...Castle’s Family Restaurant 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...
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...Management The process of determining staffing levels aims to identify the numbers and types of employees needed to be successful in solidifying the business plans and strategies for an organization. Organizations apply several different techniques to accomplish this task. However, there are ways to implement fundamental building blocks to set a baseline for success; but due to numerous variables, a step-by-step concrete solution for determining staffing levels cannot exist. Consistent within any stage of strategic staffing, it is crucial to understand the overall plans and strategies of the business and what factors are driving staffing. As discussed by Heneman, “organization effectiveness and staffing systems exist, and should be used, to contribute to the attainment of organizational goals such as survival, profitability, and growth. A macro view of staffing like this is often lost or ignored because most of the day-to-day operations of staffing systems involve micro activities that are procedural, transactional, and routine in nature. While these micro activities are essential for staffing systems, they must be viewed within the broader macro context of the positive impacts staffing can have on organization effectiveness” (6). Managers and Human Resources must share a common understanding of the business needs and react through implementing corresponding staffing levels. Only with a common perspective between management and human resources can staffing levels be effectively...
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...Chapter 1 Systems, Roles, and Development Methodologies Key Points and Objectives 1. Information is an organizational resource that must be managed as carefully as other resources. 2. Information systems fall into one of the following eight categories: A. Transaction processing systems (TPS) process large volumes of data, routine business transactions. B. Office automation systems (OAS) manipulate information and share it throughout the organization. Software, such as spreadsheets, word processing, email, teleconferencing and so on are routinely used in OAS. C. Knowledge work systems (KWS) help professionals to develop new knowledge, often in teams. D. Management information systems (MIS) are computerized information systems that support a broader range of business functions than do data processing systems. E. Decision support systems (DSS) are information systems that help support decision makers in making semi-structured decisions. F. Expert systems capture the expertise of a human expert or experts for solving particular organizational problems. G. Artificial intelligence research is part of expert systems and has two avenues: understanding natural language and analyzing the ability to reason through a problem to its logical conclusion H. Group decision support systems (GDSS) and computer supported collaborative work systems (CSCWS) allow group members to interact and help facilitate...
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...Human Resource Planning Definition * HRP is the process for identifying an organizations current and future human resource requirements, developing and implementing plans to meet these requirements, and monitoring their overall effectiveness. * HRP is putting right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives. * Planning is critical to strategy because it identifies gaps in capabilities which would prevent successful implementation Perspective of Human Resource Planning * MACRO HRP * Assessing & forecasting demand for & availability of skills at national / global level * Predict the kinds of skills that will be required in future & compare these with what is / will be available in the country * MICRO HRP * Process of forecasting demand for & supply of HR for specific organization * HRP Process - Determination of Quantity of Personnel Organisational Objectives HR Programming HR Needs Forecast HR Supply Forecast HRP Implementation Control & Evaluation Surplus - Restricted Hiring, Lay Off, VRS, Reduced Hours Shortage - Recruitment & Selection * Organizational Objectives & Policies involves: * Downsizing / Expansion * Acquisition / Merger / Sell-out * Technology upgrade/ Automation * New Markets & New Products * External Vs Internal hiring * Training...
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...EDITORS’ NOTE The capacity to manage is limited by the accessible information in our possession. Research on goal setting confirms that being able to articulate the specific goal for a task and the level of the goal we want to achieve enhances performance of that task. Better information about the expectations of customers, the 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...
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...for the company to properly maintain the employee information and other human resource information a service request has been submitted to consolidate all of the various human resource tools into one single application that integrates all of the tools together. This will allow the company to streamline human resource functions across the company. Key Stakeholders There are a number of stakeholders within the company that will need to provide input into the scope of this project. By gathering this input from the necessary personnel within the company it will ensure that the project requirements are complete as well as comprehensive so that all areas of impact are included. The first stakeholder that will be engaged is the Chief Operating Officer Hugh McCauley. He is the one that requested this project take place and he is over many different department heads within the company including Sales and Marketing, Legal, Operations, and Information Officers. Another key stakeholder will be the Director of Human Resources Yvonne McMillan. She oversees all of the department heads for all aspects of human resources. As we reach out to her the expectation is that she will assign a number of her managers to provide input from the various departments like payroll, benefits, employee relations, and training and development. Information Gathering Techniques There are many different techniques that can be used to gather information and requirements. There are techniques that can be...
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...JOB ANALYSIS Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for one to perform them. The process involves use of methods and procedures to determine the duties, responsibilities, working conditions, working relationships, and required qualifications. Job analysis produces the following information about a job: 1 Overall purpose: Why the job exists and, in essence, what the holder is expected to contribute. 2 Content: the nature and scope of the job in terms of tasks and operations to be performed and duties to be carried out — i.e. the processes of converting inputs, such as knowledge, skills and abilities, into outputs (results). 3 Accountabilities: The outputs or results for which the job holder is accountable. 4 Performance criteria: The criteria, measures or indicators that enable an assessment to be carried out to ascertain the degree to which the job is bro performed satisfactorily. 5 Responsibilities: the level of responsibility the job holder has to exercise by reference to the scope and input of the job; the amount of discretion a flowed to make decisions; the difficulty, scale, variety and complexity of the problems to be solved, the quantity and value of the resources controlled; and the type and importance of interpersonal relations. 6 Organizational factors: the reporting relationships of the job holder, i.e. to whom he or she reports either directly (line managers)...
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...Determining HRIS Needs 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 When having a HRIS system it will always a need to plan for long term systems, since technology is always changing then the HRIS system will constantly become outdated and there will be a need for constant changes and updates to keep up. The company will need as it grows and technology becomes easier to use for business. Many times a company will buy a software and use that until it needs to be upgraded and it is easier to upgrade the whole system then the software, mostly due to that the new system offers even more than the old one and the updates to the software. Microsoft will be the one to look for in the future of most company’s plans, they with their Customer Relationship Management software and their ability to have payroll they can all sink with each other and outlook which is the most used in most businesses. These systems will allow connectivity between systems which should see the growth in electronic portals and focus business time on information output rather than data inputs. Most organizations will look to recruiting and security, payroll, time collation and benefits when looking for long range planning for updating the HRIS systems. All of these things are key things that any Hr. Manger is looking to constant update and needing to keep time comsupentaion...
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...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 three (3) disadvantages (other than time) of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs. Recommend three...
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...jobs that are within the same establishment. Therefore, the pay for the office staff cannot be compared to the pay of office staff at other businesses to determine if they are underpaid. On the other hand, pay discrepancy among the women and men in the plant do appear to be discriminatory based on the premises of the Equal Pay Act of 1963 (DON’T KNOW HOW TO CITE LAW), which states that men and women must be provided equal pay for equal work within the same business. Therefore, with all things considered, it appears that this case definitely constitutes discrimination against women. 2. Is there reason to believe that women could file an equal pay lawsuit? If so, explain the reason and if not, explain why not. I believe that based on the information contained within the Equal Pay Act of 1963 (DON’T KNOW HOW TO CITE A LAW) the women who work in the plant definitely have grounds to file an equal pay lawsuit, but not the...
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...Decision Tanjaneka Guy Dr. Robert Waldo Human Resource Management Foundations – HRM 500 October 29, 2011 Apple’s Make vs. Buy Decision 2 Best approaches to Recruiting Recruiting can include giving proper interviews. Human Resources recruitment is to build a supply of potential new hires that the organization can draw on if the need arises. Public employment agencies allows employees to register their job vacancies with their local state employment office, and the agency will try to find someone suitable, using its computerized inventory of local unemployed individuals. With rapid growth of internet use, it is becoming more important that a research site have a presence on the World Wide Web. Internet recruiting definitely would be valuable and best suited for Apple’s talent acquisition. Describe the recruiter traits and behaviors leading to successful recruiting The most successful recruiting campaign requires (1) Interaction – The ideal recruiter is able to communicate with others in a warm and helpful manner while building credibility. (2) Spoken communication – The ideal recruiter is able to present information clearly through spoken word. (3) Commitment to task – The ideal recruiter is able to start and persist with specific courses of action while exhibiting a high degree of self motivation and a sense of urgency. (4) Must have insight and need analysis. (5) Must have creativity – ideal recruiter...
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...1. Distinguish between training and development and human resource development. Training Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace. Development Development describes the growth of humans throughout the lifespan, from conception to death. The scientific study of human development seeks to understand and explain how and why people change throughout life. This includes all aspects of human growth, including physical, emotional, intellectual, social, perceptual, and personality development. Human Resource Development Human Resource Development (HRD) is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. 2. What is the difference between training and development? Training generally refers to teaching of new skill in professional field of the employee. Like an employee being taught to operate...
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...Personnel management and Human resource management. 3 1.2 The functions of human resource management (HRM) in the Enterprise Rent A car 4 1.3 The roles and responsibilities of line managers in the HR department of Enterprise Rent-A-Car 5 1.4 Analyse the impact of UK legal and regulatory framework on human resource Management 6 Task 2 2.1 Analyse the reasons for Human Resource planning for Enterprise Rent A Car: 7 2.2 Outline the sages involved in planning its human resource requirements 8 2.3 Compare the recruitment and selection process of for Enterprise Rent-A-Car 10 2.4 Evaluate the effectiveness of the recruitment and selection techniques of the two 11 companies discussed above. Task 3 3.1 Assess the link between motivational theory and reward at Enterprise Rent-A-Car 12 3.2 Evaluate the process of job evaluation and other factors determining pay 13 3.3 Assess the effectiveness of reward systems in two different work contexts 14 3.4 Examine methods that are being used by businesses to monitor employee performance 15 Task 4 4.1 Identify the reasons for cessation of employment with Enterprise Rent-A-Car 16 4.2 The Exit procedures in two different organisations. 17 4.3 The impacts of the UK regulatory framework on employment cessation arrangements 17 Reference 19 Task 1 1.1 Personnel management and Human resource management. Since the...
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...manufacturing is in need of a Human Resources system. In order to satisfy the needs of the company and analysis will need to occur to determine what system will best fit with what the company needs. A face-to-face meeting with the top stakeholder in the company must be met so that it is clear what is needed. In the meeting, the information gathering techniques will be discussed along with what systems analysis tools will be used to complete the project. This will give the stake holders a better understanding of what needs to be done . The stakeholders will have to be notified of key factors that will help ensure the information required for the project is sufficient to handle the business needs. By keeping all parties involved informed this will help the process go better. This will also ensure nothing is missed or misinterpreted. A thorough break down will be explained to the stakeholders. In this break down the project, scope will be conveyed to all parties involved. It is important the project scope be explained to the stakeholders to prevent surprises, as the project is underway. In order to suggest a better solution to the Riordan Manufacturing company one must know what systems the company currently has in place. The current system was installed in 1992. It is part of the financial systems package and keeps track of employee system information. The human resources business systems currently in place keeps track of employee’s personal information such as...
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...Reasons For Appraisal The main objective of an appraisal system is improving the performance of the employee and thus improving organizational performance - an well designed system can help in achieving both. Actually, information gathered through the performance appraisal exercise are potentially valuable for practically all human resource functional areas; therefore, performance appraisal can be used for Human Resource Planning, Recruitment and Selection, Training and Development, Career Planning and Development, Internal Employee Relations, and Assessment of Employee Potential. Human Resource Planning Human Resource planning is a process where human resource requirements are systematically reviewed to make sure that the number of employees who possess the required skills for the smooth functioning of the organization are available. It includes conduction skills inventories, developing succession plans and acquiring information for further personnel needs. Managers and supervisors decide the employees who are to be promoted, demoted, transferred, laid-off and who would need training. They also assist individuals with career planning and ascertain whether the skills needed in the organization are lacking (www.opm.gov). An appraisal system that is properly constructed profiles the organization’s human resource strengths and weaknesses to support these efforts - data collected over a number of appraisal periods could be used in evaluating if the overall workforce quality...
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