...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...
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...Project Scope Document Template HRIS Implementation Project Project Scope Document Gen-Rays 1/17/2014 Scope Description GenRays has just implemented a centralized finance, purchasing and logistics system. As a result of this implementation, the company realized that it saved cost and improved productivity. The management is now looking for a similar system for HR and is convinced that this implementation will replicate similar success. The following is the current scenario at GenRays HR operations: the HR system is not centralized and each location has its own HR team to carryout payroll and other HR duties. The downside of this setup is that it costs the company great deal of time and money. In order to integrate HR systems within the company, a new HRIS needs to be implemented to improve business functions. HRIS system will centralize employee database, payroll, performance management, career development and other HR operations. With the new system, recruitment process will be automated with a searchable database and capable of accessing opportunities available in the job portal. Customer Requirements: GenRays is looking for a system that would centralize its HR functions. Currently, employees are working from branch locations to support the legacy system – something the new HRIS system is supposed to address and replace. The customer is also looking for cost-effective system that would be able to automate most of the HR services such...
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...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.” The recent reports explain reasons the failures of HRIS implementation as poor project management, loose project control, equipment...
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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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...Operating Officer Hugh McCauley writes, “Analyze the HR system to integrate the existing variety of tools in use today into a single integrated application” (Apollo Group, 2007). The company wants to use a more updated approach to handling Human Resources (HR) tasks. The following document provides a detailed proposal of how to fulfill Hugh McCauley’s request. The document is presented in several sections that are outlined below. 1. Information Gathering Techniques 1.1 Keys to Successful Information Gathering 2. Project Scope 3. Feasibility 4. Application Architecture 5. Data Flow 6. 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...
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...is facing obstacles on implementing the new HRIS within the organization because it puts pressure on HR associates that interacts with other firms and the company lacks on flexibility and adaptability. The project scope of the implementation is not quite clear and the deadline is too short. In addition, there is a lot resistance by the line managers in the actual implementation of the HRIS since it could increase the difficulties of subsequent implementations and future tasks. There are also cultural differences in communications with other Novartis branches in which can result of misinterpretation that could reduce the effort and commitment of the implementation of the new system. In order for this project to succeed, the senior managers must take action by being actively involved on the implementation of the new system, resolve problems/disagreements and encourage on the implementation of the new system with the line managers. A new company vision would be required and re-structuring the HR department on all branches will be required in order to accommodate the new system, therefore all Novartis branches can work concurrently. 1. What are the major technical, organizational and managerial challenges in the implementation of the HRIS? The major technical challenges of the implementation of HRIS are the web enabling processes. It also faces complications and privacy regulations in Germany in which could limit the expansion of HRIS at Novartis in specific regions. The organizational...
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...Group, 2013, p. 1), Riordan desires an integration of all human resources tools into one platform. Completion date is set for six months allowing the new system to be in place by the beginning of the second quarter. The scope of this project will follow the System Classic Life Cycle (SCLC) Model. This model allows Riordan to complete this project in stages with the results of one stage aiding the completion of the next stage. High-level Scope: Deliverables (Mochal, 2007) The outcome of this project will integrate the human resources systems into one application. An analysis of this system will define the business requirements for the new system. Based on that definition a team will create a detailed system design and a project implementation plan to be put in place. High-level Scope: Boundaries This project will affect the human resources department of all Riordan plant locations. All other departments are out of scope. Low-level Scope: Process In an effort to fulfill the request in the short amount of time given, an analysis of the current system and needs for the new system will begin by meeting with the stakeholders within the company. The following people or groups are a required part of the gathering process: * Hugh McCauley, COO: filed the request and can be the motivation to a successful completion of the request * Human resources: they will be receiving the new system. They know the current system as well as the needs and goals for the...
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...Deloitte & Touches’ revolutionary implementation of Women’s Initiative, serves as one of the most transformational changes any company has ever seen. Deloitte thought women were leaving their company in order to fulfill their wifely and motherly duties. The truth of the matter is they left due to not being considered for partnership roles. When CEO Mike Cook at the time realized the significant impact it was having on the business, he implemented a two day intensive workshop for “the Retention and Advancement of Women”. Implementing Women’s Initiative led to a solid foundation surrounded by an environment full of support and development of not just women but men as well. In reading the Women’s Initiative Annual report I felt that women as buyers (WAB) serve as an advancement towards this movement. Currently women account for 85% of all consumer purchases. Deloitte recognized that women executives within the marketplace were increasing. Currently Deloitte is offering a WAB workshop to its professionals in order to better understand the way women process there purchasing decisions. Such examples of how women provided a trusting relationship amongst their clients by providing personal life stories and their way of paying close attention to detail. The WAB has provided other lessons as well for both men and women: 1. Women have a tendency to sit “ face to face” where are men seat beside themselves and consider their mail client “ Right-hand man” 2. Women...
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...INTRODUCTION Real Estate Management System is website which is helpful for Builders as well as a individual as Buyers or Seller. In the currently all the activities are done manually. It is very tough for person to contact a appropriate Buyer or Seller. Our Real Estate Management System deals with the various activities related to the students. There are mainly 3 modules in this software * Search * Post * List On this Website we can register as a Individual, Agent or Builder. Administrator has the power to activate and deactivate the user account Administrator can also add new user and can edit and delete a user. A Builder can register as user and can buy and sell Properties. An Agent can suggest for buying and selling Properties. An Individual can register as a user and can list, buy and sell properties. SYSTEM ANALYSIS EXISTING SYSTEM: System Analysis is a detailed study of the various operations performed by a system and their relationships within and outside of the system. Here the key question is- what all problems exist in the present system? What must be done to solve the problem? Analysis begins when a user begins its registration & starts to search, list & post property. During analysis, data collected on the various files, decision points and transactions handled by the present system. The commonly used tools in the system are Data Flow Diagram, activity diagram, sequence diagram, collaboration diagram, etc. Training, experience and common...
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...policies were made, there was a process to developing a policy for a particular business. All companies, corporation, or business will have policies set in place. This holds true for the foundation for AIDS/HIV. While putting together certain regulation for research groups, this foundation also has to follow each step in the policy process. Coming up with that policy was a process and throughout this paper we will discuss the policy process and what it takes to ensure the write policy has been made to protect the company, consumers and all of its employees. The policy process has certain steps that have to be taken before having a successful outcome. These important steps are as follows: The formulation stage, the legislative stage and the implementation stage. Throughout this paper we will discuss in detail what each step of the policy process consists of, as well as give examples for each step. Also, while discussing how the AIDS/HIV foundation has to follow the same steps while searching for cures. Although, the policy process is made up of many steps, there are only a few main steps to receiving a successful policy. Each step in the policy process can prove to take a lengthy amount...
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...Consulting to help analyze whether to upgrade current software or to acquire new software and then to implement the chosen application. The analysis should include all aspects and considerations of what the resort needs from their word processing capabilities now and in the future. The analysis should also include what the changes the resort and the users of the word processing software will face before, during and after implementation. Utilizing Smith Systems Consulting Boardman Management Group has hired Smith Systems Consulting to help analysis and implement Baderman Island Resort’s processing software problem. Boardman Management Group will utilize the expertise of Smith Systems Consulting in many ways to ensure the resort successful implementation of upgraded or new word processing software. Smith Systems Consulting will analyze every aspect of the project including the problem with the current word processing software, the requirement for the new or upgraded software, the software implementation itself and the changes after the software implementation. To be more specific Smith Systems Consulting will follow a systems development life cycle (SDLC). For now Smith Systems Consulting will be focusing on the analysis...
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...IT Project Implementation Failures Mayelin Vargas HCS/483 03/01/2012 Michael Aiken University of Phoenix When implementing an IT project, many factors and indicators can play into failures of such a project. As seen in the case study of Memorial Health System, the CPOE implementation faced different issues indicating the project failure. In this paper, five reasons of project failure would be identified. It would show how these indicators manifested at Memorial Health System. I will describe what I have done differently to eliminate or minimize the effect of the indicator. Some of the reasons for project failure include; Organizational Baggage, Lack of Belief in the Project, Lack of Candor, Invisible Progress, and Failure to Respect Uncertainty. The first reason for project failure at Memorial was Organizational Baggage. When the Project was first introduced by Dryer and Roberts, a member asked if it was possible to finish this project on the time expected since they took two years just to set up emails at a previous project: therefore, previous project failures was still been questioned when it came to the timeline. The second reason for project failure at this organization was the lack of Belief in the project. Most individuals in the organization were opposed to the providers order entry system. When the IT project was first introduced many feared that the work -load would increment if verbal orders were substituted by computer entry orders. The third reason for...
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...IT Project Implementations Failures Joseph Garcia HCS/483 7/4/2011 Eric Rios IT Project Implementations Failures There are many factors that play into failures of implementing an IT project. As in the Case Study – Memorial Health System CPOE Implementation there were clearly barriers set in place that affected leadership and staff. The purpose of this paper is to examine CPOE implementation barriers within the Memorial Health System and to determine possible methods to overcoming these challenges. Any project or initiative is destined for trouble if its objectives and purpose are unclear. One of the many barriers present was the lack of vision shared within the organization between the physicians and management. They worried their workload would increase because CPOE systems replace verbal orders with computer-entered orders by doctors. Dr. Mark Allen, a primary care physician commented, “The hospital is trying to turn me into a $12-an-hour secretary and they aren’t even paying me $12 an hour.” (Wager, Lee, & Glaser, 2009) The desire to obtain a shared vision as a whole should have resulted in a presentation of what the purpose of the CPOE initiative was intended to achieve. As was the result when some of the doctors that had not left the system attended the CPOE vendor’s annual user group meeting. They saw the release of the vendor’s most recent system and immediately decided they wanted it for Memorial. Another concern with the project was the leadership put in...
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...Compensation and Benefit Plans Name: Institution: The strategic goal of any company is to provide the best service to customers while remaining cost effective and decreasing expenses. The company’s decision to hire a Computer Information System (CIS) Programmer is aimed at helping the company close the organization’s current gap and save the organization money in the long run. The incoming CIS programmer is expected to help the company achieve a stress free working environment for the rest of the employees and help the company make more profits from delivering to the company’s expectations. Hiring a new employee calls for implementation of a compensation and benefits plan that meets the needs of both the employee and the hiring organization. Benefits plan are designed to address specific needs and are often not in cash form. There are different approaches that an organization can choose to use while implementing a compensation and benefit plan. One such justifiable approach is one that recommends that the employee get insurance benefits, health and security benefits, vacation pay, stock options, profit sharing, contribution to retirement and pay for time not worked. Benefits are forms of value, apart from payment, that are given to employees in return for their inputs to the organization. There are other forms of intangible benefits that the company can decide to extend to the employee, which includes,...
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...Chiung-Hui, H., & Ing-Chung, H. (2009). RESISTANCE TO CHANGE: THE EFFECTS OF ORGANIZATIONAL INTERVENTION AND CHARACTERISTIC. Review Of Business Research, 9(1), 110-114. In this study, the authors highlight the perceptions of change agents’ in regards to employee resistance. Research in this area specifically is quite scarce because previous research has focused on recognizing resistance as a having a significant effect on organization change outcomes. The purpose of this study is to understand the perspective of agents who drive the implementation of organizational change to investigate the agents’ perceptions to employee resistance, organizational intervention, and change outcomes. This study was conducted by sampling graduate school alumni in Taiwan, who had experience as internal change agents. Much of the study was based on variables such as tenure, profitability, and age. The rest was done on a scale that asked the internal agents’ to evaluate employee’s perceptions. They also considered characteristics of the organization such as size and the importance of the position held by the agents’. The authors agree with previous research that view resistance as an obstacle, instead of a reaction or response that newer studies promote. They believe it is a block that prevents change and a major reason that change does not succeed or does not get implemented. They also agree with previous claims that any change, no matter how beneficial for employees and to the organization...
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