Premium Essay

Hris Implementation

In: Business and Management

Submitted By tesherka
Words 286
Pages 2
HRIS Implementation
Background and company objective

The company that I am currently working for is one of the largest automotive fleet provider in
North America and industry leader in vehicle event services. We are committed to effectively managing and delivering the right solution for a broad spectrum of customer needs better than any other comparable source in the country. Dedication to our 1,900 countrywide personnel and
100 Canadian employees is one of the big reasons of our success and why I truly enjoy working there. Our HR team, which I am a part of, is in sync with our company’s culture and goals and is in charge of multiple tasks including: payroll processing, benchmarking our salaries to industry, handling unemployment claims, producing W2s, provide strong and well administered benefits, verify employment for current and termed employees, handle employee relations/disputes as well as keeping track of various safety trainings and certifications. Some of those tasks not only create a huge bottlenecks requiring unessential data but also make reporting, which is preformed quite often in my opinion, very difficult and challenging.
The challenges that our HR team faces on a daily basis, besides reporting, are a variety of out- dated and no longer supported systems used in our department that need to be updated manually in order to function somewhat properly in our time keeping system, which really brings down our productivity and increases likelihood of costly errors. Benefit tracking and reporting feels like wasted time since it’s one of the major time consuming tasks that I am personally responsible for and it’s hardly ever accurate and at the end we still turn to our benefit advisor for a detailed report that is somewhat...

Similar Documents

Premium Essay

Hris Implementation

...Human Resource Information Systems: Implementation in Taiwan Carol Yeh-Yun Lin Abstract Approaching the new century, human resource information systems (HRIS) capitalize on the synergy between the two precious assets, human resources and information technology. This study examines the content and context of HRIS in Taiwan. Research shows that higher HRIS level (DSS>MIS>EDP), usage by top managers, usage by HR staff, and HRIS experience contribute to greater organizational support and HRIS effectiveness. Training, support of the information systems department, involvement of human resource leaders, and computer literacy of HR staff are the most significant contributors to the effectiveness of HRIS. In addition, more emphases on support for decision making, timeliness, comprehensiveness, and accuracy can also enhance systems effectiveness. Introduction In an era striving for excellence, human resources become a crucial source of competitiveness (e.g., Porter, 1985; Ulrich, 1987). Pfeffer(1995) reported that the five best performing firms from 1972 to 1992 in the USA rely not on technology, patents, or strategic position, but on the management of their work force for sustained advantages in the marketplace. The business community also realizes that after people, information is its most important asset (Jenkins and Lloyd, 1985). During the past decade, information technology has greatly impacted the way businesses are managed....

Words: 5333 - Pages: 22

Premium Essay

Hris Implementation Project Scope

...The management is expecting the proposed HRIS system to replace this primitive one. Statement of Work Project Team: The core team of six members will be managing the project through its completion. The project manager is Matthew Mille. Implementation Analysis: The project team will begin...

Words: 1038 - Pages: 5

Premium Essay

Rmgt Task 1

...GenRay Inc. 2012- 2013 GenRay HRIS Program Management Strategy Developed by: Brian James GenRay Inc. 2012- 2013 GenRay HRIS Program Management Strategy Developed by: Brian James Table of Contents GenRay’s hris project management tool Matrix Template 2 RMGT Task 1 - Section Overview 2 GenRay’s hris project management tool Matrix 2 GenRays Project Charter - HRIS project 2 genray HRIS Program Purpose 2 GEnRay HRIS Program Description 2 genray hris target state overview 2 GenRay HRIS PROGRAM BACKGROUND 2 Genray hris Success Criteria 2 GenRay hris Project Objectives 2 Genray estimated Funding 2013-2014 2 genray hris Acceptance Criteria 2 Genray HRIS Approval Requirements 2 Genray HRIS Project Manager 2 Genray HRIS Authorize Authority 2 Accountable Genray HRIS Executive 2 Genray hris goverance and decision bodies 2 genray hris Key External Processes 2 Genray HRIS Milestones and Deliverables 2 genray hris Milestone / Schedule 2 genray hris Charter Expiration 2 genray hris charter/ scope/ project plan Approval 2 GenRays HRIS Project Scope 2 Project Scope Description 2 genray hris target state overview 2 GenRay HRIS Integration Plan 2 Genray hris CUSTOMER REQUIREMENTS 2 Genray hris Statement of Work (sow) 2 genray hris Background 2 Genray hris Tasks and Deliverables 2 SOW Task 1 - Project Management 2 genray hris Project Management Deliverables - sow 2 SOW Task 2- Process Change Management 2 SOW Task 3 -...

Words: 20249 - Pages: 81

Premium Essay

Syllabus

...| Syllabus School of Business HRM/319 Version 1 Human Resource Information Systems | Copyright © 2009 by University of Phoenix. All rights reserved. Course Description This course focuses on the interface of the human resource management functions of an organization with computer technology. It identifies issues involved in creating, implementing, and maintaining human resources systems and the benefits of human resources systems. The class explores key topics in depth using computer analysis models to aid in managerial decision areas such as staffing, employee development, position management, total compensation, outsourcing options, and professional development. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Ceriello, V. R., & Freeman, C. (1998). Human resource management systems: Strategies, tactics and techniques revised and expanded edition (2nd ed.). Hoboken, NJ:......

Words: 2370 - Pages: 10

Premium Essay

Hris

...The HRIS handles the transactional duties in HR, including the employee records, applicant tracking, training and development needs and progress, performance appraisals, compensation and benefits administration, safety and health, government reporting, policies and procedures, employee handbooks, and related employee and labor relations....

Words: 1267 - Pages: 6

Premium Essay

Hris & Trust

...INTRODUCTION In this term paper, I will explore the notion of ‘Technology 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.”...

Words: 2347 - Pages: 10

Premium Essay

Bsa375

...Following SDLCs structure and its categorizations, the five phases will be covered in this paper and they are the following: project planning, analysis, design, implementation, and support (Burd, et al, 2004). In addition, this paper will also tackle the different types of information gathering that is best for the success of the project. According to Burd, S.D, et al (Systems Analysis and Design in a Changing World, 2004), there are several methods of information gathering and most widely used, and they are the following: Review existing reports, forms, and procedure descriptions; Conduct interviews and discussions with users; Observe and document business processes; Build prototypes; Distribute and collect questionnaires; Conduct joint application development (JAD) sessions; Research vendor solutions. Company Background Founded by a professor of Chemistry in the year 1991, Dr. Riordan’s company initially a research and development and licensing of its existing patents, obtained a venture capital in 1992 purchase a fan manufacturing plant in Pontiac, Mi. With the purchase of the manufacturing plant in Pontiac, Dr. Riordan change his company name from Riordan Plastic, Incorporated to Riordan Manufacturing, Incorporated. As the company grew on the production of plastic beverage containers in 1993, Riordan Manufacturing expanded in Albany, GA. Recent expansion of...

Words: 3386 - Pages: 14

Premium Essay

Research Proposal Sample

...Aim and Objectives: * To explore the involvement of HRIS in SHRM * Articulate the main strands of the information systems in human resource management. * To examine and explore the professionals and managers of the human resource department effects due the HRIS on...

Words: 1416 - Pages: 6

Premium Essay

Information Systems for Human Resources Management

...Certain topics include: • Role and functions of a HRIS for human resources management • Relationship of a HRIS to other information systems • Process of planning, developing, and implementing a HRIS • Implications of effective HRIS utilization for health services managers Managing human resources effectively requires information from several sources. Computer technology enables hospitals and other health care organizatoin to combine human resources into a single database that can be used to support multiple personnel and managerial functions. A human resources information system (HRIS) is the integration of software, hardware, support functions and system policies and procedures into an automated process designed to support the strategic and operational activities of the human resources department and managers throughout the organization. An HRIS database maintains an inventory of people, job skills, and positions and its system draws on these inventories for transaction processing, reporting, and tracking. The HRIS provides a foundation for a set of analytical tools that...

Words: 1413 - Pages: 6

Premium Essay

Genrays Project Charter

...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...

Words: 2477 - Pages: 10

Premium Essay

Management

...Human Resource Information Systems Human Resource Information System (HRIS), refers to the systems and processes at the intersection between Human Resources Management (HRM) and Information Technology. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems (HRIS). * Currently Human Resource Management Systems encompass: * Payroll * Work Time * Benefits Administration * HR management Information system * Recruiting * Training/Learning Management Systems * Performance Record * Employee Self-Service * Attracting, retaining, and motivating employees;...

Words: 2545 - Pages: 11

Premium Essay

Riordan Manufacturing: Human Resources Integration Proposal

...System Implementation 6.1 Coding 6.2 Testing 6.3 Installation 6.4 Documentation 6.5 Training 6.6 Support 7. Conclusion Information Gathering Techniques The information gathering process should begin with an Internet search using key Phrases such as human resources information systems (HRIS), human resources software, human resources handbook, and human resources model. All of these search phrases will return many results that will provide information on HR system designs, software specifically for HR departments, and other companies’ policies and capabilities. One may also receive results reflecting ideas for HR systems that may not currently be in use, and testimonial about ideas that work in today’s businesses. Researchers can elicit more specific information from software companies, consulting firms, or individuals through follow-up phone calls, letters, or e-mails. A focus team can observe, survey, or interview employees in an attempt to discover the features the users of the system want to see presented in the new system. One will find that if the...

Words: 2336 - Pages: 10

Premium Essay

Mgt2 1

...Project Deliverables Procurement of software Installation of software Procurement of hardware Installation of hardware Training developed and ready for executive, manager, and employee stages Dates set and completed for each training stage Feedback to develop a standard process and procedure control Process and Procedure control completion Training sessions Troubleshooting Implementation Acceptance Criteria...

Words: 2214 - Pages: 9

Premium Essay

Service Request Sr-Rm-022

...Service Request SR-rm-022 Robert Vermette BSA/375-Fundementals of Business Systems Development January 19, 2013 Jeffery Comrie Analysis of the Riordan HR system My report will be regarding the main information collecting strategies that we will use for this project, depending on "Analyzing HR System.” A few main aspects will be recognized that is linked to the accomplishment of what is called the information collecting procedure. The scope and feasibility will be defined to assist us in accepting the significance of this project. This report will provide awareness for the project and may be able to recognize a range of options for the information to move forward Information Gathering procedures The data or information that is collected is an important step in any part of the plan. It ought to be conceded out in an organized way for procuring the targets of the development and accumulating the correct data. Data should be combined from options that express dependable data and provide the intention of the project. The collection of data collecting resources should be completed in compliance to the necessities of the development. For accumulating the data, two main options will be used, first and second options. Both of these will be supportive in collecting applicable and helpful information. “The first resource, questionnaire or meeting strategies can be used to collect information. Interviews......

Words: 3563 - Pages: 15

Premium Essay

Introduction to Hris

...Johnson EDITORS’ NOTE The purpose of this chapter is to provide an introduction to the fields of human resource management (HRM) and information technology (IT) and to the combination 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....

Words: 12986 - Pages: 52