...Zappos Case Study Introduction Zappos is a successful company with a unique corporate culture and impressively low turnover rate. This case study explores the human resources strategy employed by the company, focusing first upon the significance of the environment upon human resources. The paper then identifies how the Zappos strategy fits within the human resource management model. The final section discusses the core strengths and weaknesses of the Zappos HR strategy. While the Zappos human resource practices are characterized by many strengths, they could be improved by enhancing the accountability of managers responsible for conducting performance appraisals and inviting a greater degree of employee feedback into the appraisal system. Both of these relatively small opportunities for change are consistent with the company's overall company culture. Environment and HR The external environment plays an important role in determining the direction of a company's human resources strategy. "An organization's strategy must be appropriate for its resources, environment circumstances, and core objectives. The process involves matching the company's strategic advantage to the business environment."[1] Companies develop networks with external entities, such as customers, suppliers and investors, which must be cultivated to ensure longevity.[2] Human resources must ultimately support the business with practices that will enable it to interact and compete within the surrounding competitive...
Words: 1863 - Pages: 8
...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,...
Words: 2068 - Pages: 9
...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...
Words: 1018 - Pages: 5
...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...
Words: 445 - Pages: 2
...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...
Words: 3888 - Pages: 16
...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...
Words: 353 - Pages: 2
...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...
Words: 2690 - Pages: 11
...component of fulfilling the goals of HRM. Employee benefits are the single most important motivator to maintaining an experienced workforce. Longevity of employees in a company contributes to their financial stability. Depending on the company it can make or break obtaining talented employees. While applicants are being interviewed for a job, so is the company. Reports of high turnovers do contribute to missed opportunities in gaining talented employees. The cost of turnover is very high. Salaries that are given to employees are not in the control of HRM, benefit packages are an achievable goal. In any scenario, it is working with what you can control and not focus on what you cannot control leads to success. A creative benefit package can raise morale and give employees the experience of making more. When I talk about my salary, I will say that I am making $5,000 more than what goes into my paycheck. Having an HRM that is creative is why firms have them. The mission of HRM in all firms is not an easy one and they have to constantly stay in touch with the budget. Smart businesses would budget themselves to give HRM as much flexibility to spend as possible. Good strategic planning can ultimately save the company a lot of money. HRM’s ultimate goal would be to accomplish this. The more extrinsic satisfaction the longer employees will feel committed to the work place and not take off for that extra $1,000. Benefits are a creative way that HRM can decrease this cost. Employees...
Words: 1068 - Pages: 5
...company/business to decrease the revenue rate, otherwise set a production best safety record. For any HRM program to work you must first know what motivates your targeted employee market. Human resource management is best defined as the performance of acquiring, emerging and upholding employees HRM reaches this through numerous methods of worker gratitude, including health benefits, promotions, and compensation. Though, the benefits that a business offers can define the change between having a dedicated worker and also having one who will be willing to relocate as soon as a much higher opportunity arrives. A sound compensation package is frequently extra good-looking than a high paying salary. HRM wishes to apply the requirements of the employees and consider how it will also help the business. The basic benefits such as dental benefits, health and vision, or 401K similar is no longer the only assistances that retain staffs satisfied, and also this can upset their production. Through organizing a benefits program that goes yonder basic requirements, such as “www.Zappos.com’s” online healthcare, employees will sense more like resources more instead just in its place of just workers. This determination leads to an additional creative workplace and a more cost-effective for the organization. 2. The importance of workers benefits being used as a strategic factor of satisfying the areas of HRM because it lets a business to decrease the revenue rate, or agree on a business top safety record...
Words: 416 - Pages: 2
...The Genentech and Zappos are the best company to work for in America. They offered generous benefit packages to employees; it is can make us imagine jealous and eager to work for them. There are many kinds of generous benefits they offer to their employees such as premium health insurance coverage for employees and their family, retirement plan, tuition assistance, shareholder benefit, child care assistance, daycare and nursing rooms and much more. Their goal and vision is make their company is the happy place to work and grow together. Let’s question and answers how these companies treat their employees by spending much more money on their employee benefit and how they work the same time benefit to company and employees and especially how human resource management work with this coordination successfully. 1. Describe the importance of employee benefits as a strategic component of fulfilling the goals of HRM. Human resource management is best defined as the performance of acquiring, emerging and upholding employees HRM reaches this through numerous methods of worker gratitude, including health benefits, promotions, and compensation. Though, the benefits that a business offers can define the change between having a dedicated worker and also having one who will be willing to relocate as soon as a much higher opportunity arrives. A sound compensation package is frequently extra good-looking than a high paying salary. HRM wishes to apply the requirements of the employees and...
Words: 1116 - Pages: 5
...component of fulfilling the goals of HRM. Though many benefits are not legally required, it is vital for companies to keep up with competition and retain employees. HRM, must act as the driving force behind in building willingness in employees, employee retention and by attracting potential candidates. Using benefits as a strategic component helps enhance the effectiveness, morale, productivity and achievement of goals. The internet helps enable employees to research companies before taking a job. Companies can lose employees to competition as a result of not providing desired benefits and may not look good for business in the long run. In addition to reducing turnover rate companies need to set a best industry safety record. HRM needs to understand what motivates the market of targeted employees. Most are not motivated by just a paycheck, but the perquisites like tuition reimbursement, child care and sponsored family events. (Wiley) Using benefits as a strategic component not only builds motivation, but also helps build stronger relationships between management and employees and the clients. Eventually clients will somehow pick up on these relationships in an event they would have a tour of the company, through word-of mouth and eventually, blogs on the internet. http://www2.enap.gov.br/mesa_redonda/downloads/daley_vasu.mpsa02_PPM.pdf 2. Explain how Genentech and Zappos are using employee benefits as a motivating tool. Genentech and Zappos understand that respect for their...
Words: 771 - Pages: 4
...employees “to achieve the goals of the goals of an organization in an effective and efficient manner.” (Sadhuji, 2008). HRM achieves this through several forms of employee appreciation, including compensation, health benefits, and promotions. However, the benefits that a company offers can mean the difference between having a devoted employee and one who will be willing to leave once a better opportunity arrives. A sound compensation package is often more attractive than a high paying salary. HRM needs to apply the needs of the employees and analyze how it will also benefit the organization. Basic benefits such as health, vision and dental benefits, or 401K matching are no longer the only benefits that keep employees content, and this can affect their productivity. By structuring a benefits program that goes beyond basic needs, such as Zappos.com’s on-site healthcare, employees will feel more like assets instead of just workers. This will lead to a more productive workplace and a more profitable bottom line for the organization. The ever-changing trend of employee benefits “requires benefit staff to take a more strategic and consultative approach to their jobs.” (Hackett, 1996) This is especially true for the new aging workforce of baby boomers, who require a more specialized benefits package to accommodate their future (or near) retirement. HRM must continuously generate and review benefits packages that align with the functions of the organization to remain strategic...
Words: 876 - Pages: 4
...Week 6: A Perky Way to Productivity Overview You will remember that the lecture provided a long list of benefits that employers provide to their employees, and it discussed the challenges organizations face with the increasing costs of these benefits. There is an increasing trend among employers to reduce benefit packages to manage these rising costs. For this week’s assignment, you will review a case study from your textbook. Here are several tips for successfully completing this case study: You should incorporate information from the textbook, the lectures, and/or the discussion threads to support your position. In other words, tell me more than just your opinion. Provide some relevant facts from the course material to support your position. * Make sure to fully explore your thoughts with each question. * Your answer for EACH question must be within the range of 250 to 350 words (use MS Word’s "Word Count" feature on the "Review" tab to ensure that your answer is not too brief or too verbose). Be sure to answer each question fully, because you are subject to point deductions for incomplete answers. Use 1.5 line spacing. Also, please remember you will be using information supporting your position from sources such as our textbook, articles, and the Internet. You MUST use proper APA citations and references. See the Syllabus for an APA tutorial. Also, do not rely too heavily on borrowed material. It should NOT dominate your work. Point deductions will occur if more...
Words: 688 - Pages: 3
...Case Study 3: Zappos: Delivering Customer Satisfaction Ruby Holmes Strayer University Ethics and Advocacy for Human Resource Professional (HRM 522) June 7, 2015 Dr. Leslie Wills Case Study 3: Zappos: Delivering Customer Satisfaction 1. [Analyze the manner in which Zappos’ leadership has fostered a culture of ethicalness in the company. Zappos was able to capture the uniqueness of talented individuals by cultivating a craving to welcome an enhance way of culture’s that is like a running river that can’t stop running. To date Zappos efforts to strategize well defined plan’s has been amazing in terms of employing innovative, creative minds that continue to develop new products and categories. Zappos cornered the market of offering a kid friendly web site to shop via the internet or better known as on-line shopping. Zappos has made a toast to the innovative cyber shopping experience that is capped off with a fine taste of rare champagne by offering exceptional customer service. Zappos corporation is so knowledge and confident in their product line that their motto state the policy of easy return without any hassles. In the event that your merchandise that you order on-line does not exceeds your exceptional Zappos is willing to return the item(s) at no additional charge to the customer. Zappos continues the quest for exemplarily customer service. Mr. Nick Swinmurn founded Zappos after a frustrating day at the mall...
Words: 2198 - Pages: 9
...OM 2 Chapter 1: Goods, Services, and Operations Management Problems, Activities, and Discussions 1) Explain how operations management activities affect the customer experiences described in the anecdote at the beginning of this chapter. What “moments of truth” would a customer at Disney World encounter? Think about the total experience including lodging, food service, shopping, and transportation, as well as theme park attractions and operations. The anecdote of a Disney experience focuses on the role of goods, services, and processes in creating customer satisfaction. Students will have many great examples of their Disney or theme park experiences. Moments of truth might include (a) booking a Disney vacation and the associated service encounters with a call center and/or travel agency (b) parking at the Disney site and taking the shuttle, (c) asking Disney employees for directions, (d) waiting for a ride or attraction, (e) where to throw away trash (trash cans located at key points and about every 25 to 50 feet, (f) watching a Disney parade, and so on. Whatever the student describes make sure you lead them into a discussion of key lessons that focus on the role of OM such as (1) process design and customer flows, (2) service encounter design and Disney employee training, (3) integrating goods and services into a CBP, (4) the importance of service management skills, (5) how services differ from goods, (6) biztainment, and (7) a continuous improvement...
Words: 2759 - Pages: 12
