...Determining HRIS Needs Jane R. Alleyne Instructor: Dr. Jack Huddleston Strategic Human Resource Management - HRM 520 July 28, 2013 1. Assess the types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS. Rapid change in technology, market competition and government regulations can make long term planning very difficult, when updating or replacing a HRIS. One of the critical quality control functions the planning team must enforce is phase containment. That is organizations should identify problems as early as possible in the life cycle of a system and deal with those problems at that time rather than allowing them to continue possibly leading to greater and more costly rework and modifications later Kavanagh, Thite & Johnson(2012, p. 102). Phase containment is a quality control principle that should guide all HRIS projects, Kavanagh, Thite & Johnson (2012, p. 102). Conversely, some changes to consider are: 1. Portable Device Security 5. Same Sex Marriage 2. Affirmative Action Tracking 6. Patient Protection and Affordable Care Act 3. EEO/OSHA Compliance Reports 7. Health Care Benefits – How to determine 4. Immigration Reform average hours worked for eligibility 2. Identify three (3) advantages (other than time) of using interviews and focus groups for...
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...of HRIS needs is usually projected between one and ten years in the future. According to Kavanagh, Thite, & Johnson, (2012) this type of planning examines the “big picture” of an organization’s HR function. This is what the organization envisions itself to be in the future. The future isn’t always so clear because the future is unpredictable. When organizations plan for the maintenance of their human resource information system (HRIS) it’s important to always remember to keep emerging technology and government regulation in consideration. Technology evolves and changes practically overnight in this day and age, therefore what is new and innovative today could be obsolete tomorrow. A company might want to opt for software as a service (SaaS) instead of purchasing expensive software packages that will have to be updated and replaced after so many years. The federal mandate for all business owners to provide healthcare insurance for their employees could affect the resources being put into maintaining the HRIS because healthcare insurance is at an all time high averaging about $6,271 per employee for small businesses. Healthcare can be very expensive and some organizations will have to reevaluate budgets to allot for healthcare regulation needs. Although long-range planning is a common strategy for most organizations to do, however it can be extremely difficult in an ever-changing environment such as the HR industry. When determining the needs of a company’s HRIS, a HRIS needs...
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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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...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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...developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS. When a company decides to purchase a HRIS system they should always consider the long-range requirements for updating and replacing the system. Technology is always changing so an HRIS system can become outdated in no time. In order for the system to be sufficient and suitable for the company the company will have to keep the system updated. A company will purchase software and use it until it needs to be upgraded, but it’s easier to upgrade the entire system then the software, due to the fact that the new system offers even more than the previous system. As new technology changes and government regulations are enforce a company should consider this when purchasing an HRIS system. “Before purchasing an HRIS a company long-range planning should look beyond the present and focus on their needs in the future 1, 5, and 10 years from now (Kavanagh, Thite & Johnson, 2012)”. One government regulation a company should consider when purchasing a new HRIS are the changes the government is making towards healthcare. With the Affordable Care Act (ACA) approaching employers will have to keep more detailed and accurate personnel and payroll records what they are currently used to doing (IRS, 2014). HRIS are influential in attaining, tracing and archiving information that is vital to the company and that is required by the government. Identify...
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...Choosing the Right HRIS Solution In a white paper from 2007, Violet Nguyen stated “An effective HRIS should be able to provide and track all of the information a company needs on current and former employees. The right HRIS helps to reduce the workload of the HR staff, allowing them to be more productive and work more efficiently.” According to Nguyen when it comes to Human Resource professionals complaints the most common are, “It’s not user friendly.” “The reports are too complicated to access.” “It’s not capable of doing what I need it to do.” When selecting an HRIS system it is important to focus on these three key points: Know what is needed, determine and prioritize requirements, and consider future changes. (Nguyen) To determine what you need you have to assess the desired high-level functions. These core functions will include the ability to track employee data, benefits, training, applicants, and attendance. It should also administer and process payroll. There are many other functions that can be considered, but those systems can be more complicated, to install, configure, implement and use. The most important part of the HRIS system selection process is to consider all the functional and system requirements for the system. Be sure to evaluate requirements in a detailed, methodical and complete manner. (Nguyen) Nguyen writes that when considering the functional requirements it is important to determine it is necessary to determine the main purpose of the system...
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...Riordan Manufacturing HRIS Proposal Report Organization Name: Consulting One Solutions Introduction In response to your request the team has analyzed your HR system integration with existing tools to create a single integrated application. The development team has taken advantage of a more sophisticated information systems technology. The development team has determined that Riordan Manufacturing has developed from a small plastics research and development firm to an international plastics manufacturing corporation. Riordan carries the contracts of over 30 customers of varying size, including the Department of Defense. Therefore, due to this growth the development team will show you how we have created the business requirement definitions for the development of your HR system that will support the objective of establishing a single integrated application by using more sophisticated information systems technology. Project Initiation & Approach Riordan Manufacturing has a requirement for making the HR system into a single integrated application by using more sophisticated information systems technology. Initially management looked at the current system to determine it short-comings and what technology is currently being used. After looking at the current system, the development team called a meeting to determine the scope, mission and process of communication and documentation standards. Therefore, the development team will determine the appropriate...
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...actions of competitors, and the state of the economy provides strong support for the strategic direction of organizations. Information about levels of output, for example, numbers of defects and efficiency of processes, positions line managers to produce high-quality products in the right amounts at the right time to meet customer needs. The same is true for the effective management of human capital in organizations. As discussed in this chapter, effective approaches to the measurement of human capital and the impact of people on organization processes, for example, HR programs such as recruiting, will enable both HRM professionals and line managers to utilize the human capital in organizations effectively. This measurement is accomplished by focusing on the development of systems of workforce analytics and supporting HR metrics that meet the needs of organization decision makers. This chapter offers a brief history of the efforts involved in the development of HR metrics and workforce analytics and of how these efforts have been enhanced by the advent of integrated human resource information systems.1 From benchmarking to operational experiments, the HRIS field is rapidly evolving on many fronts. These advances are changing how HR metrics and analytics are used in organizations and their impact on organization effectiveness. The use of HR metrics and workforce analytics will help managers and organizations balance the costs and benefits consequences of...
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...Business Plan: Stage I Introduction Human Resource management teams work with the performance of activities such as bookkeeping, upholding policies and guidelines, employee performances, and ensuring that labor laws are enforced. Human resource managers utilize information systems to help in their daily duties of payroll, training, and organizations of personnel files. Human Resource managers develop and analyze functions that will determine the specific type of Human Resource Information system application is necessary to automate and create a strategic alliance for the Human resource department. The importance of determining the type of human resource information system application is to define which system can help make the business run more smoothly. A system is used to store, manipulate, analyze, acquire, retrieve and distribute important information. An HRIS system will help Human resource managers by providing them with more data on strategic levels and allow for the function of more efficient and better information for decision making. Business Assessment The Castle Family Restaurants has eight locations throughout Northern California. They currently have eight restaurants; only 40% of the employees are full time, with approximately 300-340 employees. In most traditional restaurants the food service managers are generally responsible for the daily operations of the restaurant. The Castle Family restaurant is currently being operated by one individual, Jay Morgan...
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...Riordan Manufacturing HRIS Proposal Report Anthony Goodeill University of Phoenix Online CIS Project Management CMGT 575 Jim Forgath February 6, 2006 To: Hugh McCauley, Chief Operating Officer Service Request ID: RM004 Organization Name: Riordan Manufacturing From: Anthony Goodeill, Project Manager Organization Name: Consulting One Solutions Introduction In response to your request the team has analyzed your HR system integration with existing tools to create a single integrated application. The development team has taken advantage of a more sophisticated information systems technology. The development team has determined that Riordan Manufacturing has developed from a small plastics research and development firm to an international plastics manufacturing corporation. Riordan carries the contracts of over 30 customers of varying size, including the Department of Defense. Therefore, due to this growth the development team will show you how we have created the business requirement definitions for the development of your HR system that will support the objective of establishing a single integrated application by using more sophisticated information systems technology. Project Initiation & Approach Riordan Manufacturing has a requirement for making the HR system into a single integrated application by using more sophisticated information systems technology. Initially management looked at the current system to determine it short-comings...
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...of these two fields into human resource information systems (HRIS). The history of the field of HRM and the impact of computer technology on HRM will be covered, as well as the advent of using a human resource information system and the subsequent effects on both HR and IT professionals. The different types of HR activities will be discussed as well as the different types of information systems used in HRIS. A central focus of this chapter is the use in managerial decision making of results and reports from an HRIS. The development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM), as is discussed in this chapter. This first chapter will lay the groundwork for the remainder of this book, and, consequently, it is important to understand thoroughly the concepts and ideas it presents. This chapter contains definitions for a number of terms in common use in the HRM, IT, and HRIS fields. (Note that a glossary defining these terms is also provided at the back of this book.) The central themes 2 Chapter 1 Evolution of Human Resource Management and HRIS 3 of this book in terms of the development, implementation, and use of an HRIS will also be discussed. A model of organizational functioning that shows the relationship of human resources management to the strategic planning of an organization with an emphasis on the use of an HRIS will be covered too. An overview of the entire book will be presented...
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...Association’s Guidelines Christine Coe Capella University The position of HRIS Supervisor is a new one for the company XYZ. Not having anyone who currently fits this role, a need has arisen for recruiting to solicit candidates with the necessary attributes to fulfill the company’s needs. The HRIS Supervisor will be responsible for the overall “health” of the HR and Payroll system(s). With a handful of direct reports, the HRIS Supervisor will need to be able to not only have technical knowledge but also preferably have a background in Human Resources and/or Payroll. The reason for this is XYZ feels that having someone with this background will benefit the company in that the candidate will not just be thinking technically but also in conjunction with the processes, laws and regulations both departments deal with. To develop the competency model for HRIS Supervisor, XYZ used the O*Net Website and reviewed both the Computer Systems Analyst and Human Resources Manager jobs pulling relative competencies from each to make up the HRIS Supervisor competencies. The areas that the competency model addresses are Tasks, Tools & Technology, Knowledge, Skills, Work Activities and Work Styles. XYZ focused on the main attributes of the position HRIS Supervisor would need to encompass. The below is the competency model that has been designed for the HRIS Supervisor position. (Find Occupations) HRIS Supervisor Competency Model Tasks All 21 displayed * Test, maintain, and...
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...HRIS Development at Riordan Manufacturing Devlin Conley BSA/375 Fundamentals of Business Systems Development 9/30/12 James Welti, JR. HRIS Development at Riordan Manufacturing The current human resource information system at Riordan Manufacturing was implemented in 1992 as part of the finical information system. Being twenty years old this system is significantly outdated both in terms of hardware and practices used by employees to updated or upload information. Service request SR-rm-022 purposes the development of a new human resources information system which will be a standalone system, separate from that of the finical system. This system should be inclusive and cohesive rather than the current system which is segregated and includes paper forms. Initial Evaluation Riordan Manufacturing currently has seven individual systems; employee information, training and development records, open positions and applications, worker’s compensation, performance and attendance, compensation, and employee relations. In the current configuration each of these systems is separate from one another and each system needs to be evaluated prior to the development of a new cohesive system. Each individual system current has its own key personal that use the system each of these personal should be consulted for feedback on the current system to help find its flaws as overcoming them will be a critical aspect when designing the new system. In addition the systems hardware, software...
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...approach identifies the setting, solution and commitment to which the project will be delivered. The content of project approach are Measured Options also known as (Options Considered), chosen options, Objectives and Practically HRIS is a system used by human resources departments to track employees and information about them. A HRIS is often a database system or a series of inter-related databases. Toolwire’s proud to inform you that our software application will combines many human resources functions, incorporating benefits administration, payroll, recruiting and training, and performance analysis and review into one package. Any organization that needs to keep track of a larger number of employees than they can handle with paper records or spreadsheets may be in need of a human resource information system software application. I typically say that companies with greater than fifty active employees, probably needs to at least start looking into what is available within the HR software market. HRIS software has pricing structures that can solve more complex or short statement that you may have can. Author: TEAM B Owner: TOOLWIRE Client: RIORDAN MANUFACTIRUNG'S Document Number: 001002003 Project name RIORDAN MANUFACTIRUNG'S HRIS UPGRADE Draft/ Final Release Date: 11-10-2011 Document History Document Location This document is only valid on the day it was printed. The source of the document will be found in the Control section of the Project File. ...
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...According to Kavanagh, Thite, & Johnson (2012), a cost benefit analysis (CBA) is a comparison of the projected costs and benefits associated with a human resource information system (HRIS) investment. There are guidelines to effectively conducting a CBA and if they are followed properly the information obtained to determine its effectiveness will be accurate. The purpose of the CBA is to improve organizational performance and not to purchase hardware or software. The CBA teams should start with an open mind and not with the mindset of fixing a problem. The focus should be on functionality and not the actual products. The benefits should always be examined first before the cost is discussed. The CBA team should also have a working knowledge of the organization’s policies, procedures, and how the company makes to decision to accurately determine the best decision. Develop the most feasible estimate without being idealistic or conventional. The analysis should be separate from the questions of how best to justify a final decision. Payroll can be a demanding and time-consuming task and many businesses have opt to transfer these services to an external payroll service provider to manage and save the company time, cost, and avoid penalties. A CBA should be conducted to determine rather or not a company should replace its internal payroll system with a payroll outsourcing service. Direct Indirect Revenue Enhancements • Outsourcing payroll services • Better managed payroll and...
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