... | |Enrolment requirements: |Assumed entry skills and knowledge: | |Credit points: 15 |It is assumed that students undertaking this subject already possess a | |Prerequisite: Human Resource Management (MGT2HRM) |sound understanding of basic human resource management. | |Delivery mode and location: | | | |Assessments: | |Two assignments 2500 words (total word count) 30% | |Final examination 2 hours 70% | | | |You are required to achieve a mark of at least 40% on the final examination, in addition to achieving an overall mark of 50% for the | |subject, in order to pass this subject. ...
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...Human Resources HRIS Castle’s Family Restaurant Travis M. Webb DeVry University HRM-340-71805 Professor Stephanie Kern 10 March 2015 Introduction: Castle’s Family Restaurant’s operations manager Jay Morgan, also the HR manager, requested this proposal. The reason for the proposal is to find a way he can complete his HR tasks and remove the need to travel to each location, all while keeping cost down. Jay Morgan is looking for ways to cut time and money, which will let him, be more focused on other business related needs. In order to help Mr. Morgan, I am conducting a business assessment to gain a full understanding of the business and find all problems areas that may need to be improved. A HRIS needs assessment will be included in the proposal which will show how the company will benefit. My conclusion will be a summary of all points discussed in the proposal. Business Assessment: Located In Northern California, Castle’s Family Restaurant consists of eight location with 300 to 340 employees. What adds to most of the HR tasks is that at Castle’s only 40% of its employees are full time, the majority of the employees are part-time. Mr. Morgan, the operations manager, oversees all processes of the restaurant on a daily basis. The main focus should be on the day-to-day activities, but Mr. Morgan also serves as the HR manager and gets tied down dealing with employees HR questions, recruiting, hiring, payroll, and scheduling. Plus as the operations manager Mr. Morgan is expected...
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...Castle Family Restaurant has eight restaurants that operate under one regional manager that also acts as the Human Resource Manager for the restaurants. The goal is to develop a plan that can decrease the travel time for the regional manager, Jay Morgan so that he may save on gas expenses traveling between each eight restaurants in the Northern California area. The objective is to introduce an HRIS application and one vendor that can assist in the developing of the HR department and ease the transitioning of one individual HR manager to multiple employees. There are restaurants with profits in mind and provide the same food and service while the Castle’s Family believes in family, partnerships and developing relationships with one another for a great customer service. Introduction Castle‘s Family Restaurants and it’s eight locations in Northern California employed 300-340 employees and operated under one regional manager, Jay Morgan, who is also acting as Human Resource Manager for all restaurant locations. A business plan will help Mr. Morgan with the transition, as we apply an HRIS to manage all HR and payroll needs as a solution to the time and cost problem that founded in the business exploration. Castle's Family Restaurant continues to grow along with the Human Resource needs to keep the business operative. Company Review Castle’s Family Restaurant is a midsize family-owned restaurant with 8 locations in Northern California, the company is growing and thriving that...
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...Human Resource Information System (HRIS) Implementation Purpose The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization. Description A human resource information system is a centralized tool, which facilitates collaboration within the organization by improving and streamlining such processes such as allowing employees to create and track their career goals, providing more transparency in hiring, being able to identify well-qualified applicants, and automating the processing of paychecks and expense reports. It captures all data related to Human Resources and Payroll and provides the tools necessary for management to monitor and track this data, so they can better align their departmental goals with the goals of the organization. Objective The major objectives for introducing an HRIS are to: • Select and implement an HRIS across the enterprise that will enable standardized HR business processes, improve efficiency, reduce the number of databases to maintain, and eliminate the need for additional bolt-on systems. • Provide more robust tracking of employee and position information, enabling improved management decision making through on-demand data analysis and reporting. • Improve recruiting capabilities by providing self-service applications and the ability for...
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...Castle’s Family Restaurant Business Plan: Stage III Lamont Stokes Keller Graduate School Executive Summary The business is a food chain restaurant that is located in Northern California with roughly 300-400 full time and part time employees. There are other competitions within the area which are other fast food restaurants and we all serve the customer that wants fast food, but we are more family oriented. The majority overview of this business plan was to review and discuss the HRIS needs of the company, the type of HRIS that will be used and also what vendor would be providing these services to Castle's Family Restaurant. Introduction This business plan will discuss the importance and the benefits of having an HRIS implemented for the payroll function of the Castle Family Restaurant. Discussing of the Vendor that is selected and some key information on what the vendor provides is available in the paper. This paper will serve as a recommendation to assist the company in streamlining the payroll function of the business. Company Review The name of the business that we are evaluating is called Castle’s Family restaurant. The business is currently located in Northern California and has approximately 300-340 employees. Most of the employees at Castle’s Family restaurant are part-time with about 40% of the employees being full time. As we take a look of...
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...Castle’s Family Restaurant Business Plan: Stage III DeVry University Executive Summary The purpose of this business plan is to understand the restaurants business and its operations to improve its customer service and its employee relations. The Castle Family Restaurant has eight restaurants that operate under one regional manager that also acts as the Human Resource Manager for the restaurants. The goal is to develop a plan that can decrease the travel time of the regional manager so; that he, Jay Morgan, can save on gas due to high gas prices since each restaurant is located in the northern California area. The objective is to introduce a HRIS application and one vendor that can assist in the developing of the HR department and ease the transitioning of one individual HR manager to multiple employees. There are restaurants with profits in mind and provide the same food and service while the Castle’s Family believes in family, partnerships and developing relationships with one another for a great customer service. Introduction The Castle’s Family Restaurant has eight restaurants in northern California with about 300-340 employees. Most of the employees are part time with about 40% of them full-time. This business plan is to determine strategies that will eliminate the Human Resource position from Jay Morgan, so that he can reduce his travel time to all eight locations and to develop an HR department for the restaurants. In addition, the business plan is to enable...
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...Castle’s Family Restaurant: HR assessment Business assessment Castle’s Family Restaurant is a relatively small chain of eight restaurants in the Northern California area with approximately 300-340 employees. The restaurant is not a franchise and there is a single, joint HR/operations manager for all eight restaurants. The restaurants are casual businesses that are mainly designed to serve families for breakfast, lunch, and dinner. They make a profit by serving a high volume of customers in a short period of time. The employees on the payroll include servers and cooks, managers, and other staff such as busboys and cleaning staff. Employees are 40% part time, and tend to be relatively short-term in their employment. Keeping a tight reign on unnecessary expenditures is necessary for Castle’s, like most enterprises in the hospitality industry. Profit margins are razor thin, particularly during slow times of the year. There is also the constant risk of spoilage of food, and the constant need to train new workers in a volatile, high-turnover employment sector. The schedule and total hours of workers change very quickly from week to week, depending on availability and also the time of year. Identified problems The cost of gasoline has been increasing nationwide, but in California it is particularly prohibitive. Because of the consolidated nature of HR, Jay Morgan, the operations and HR manager must travel a far distance. Doing payroll individually using an Excel spreadsheet...
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...RMGT Task 1 GenRays HRIS Project Page 1 Table of Contents GenRays Matrix (A) ............................................................................................................................ 4 GenRays Project Charter (B) ....................................................................................................... 19 Project Title ............................................................................................................................................. 19 Purpose ................................................................................................................................................... 19 Description .............................................................................................................................................. 19 Objective ................................................................................................................................................. 20 Success Criteria or Expected Benefits ..................................................................................................... 21 Funding ................................................................................................................................................... 21 Major Deliverables .................................................................................................................................. 22 Acceptance Criteria ...............................................
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...Defining your requirements for a new HRIS system. It is increasingly becoming pivotal for Human Resource Management professionals within organisations to stay up to date with technology and new software or system innovations that will make its operations more cost effective and efficient for the employer and other end users. This means making sure the Human Resource Information System (HRIS) is able to configure relevant tasks and information as required by the organization’s overall goals. The following factors are key considerations that Human Resource managers need to make when defining their requirements for the implementation of a new Human Resources Information System (HRIS). Firstly, Understand the problems faced. Emphasis should be made in ascertain what exactly people need from a new system so as to have the necessary features included. Also, a detailed assessment of the current system can be undertaken, taking into consideration whether to resort to a single interface system or a package solution might be required (a multi-faceted system). Secondly, Identify the Pain factors of the status quo. These need to be identified and catered so as to understand the organization’s system deficiencies. Pain factors are those aspects of the current system that cause problems for those who manage it and those who use it. These pain factors can be determined by carrying out a Current state assessment and agreeing with the main stakeholders as to the problems the new HR system...
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...................... 2 HISTORY AND EVOLUTION OF HUMAN RESOURCES SOFTWARE ................................................... 3 Defining Different Types of HRIS Solutions..................................................................................... 5 What Are HR Systems Managing? .............................................................................................. 5 What Are the Main HR Software Solutions? .............................................................................. 5 HRIS Solutions ............................................................................................................................. 5 HCM Solutions............................................................................................................................. 6 HRMS Solutions ........................................................................................................................... 6 HUMAN RESOURCE INFORMATION SYSTEM-DEFINITION.............................................................. 7 HRIS – Why it is needed? ............................................................................................................ 7 Components of HRIS ....................................................................................................................... 8 Benefits of HRIS............................................................................................................................. 10 A. Benefits for management...
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...Abstract This paper is in response to Riordan Manufacturing service request SR-rm-004 and will analyze the HR system and how to integrate the existing tools in use today into a single application. Riordan is seeking an upgraded system for their human resources department. In this paper I will identify and describe each phase of this new system development life cycle project from beginning to end. We will break down each section to make sure that each phase of the project is well communicated and answer any questions that may arise. The COO of Riordan Manufacturing, requests an analysis of the HR system. The request is for an integration of the existing range of tools into one unified system. Riordan is looking for a modern information system for the human resources department. A system plan to improve human resources department information systems will be the basis of this summary. History and Background of Riordan Manufacturing Riordan Manufacturing Inc. began with Dr. Riordan, a chemistry professor. Dr. Riordan received approval for a few patents that involved processing polymers into super strong plastic substrates. In 1991 Dr. Riordan started Riordan Plastics, Inc. after he discovered the commercial power and economic benefits of his patents. Riordan took on a new direction of paying more attention to research and development. He also made sure he maintained the licenses of those patents he had already obtained to help further is business...
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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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...Contents Scenario Stage Introduction 3 Business Assessment 4 Identified Problems 4 HRIS Needs Assessment 5 Proposed Model of Castle's Family Restaurant HRIS 6 Conclusion 7 References____ ____________________________________8____ SCENARIO STAGE 1 INTRODUCTION Castle's Family Restaurant has eight restaurants in the Northern California area with approximately 300-340 employees. Most of the employees are part time with approximately 40% of them full time. The Operations Manager, (Mr Jay Morgan), also acts as the HR manager and travels to each location every week to take care of scheduling, recruiting, hiring and answering questions for the employees as needed. He also takes care of payroll using an Excel spread sheet and has a computer application to print payroll checks. Mr Morgan approaches you, (an HR Consultant), for a proposal. Due to the increase in gasoline costs, he would like to greatly reduce his travel time for visiting each location each week and wonders if there is anything you can suggest to him to help him complete his HR tasks in a cost-effective manner. He hopes there is some way he can do part of his HR tasks from his office instead of traveling to each location. BUSINESS ASSESSMENT: (Per Professor Ficken)- The name, type, and size of business...
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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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...Riordan Manufacturing HRIS Analysis University of Phoenix BSA/375 July 15, 2010 Riordan Manufacturing HRIS Analysis The ability to analyze and study the needs of an organization is an essential skill for a systems analyst. A systems analyst uses the concept of analysis and design to maintain and improve their information systems. The main goal of systems analysis and design is to improve organizational systems, typically through applying software that can help employees accomplish key business tasks more easily and efficiently (citation). The first steps that need to be taken in systems improvement are research and analyzing the scope and feasibility of a new project. Systems Analysis Approach The information-gathering technique and design method proposed for this project is the Rapid Application Development method, acronym RAD. The RAD methodology is a process in which research of user requirements is compiled before producing any detailed system design documents. Using this approach decreases the time needed to design and implement new systems. Factors of Successful Analysis The Rapid Application Development method incorporates using three different approaches of systems analysis. These sub-approaches are Prototyping, Computer-Assisted Software Engineering Tools, and Joint Application Design. By using the three different perspectives, RAD streamlines the entire systems analysis and design process. Prototyping Prototyping is the building...
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