...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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...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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...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
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...Lawson.com | Industries of all types and sizes, with a particular emphasis on the healthcare and US public sectors | UltiPro HR | UltiPro Workforce Portal, eEmployee Self-Service, eManager Self-Service, eAdministration, eHuman Resources, ePayroll Processing, eRecruitment, eBenefits Enrollment, eReporting and UltiPro Business Intelligence, Position Management | SAAS, cloud | Customer videos, whitepapers, video casts, company documents, podcasts. | Ultimate has a comprehensive and well structure website. It is very informative with all kinds of introductive videos and descriptions. Attractive website. | Ultimatesoftware.com | Industries of all types and sizes (ranging from 200 – 1000+ employees) | Oracle | Human Resources, HCM Warehouse, HRMS Portal Pack, Employee Benefits and Compensation Modules, Recruiting Modules, Payroll Modules, eDevelopment, Learning Management, ePerformance, Workforce Planning, Absence Management, Directory Interface, eProfile, Time and Labor. | SAAS | Oracle Premier Support, Oracle Advanced Customer Support Services, My Oracle Support, Training. | The website is well categorized, and the interface is very fancy. It is informative as well, and it will attract many potential...
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...Executive Summary Castle’s Family Restaurant has been a highly successful restaurant operating in the northern California area for the last thirteen (13) years. As a family-owned chain, the restaurant as proven success by operating eight (8) restaurants under the family name. In an effort to continue achieving the high levels of success that it has experienced over the years and possibly expand further, certain aspects of the operation of the company will have to be controlled by technology. One such area is the HR process that has become a manual, time consuming, daunting process. Castle’s can improve their HR operations and support their growing company overall, by implementing a web-based HRIS. After much research and evaluating the needs of the organization my recommendation to help with automating the HR process would be Asentis. This web-based software would be an asset to the restaurant chain. It would assist the operations manager, Jay Morgan is carrying out his duties in a more time effective manner rather than driving from store to store to deal with HR issues. Asentis is secure, comprehensive, caters to the needs of a growing business and is very easy to use. Asentis will assist with the payroll process and other aspects of the business including scheduling, benefits management etc. Additionally, with a staff of 340 plus, having this system will allow for better scheduling which can also be tied into the payroll system once implemented that way. The software...
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...WORKGROUP SALARY DISPERSION AND TURNOVER INTENTION IN CHINA: A CONTINGENT EXAMINATION OF INDIVIDUAL DIFFERENCES AND THE DUAL DEPRIVATION PATH EXPLANATION W E I H E , L I - R O N G L O N G , A N D B Å R D K U VA A S The present study generalizes previous pay dispersion research to the Chinese context by examining the cross-level relationship between workgroup salary dispersion and employee turnover intention contingent on individual differences. Field survey data including annual objective salary and self-reported attitudes among 370 Chinese employees in 51 organizational workgroups supported our cultural predictions by showing that the relationship between workgroup salary dispersion and turnover intention was positive only among employees with higher rather than lower levels of Chinese traditionality and among those with lower rather than higher salary levels. Furthermore, the results of mediated moderation analyses suggest that a dual-deprivation path model can explain the above relationships. We discuss the theoretical, cultural, and practical implications of these findings for organizations. © 2015 Wiley Periodicals, Inc. Keywords: salary dispersion, Chinese traditionality, turnover intention Introduction E mployee turnover is a challenge for organizations and managers not only because of the decreased firm performance followed by the loss of talent, but also due to the expensive replacement cost associated with hiring, selecting, and training...
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...|Source 1 | |Title: |Enterprise Culture: The Headspring of the Enterprise Competition Ability | |Reference: |Zhaojiang Dong | | |Journal of Social Sciences 2013. Vol.1, No.5, 23-26 | |How will this source will be|This source gives a general definition of corporate culture and the role it playing in company for decision | |useful? |making as well as strengthen the sense of cohesion of employers. | | | | | |I am going to use these useful points in my essay—the part of the definition of enterprise culture. | |In which part of my essay |Besides, I attempt to analyze and evaluate the definition the source refer to. | |will I use it? | | | | ...
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...employees as the hardest issue for expatriate’s success in China is the time required to adjusting within its foreign country making hiring locally most feasible. Finances could be another reason why hiring locally would be in the greatest interest of the company. Selmer explains that the expense of the assignments for several expats could exceed the budgets as risk of failure is too great. The expats could experience dissatisfaction from the job itself due to the lack of being able to adjust within the country or separation from family living abroad. While there is evidence showing the negatives to hiring expats, there are positives as well. Hiring the right expat that is “talented with technical skills, cross-cultural knowledge, and Chinese language abilities can...
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...Sullivan University | Roaring Dragon Hotel: Intercultural Communication | Bader Ali | | | 10/25/2015 | This is a proposal for the Roaring Dragon Hotel case study. It Includes an Executive Summary for the whole paper starting from introduction down to the conclusion. This will also include out-sourced researches to help clarify the dilemma of lack of communication along with the ignorance of Guanxi. | Executive Summary: In this proposal, you will read briefly about the history of the Roaring Dragon Hotel and where does it stand in its industry. There will be emphasis on how relationships, Guanxi, were a major source of income and interest. This proposal will focus on the setback of internal cultural communication in the hotel and how it affected the hotel’s evolution. The hotel decided to grow, from a 3 star to a 5 star hotel. A foreigner team of specialists were requested for the change procedure. The team was not made aware of the culture they are stepping foot in; add to that, they did not speak the language. The Management excused themselves from explaining to the foreigners what inner value does their employees hold; Guanxi. The employees were not told about the change and its phases. The employees did not understand the language of the outsiders nor their unfairly perceived actions. The evolution team should have invested some time in researching the culture of China, the culture of the hotel, and its business routine. The management members must...
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...Most ethnic Chinese share a common Confucian legacy with the Japanese and Koreans, but the way the Asian Chinese run their organizations, differs from them. The unique way that the Chinese business system operates is known as ‘overseas Chinese management’ (Petzall, Abbott & Timo 2007). Although both the Japanese and Koreans and the Asian Chinese are collectivist, community is more important to the former, while family ties and ‘guanxi’ are more significant to the latter (Petzall, Abbott & Timo 2007). ‘Guanxi’ is a special relationship between two individuals due to the existence of particularistic ties who are obliged to maintain a long-term relationship with mutual commitment and loyalty (Chen & Chen 2004). Overseas Chinese management is practiced by ethnic Chinese nationals in Singapore, Malaysia, Hong Kong, and other Asian countries who run their own businesses. According to Petzall, Abbott and Timo (2007), these traditional Chinese family firms are usually small-scaled businesses that employ no more than 200 people. Being small-scaled, there is little need for labour specialization and a high degree of structure and formality within the organization. Thus, there are few rules and standard procedures and low files and records in such small family businesses. Although there is no clear hierarchy of authority, the assumed important positions like owners, executives and managerial roles are held by family members and by others who have that special ‘guanxi’. Decision-making...
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...employees as the hardest issue for expatriate’s success in China is the time required to adjusting within its foreign country making hiring locally most feasible. Finances could be another reason why hiring locally would be in the greatest interest of the company. Selmer explains that the expense of the assignments for several expats could exceed the budgets as risk of failure is too great. The expats could experience dissatisfaction from the job itself due to the lack of being able to adjust within the country or separation from family living abroad. While there is evidence showing the negatives to hiring expats, there are positives as well. Hiring the right expat that is “talented with technical skills, cross-cultural knowledge, and Chinese language...
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...Current situation 2 Current Situation: 2 1. Company purpose 2 2. Industry Sector 2 3. Size and Location 2 4. Location 2 5. Number of employees 2 6. Current exporting activities 3 7. Other relevant information 3 8. Company product / services / markets 3 9. Initial description of chosen product/service for export and country 6 Planning export offering 7 1. Customer Profile and Needs 7 3. Potential size of this Market 11 4. Partners / associates that you will need 11 Initial Country Analysis 14 1. Country risk rating 14 2. Issues/ Product modifications required for market 15 Environmental Analysis of Market 16 Macro Analysis 16 Micro Environment 17 Entry Strategy, Implementation & Operational Changes 19 Entry Strategy 19 Implementation 19 Operational Changes 20 Conclusions and Recommendations 20 Bibliography 20 Appendices 20 Current situation 1. Company purpose The way I explain the purpose is as company named “ECO STORE”. The meaning by ECO is GREEN, the reason I use the word GREEN because when people see green things which the first idea comes in mind is nature and free from contamination and nothing chemical and 100% sure harmless for human body. And the meaning by STORE is “putting every ECOed things together”. So the purpose of the company is making human’s life healthier and not let any chemical thing to harm us. 2. Industry Sector As a company who has been focusing on the career in “Green (As...
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...centre for consumption. It is crucial that western businesses and managers understand how to do business in China and the issues they may face in management practice in an international and cross-cultural context. Political and regulatory considerations for doing business in China, Anti-gifting regulations in China The giving of gifts is an essential part of Chinese culture (Yang 1988). Personal and corporate gifts accounted for approximately 25% of luxury goods sales in China in 2012. Bain et al (2013) This sale percentage is now at risk as the Chinese government attempts to combat both the act of corruption and a negative view among the population of the behaviour of politicians. As part of the anti-corruption campaign, in July 2012, the State Council passed regulations stating that government agencies are prohibited from purchasing luxury goods. As the new leadership in China pledged to increase efforts to curb corruption, it is generally expected that the anti-corruption drive will slowdown corporate gift-gifting, there by weakening the demand for luxury goods. Modes off entry, In entering the Chinese market the company must understand what entry...
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...Final Case Study Answer5: In my opinion, out of the three options I would suggest the third option for the Controls, Inc. subsidiary. To continue with their current strategy containing a lot of errors and haphazard would mean dissolving the company into nothing in the coming future. Also I would also not suggest hiring an HRM specialist that also from another firm because the Company cannot afford to take such risks in handling such high paid workers who needs a suitable working environment with hardworking team-mates. So the best thing to do is to slowly progress to achieve their targets by improving their human resource quality and services. There are lot of mistakes that were made by the company during the assignment of James in China which included mistakes in their reservations and other transfer facilities. These are uncared part of operations by the Company in the overseas. This is due to un-trained workers who lack the knowledge of the importance of such projects and those who don’t understand the diversity in overseas management. Therefore I suggest Controls Inc. to carefully analyze their staffs or recruits and train them well before assigning such tasks so as to make things comfortable for people like James who are enthusiastic about such projects. These small things such as language translation, accommodation and so on, if are managed badly; it affects their flow of work. Controls Inc. also has expanded very rapidly during their age of progression which has made...
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