...Systems Consideration in HRIS 1 SYSTEMS CONSIDERATION IN HRIS EVALUATING TWO DATA BASE SYSTEM When looking for HRIS database systems there are some key factors a company should consider when making a choice. Your customers, managers, technicians, clerical employees, organizational employees and nonemployees. What the system and the users all have in common is that all information is about potential and current employees with a focus on managing the organization’s human capital to achieve strategic organizational goals. As I look into some of the commercial hr data base systems, two came to mind ICIMS and INSPERITY. We will look into both systems and evaluate the advantages and disadvantages of each system and select the system which best serve our company. Businesses are harnessing the power of ICIMS for intuitive talent acquisition and on boarding solutions, helping companies hire the best and brightest with ease. One of the most favorite feature is the branded career portal. These portals are designed to match the look and feel of a company’s website, allowing candidates to search for jobs in a environment that match the company’s brand. When you connect this portal to the company’s website, searching and applying for positions becomes intuitive and easy, eliminating barriers and increasing the talent pool from which HR professionals can choose. ICIMS also include social media distribution, career site search engine optimization, and...
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...Assignment #1 Systems Consideration in HRIS Human Resource Information Systems Zelphia Brown, Instructor There are many different types of commercial HR database systems. HR Quik and Waypoint HR are two types of commercial HR database systems. There are several advantages and disadvantages between the two. HR Quik’s advantages are time efficient, affordable, effective, easy installation onto computer, offer hosting platform that could be monitored directly through HR Quik, offer applicant website where applicants can apply directly online, tracks benefit plans and employee costs, scan individual documents to employee records, offers sample forms, merging document capabilities, generate reports, track training and licensing, and supports multi-currencies. HR Quik’s only disadvantage to me is that it’s only useful for small to mid-sized companies. It should be able to meet the needs of all types of businesses. Waypoint HR’s advantages are that they retain all employee records, has no purchase costs, free to download and install, manage employee absences and it supports multi-currencies. I feel the disadvantages with Waypoint HR are you have to have your own in-house server to run and you will need you own internal precautions and security measures. I think that HR Quik would fit the needs of my organization better for mainly three reasons. First, it comes secured with password so only certain people that have the access could get confidential information. Second, upon...
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...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...
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...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 intends to solve...
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...SR-RM-012 Team A Week 3 BAS/310 March 23, 2014 Anastasia Jakubow Systems in Review We have been asked to review current and future systems for Riordan Manufacturing’s Human Resource and Legal departments. We have done an evaluation of the systems as they are today. The goal has been to identify areas that need improvement. Our suggestions are as follows. Human Resource The present Human Resource Information System (HRIS) was installed in 1992. Here is a short rundown of what the system does: stores employee information (pay rate, hire date etc.), contains separate excel spreadsheets for training/development and job analysis/salary compensation, job openings and resume filing, and employee relations (complaints, grievances etc.) ("HRIS", 2005). Upon review, it is concluded that Riordan Manufacturing is operating on an outdated HRIS. This has at least two disadvantages. First and foremost, the current system has security concerns. Second, the current system is not efficient. A survey of HRIS systems users has shown that lack of efficiency is one of the biggest problems with old HRIS systems, and therefore one of the top priorities in a new system (“Top HRIS challenges,” 2002). Security concerns include the following: employee information changes must be submitted on paper creating a possibility for loose papers with personal information, resumes are stored in multiple unsecured locations, and employee files are kept in multiple unsecured locations...
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...| 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: John...
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...management information systems (MIS) in industrialized countries’ enterprises in the 1980s, HR functions increasingly started to deploy human resource information systems in their daily work. HRIS were primarily seen as MIS 54 sub functions within HR areas intended to support the “planning, administration, decisionmaking, and control activities of human resource management. During the 1990s, along with the adoption of more complex HR practices focused on a company’s overall performance goal, HRIS correspondingly evolved into more sophisticated information expert systems featuring analytical tools to support decision-making in managing human capital (Ostermann, Staudinger & Staudinger, 2009). Information technology in the past decade drastically changed the human resources function. Providing support for mainly administrative activities such as payroll and attendance management in the beginning, information technology today enhances many of the recruitment function’s sub processes such as long and short-term candidate attraction, the generation, pre-screening, and processing of applications or the contracting and on boarding of new hires. Online job advertisements on corporate web sites and internet job boards, online CV databases, different forms of electronic applications, applicant management systems, corporate skill databases, and IS supported workflows for the contracting phase are only few examples of the various ways by which information systems today support recruitment...
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...New Technology, Work and Employment 15:2 ISSN 0268-1072 Strategic exchange in the development of Human Resource Information Systems (HRIS) Carole Tansley and Tony Watson The potential of computerised human resource information systems (HRIS) is often not realised for several reasons. Taking a relational/processual rather than a systems approach, a case study of a global HRIS development project is examined using strategic exchange to highlight important social considerations of organisational, group and individual projects. As employing organisations and their environments become increasingly complex, their managers face growing difficulties in coping with workforces spread across various countries, cultures and political systems. Given such trends, information technologies have considerable potential as tools to be used by managers generally and in human resourcing functions particularly. But information technologies are not simple and uncomplicated tools to be picked up by managers and others and utilised without debate, reflection and contestation. They are tools that are used by human beings who have personal and group interests, values and identities to develop and defend. And, at a more structural level, there are numerous influences on the way that such technologies are incorporated into the strategies and plans of contemporary organisations. These include the changing structures of the organisation, the increase in partnerships and collaborations...
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...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, the critical...
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... HRM-Human Resource Information Systems 15 April 2014 Introduction Human Resource Information System (HRIS) is software used for tracking, entering and storing of data needs by Human Resources within an organization. There are many companies that sell HRIS software with each form having different features. An effective HRIS provides comprehensive information on all the current employees, former employees and the potential employees (Obeidat, 2012). Two Commercial HR Database Systems HR Quik® by Data Ingenuity, Inc. is a simple human resource employee database system. The HR Quik database system can be loaded onto the company’s server, network, hard drive or cloud based. HR Quik offers an on-line applicant website with the program. Just link the application website to the company website. Then, when employment applicants click on "Jobs", they will be directed to the application website with the company’s logo. The applicant can complete an on-line application, submit their resume, and complete EEO data. The hiring manager can process applicant as Hire, Decline, Pending, etc. Hired applicants can be imported into HR Quik where offer letters and other new employee paperwork can automatically be generated (dataingenuity.com). BambooHR is the second HR database system researched. Their system is a flexible HRIS system and pricing that adapts to the company’s...
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...would you evaluate Benefast Partners’s strategy? Human Resource Information Systems can be defined as a database that designed for keeping and recording the essential employees or personnel data in the organization and it can be modified accordingly to the needs of the organization and able to fit in to the organization accordingly to what industries. The purpose of HRIS is not only to keep the information for the personnel but also as a tool to manage the employees within the organization in such efficient ways. As a client of HRIS product, the organization should know what their needs before they begin to use the product from the HRIS vendors to fits their needs. On the other hand, a vendor that supplying the product to HRIS clients should build the product that may fulfill their clients’ needs as could and possibly to fulfill more than 75% of the client’s satisfaction in order to achieve the standard of good application or HRIS product. Based on the information of the case of Benefast Partner’s, it shows that that company strategy is not efficient enough to handle the continuous need for change. The evaluation on Benefast Strategy could be listed as follow: i. Poor Gap Analysis Gap analysis is the culmination of a need analysis, where it is a process of documenting and comparing the current state of the HRIS with the desired future state based on needs that are not being met with the current system or on the other words, gap analysis brings the two previous activities together...
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...Service Request SR-rm-004 part2 Riordan Manufacturing human resources information system project has reached the end of the current systems analysis phase of the system development life cycle. The information gathering process has been completed and we must move on to the next step in our SDLC. Riordan’s executive management has made clear that they wish to make the system more efficient and secure. While conducting our analysis of the Riordan Manufacturing we found many issues that need to be addressed and several inefficiencies. We also found many security concerns that need to be addressed in the interest of the company and its personnel. Application architecture and process design Designing forms and reports is a user-focused activity that typically follows a prototyping approach (Dennis, Wixom, & Roth, Chapter 8, 2009). Prototypes may help to model desired behavior, design the user interface, or analyze resource utilization (Bass, Clements, & Kazman, Chapter 1, 2003). The analyst will take in to consideration the data we compiled during part one of the service request to design a prototype of the system. This prototype will be heavily based on the needs and goals of Riordan Manufacturing executive management and take in to account some of the input from the human resources department management and staff. We learned in part one of this service request that Riordan Manufacturing’s current system and practices are unsecure and inefficient. This project must also evaluate current...
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...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 can...
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...The Transitioning Role of HRM Novelette Anglin University of Phoenix November 28, 2010 The Transitioning Role of HRM Changes in each individual and organization world becomes a need doing business differently whether from a smaller to larger firm, one position to the next, or just a general big change for many reasons. The transition structure and role of HRM can be a bit costly and reorganization for transition can bring negative and positive factors. In this paper the transitioning role of HRM will discuss and line out the factors that changed the primary role of HRM from that of functional operation to that of strategic partner, the way technology affect HRM, and how HRIS influence organizational culture and change. Factors that change the primary role of HRM from the functional aspect of operation to a strategic partner are the opportunities gaining a momentum as one of the best asset in an organization. As HRM is adopted in the strategic partner relationship the prospect defines a long-term relationship, and objectives well achieve in common aspect and with partners of the organization. The activities in the HRM strategic partnership is an intention to ensure the financial aspect of the organization. According to the strategic human resources website, the website stated that,” Partners do not hinder one another. They support each other to achieve common objectives. This includes business objectives...
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...Question 1 1.1 Human Resource Management as defined by Jones and George, 2003:365 “Human Resource Management includes activities that managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organisational goals”. Human Resource Management has been around has been (History of Human Resource Management) The current approach at Global enterprises consist a very administrative process of managing human relations at the organization. We note that the entire system used by global enterprises is basically outdated and completely technology less. Their process of employing staff to filling positions within the company seems to be handled across the board of supervisors per department alternative to the Human Resource department handling the entire process of staffing the organization. The process used currently makes not room for the actualization of the Human resource department or function rendering their services to almost no value. This shift form the Administrative look at the human resource department is imperative for the growth of Global Enterprises. In an technologically age we take note to the various programmes available to organizations the advancement of the Human Resource management, both technically and legislatively proves that there has been leaps and into the future of Human resource management and the application of HRM in today’s business. Global Enterprises...
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