. Cross integration between business systems These critical success factors must be considered during the planning, analysis and design of an HRIS System (Kavanagh & Thite, 2009, p.167-168). Three important factors that Benefast Partners should...
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...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 will limit the potential of human error on the part of Mr. Morgan who can get consumed in dealing with issues at all eight locations. Previously, all payroll records were being kept in a spreadsheet and the potential to enter wrong information into an employee’s payroll file could have been high. Implementing Asentis as the HRIS will limit errors and withy its automated solutions it will help...
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...Virtual Organization System Inventory Timothy L Welty BSA310 October 27, 2014 Peng Virtual Organization System Inventory Assignment: Select one of the following Virtual Organizations: * Huffman Trucking Complete the following chart, filling in information for each system used at the Virtual Organization. Add rows to the chart as necessary. Huffman Trucking “Huffman trucking is a national transportation company. The company's 1,400 employees work in its logistical hubs located in Los Angeles, California, St. Louis, Missouri, and Bayonne, New Jersey; its central maintenance facility is in Cleveland, Ohio; and as drivers of its 800 road tractors. The company expects to earn revenues during fiscal year 2004 in excess of $600,000,000 (Virtual Organization, 2014).” System Name | Brief Description | Department to Use the System | Purpose of the System | Connects With | Development Details | Finance & Accounting Systems | Application is licensed on an annual per user basis from a vendor specializing in F & A systems for the transportation industry | Finance and Accounting Systems | General ledgerAccounts PayableAccounts ReceivableCash ManagementBilling/InvoicingCredit/CollectionsCostingProperty ManagementAssetsTaxes | Integrated with the Fleet Maintenance System and the Enterprise Transportation Application | Maintenance costingFuel management and costingWarranty managementMaterials inventory managementFixed assets | System Name | Brief Description | Department...
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