...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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...GEICO Policy Number: 4200-69-08-26 We agree with you as follows: Family Automobile Policy Amendment Multi-Risk Physical Damage Coverage New York Definitions SECTION III PHYSICAL DAMAGE COVERAGES For the purpose of this amendment, the following special definitions apply with respect to mechanical breakdown only: Section III is amended to provide Multi-Risk Physical Damage Coverages. This includes: 4. "Loss" means physical damage due only to mechanical breakdown caused other than by 1. 2. 3. comprehensive; collision; and mechanical breakdown protection. 6. This amendment is subject to all policy conditions and definitions except as specifically modified below. "Owned auto" means any vehicle described in this policy for which a specific premium charge indicates there is coverage. "Owned auto" does not mean: Collision or Comprehensive loss as defined in the Policy. Mechanical Breakdown a) a newly acquired vehicle; or b) a replacement vehicle; or We will pay for loss caused other than by collision or under the comprehensive coverage due to the mechanical breakdown of the owned auto. A $250 deductible shall apply to each loss due to a mechanical breakdown, except for vehicles still covered under the manufacturer's basic factory warranty, where the deductible shall be $100. Losses from mechanical breakdown shall not be accumulated to reach the deductible. 10. c) a temporary substitute auto. "Mechanical breakdown" means the failure of any original or replacement...
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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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...A Unified Theory of Software Testing This paper presents a theory, or model, for analyzing and understanding software test techniques. It starts by developing a theory for describing analytical test techniques, such as equivalence classes, pair-wise coverage and state modeling. It then develops the theory to cover other, more heuristic test techniques. This theory states that all testing techniques are composed of a modeling schemata, one or more coverage objectives, a dispersal strategy and a theory of error. All testing techniques address a fundamental problem of testing: vastly more tests are conceivable than you could possibly run. Each technique therefore consists of a method for modeling the software in a way that allows a coverage measure to be specified and achieved and a dispersal strategy that allows this to done efficiently. Testing theory has traditionally focused on the issue of coverage and the different ways to think of it (Kaner, 101 methods for code coverage). The obverse concept is dispersal, or a method for identifying and reducing tests that are "redundant". Take, for example, the pair-wise coverage technique. This technique is often applicable when the interaction of several independent inputs or configuration parameters create more combinations than is practical to test. Suppose you have an application that supports each of the following components: DATABASE Oracle DB2 SQLServer WEB SERVER IIS Apache Netscape APP SERVER WebSphere ...
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...Sales Presentations | Instructions: For each of the 10 Sales Presentation Apply It! activities in this worksheet: Complete your response for the Apply It! activity you are working on. Go to the corresponding activity section below. Follow the steps for that activity. Enter your answers in the space provided for that activity. Save the changes you make to this worksheet before submitting. Submit your saved worksheet to your facilitator. Return to the Apply It! activity in the course (or click the Submit Sales Presentation button) . Click the link that corresponds to the activity you completed. Follow the instructions on the Submit Sales Presentation page to upload and submit your saved worksheet. | Module 1 Lesson 2: identify allstate & agency value & benefits - (activity 1 of 10) | Steps Locate and print the following documents from the Agency Process Library. (Hint: You will find these resources and more when you click the “The Sales Process – Care Sell Quote Close” link available in the “Acquisition” section.) The Allstate Competitive Advantage job aid The Six Questions Reference Sheet Discuss with your Agency Owner or Office Manager the values and benefits they would like you to promote about the agency and about Allstate. Document the top two values and benefits to promote about the agency and about Allstate. Submit your answers to your facilitator (see Instructions box above)...
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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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...Human Resource Management and the Workplace Cassandra M. Rhymes BUS303: Human Resources Management Professor Beverly Williams April 26, 2010 Human Resource Management and the Workplace Human Resource Management requires a careful balance and coordination between corporate policies, local, state and federal regulations, and employee rights within the workplace. This paper will review a few of the principles examined during this course and applied to current work environments. Specifically, this paper will review the effect human resource management has on planning within a company through hiring, planning, and recruitment through the use of compensation and other benefits that are important to employee satisfaction. Discussions within our classroom environment included EEO and affirmative action, human resource development, safety and health, and employee and labor relations. While these are not the only components of human resource management, these are the items we addressed in class. Within my own company, our human resource department is divided among the divisions, with the main corporate office housing the human resource group for the entire company, and a small human resources group in the St. Louis office for the division I currently work for. For purposes of this paper, I will use the St. Louis information, as it is the group I am most familiar with. Additionally, I will address the corporate policies for the United States groups, as those apply to our...
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...Team B Employee Benefits Policy Business Writing GEB 3213 Fall 2014 Blue Waves Consulting Employment Policy According to Johnny Laurent, the Vice president and general manager for Sage North America “The best way for a company to increase competitiveness is to invest in the employees.” (Sage HRMS, n.d., para 2). Why are some companies succeeding while others are going out of business? What are the extraordinary difference between a struggling company and a successful organization? Perhaps, the question that needs to be asked is what defines the soul of a company? The answer is its people. Individuals are the principal assets of every organization. For most businesses, the workforce is considered largest expenditure in resources. At Blue Waves Consulting LLC, we truly believe that our employees are the most important elements that provide success to the organization. This is the reason why our organization is taking into account of the employee related expenses as solid investments, which can yield a healthy return for the future of the company. We call this investment the Return on Employee Investment (ROEI). This type of investment will assist a company in providing the best possible work environment in attaining the employee and their allegiance to the firm. The utilization of ROIE will bolster the company’s effectiveness, competitive edge, profit and success. The workforce today is confronted with changing economic trends, such as the implementation of the Patient...
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...and Cases 7th Edition – K. Aswathappa Additional / Suggested Readings : 1. Human Resource Management – 12th Edition – Gary Dessler & Biju Varkkey 2. Strategic Human Resource Management: A Resource Driven Perspective 1st Edition – Pulak Das Course Objectives: • Developing an awareness and appreciation of the role of contribution of HRM in organizations • Understanding significance of various HRM activities such as Manpower Planning, Selection, Recruitment, Performance Evaluation, Learning and Development, Compensation & Benefits at the functional, operational and strategic levels of the organization • Analyzing the effectiveness of human resource policy and functions within the organization • Understanding the challenges of managing a global workforce to ensure engagement for high performance. Pedagogy: The teaching / learning methodology for the course is based on discussion of readings and cases supported with Role plays and Lectures through ppt. Session wise details: Session Coverage Case Studies Required Pre-Reading 1 Importance, scope and challenges of HRM in organizations (98204) Why doesn’t this HR Department get any respect? – Robert Galford Section 1: Chapter 1 – 3 - K. Aswathappa HBR Articles: (98111) 1. A new mandate for Human Resources – Dave Ulrich 2 Human Resource Planning Class Discussion and Lecture Section 2: Chapter 4 – 5 - K. Aswathappa Article: Job Evaluation...
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...self-inflicted and accidental military deaths (DIOR 2005). In 2001, there were 8,786 job-related fatal injuries (5,900 not counting the fatalities caused by the terrorist attacks of September 11), or about 3.7 fatal injuries per 100,000 workers. Workers made 2.1 million trips to the emergency room for injuries sustained from accidents at work (Centers for Disease Control and Prevention 2004). Workers’ compensation insurance, which covers all medical expenses and part of lost wages associated with injuries, cost employers $63.9 billion in 2001 (Williams, Reno, and Burton 2003). The indirect costs of accidents—lost wages, damage to equipment, and training and rehabilitation expenses—were several times this amount. Human resource management (HRM) is usually viewed as an auxiliary function in a firm, contributing nothing to that firm’s output—a cost tolerated because payroll, benefits, and certain types of human resource activity must be organized before the real job of...
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...Assignment #3: Employment Laws and Strategy HRM 530 Benita Ellis-Young Feb 17, 2013 Prof. Kenneth Lewis Employment Laws and Strategy Describe the scenario that you have selected and its corresponding employment laws. Benefit decreases for the entire employee population. There are several laws that influence benefits in the state of Maryland. From the website www.md.gov, fringe benefits include minimum wage, overtime, meals and breaks, vacation, holidays, sick leave, jury duty, severance, medical/hospitalization coverage, dental coverage and pension and retirement plans. The laws for the state of Maryland do not require that employers offer all of these benefits. Employers are able to select which benefits they will offer. The required benefits are minimum wage, overtime, and meals and break times. All other benefits are at the discretion of the employer. Companies are not always able to offer a variety of benefits and may decrease the benefits being offered in order for the company to remain profitable. Economic hardships affect the organizations operations and cause employers to layoff, cutback, or shutdown. Minimum wage for the state of Maryland is currently $7.25 and the Federal wage is also $7.25. Employers are obligated by law to pay at least the minimum wage. The state requires employers to pay overtime to employees that work 40 hours or more at a rate of 1 ½ times their normal salary. Salaried employees may be exempt. Employees under the age of 18 are required...
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...nagHuman Resource Management Overview Whitney Griffin HRM 300 August 29, 2015 Angela Oden Human Resource Management Overview Introduction Employees have a tendency to go through their day without knowing the behind the scenes work that others handle. Without these behind the scenes people, their day will not go smoothly. From making important business calls on personal time or personal cell phones, to getting lunch in a timely manner so they can get back to work. Without these positions in a business nothing would be possible. Once the human capital is removed from a business, it is empty. Just a big empty building. This is the job of the Human Resource Management, HRM. They must make sure people they are hiring are qualified for the positions at hand to make business flow smoothly. Every single day their goal is to make the best experience they can when employees are at work. Within this paper I will address what Human Resource Management is, their primary functions within the department, and lastly the role the HRM plays in a strategic plan. What is Human Resource Management? Human Resource Management is a group of people within a department that has several primary tasks. Some of these primary tasks are recruiting, training, and compensating employees. As well as ensuring all rules and regulations are followed and that all tasks are completed in line with the organizational goals. All this is completed through the six core functions of HR which are: Workforce...
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