...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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...to: 1. Ensure your line spacing is consistent. 2. Provide a little more detail in your introduction about TOYCO’s challenges. Refer to a wider range of PM and Reward theories. 3. Apply fully to the case study. 4. Provide action-based specific recommendations. Jane Chilman 14/20 Executive Summary This report was written in response to the request from the Senior Management Team at Contents Overall comments (FORMATIVE FEEDBACK)…………………………………………………..2 Executive Summary……………………………………………………………………………….....3 1. Introduction……………………………………………………………………………………...5 2. People Management………………………………...…………………………………………5 3.1. Employee Relations…………………………………………………………………5 3.2. ‘Hard’ vs. ‘Soft’ HRM………………………………………………………………..6 3.3. 10-C Model…………………………………………………………………………..7 3.4.1. Comprehensiveness………………………………………………………..7 3.4.2. Coherence…………………………………………………………………...7 3.4.3. Control……………………………………………………………………….7 3.4.4. Communication……………………………………………………………..8 3.4.5. Credibility…………………………………………………………………….8 3.4.6. Commitment…………………………………………………………………8 3.4.7. Change………………………………………………………………………8 3.4.8. Competence…………………………………………………………………8 3.4.9. Creativity…………………………………………………………………….8 3.4.10....
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...Long and short term issues evident in the case 4 3.1 – Jack’s career in context 4 3.2 – Evidence of emergent job dissatisfaction 5 3.3 – Team impact and tests for leadership 7 3.4 – Long term issues 7 3.0 Resolution pathways for the Branch Manager 8 4.5 - Team Leadership and trust – encouraging constructive interactions 8 4.6 - Addressing neglect behaviours 9 4.0 Considerations for senior management 10 5.7 – Strategic gap 11 5.8 - Articulating the business strategy layer 12 5.9 – Strategic HRM policies 13 5.0 Conclusion 14 6.0 References 15 APPENDIX 1 – Assumptions 16 a) Company assumptions 16 b) Jack White, Asset Manager and Dave Navarro, Branch Manager 16 c) Excerpt from the company’s organisation chart 17 APPENDIX 2 - SWOT Analysis 18 APPENDIX 3 - Marking Criteria 19 1.0 Introduction Performance management is an integral pursuit for successful companies, providing avenues by which employee motivation, commitment and satisfaction can be usefully articulated with the strategic goals of a business. Transparent, engaged and efficient performance management policies ultimately deliver better outcomes not only for the business and employees, but also for customers (McCune, 1989), adding further resonance to the significance of performance management within the...
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...HRM at NUMBA 1 Case Study 1 CASE STUDY: HRM AT NUMBA You are a group of Human Resource Management consultants. You were contracted by NUMBA to audit and analyse their present compliance with SA labour laws, alignment with the SA HR management environment, HRM strategies, policies and practices. You were asked to identify specific strengths, weaknesses, opportunities and threats in these areas. They expect you to provide a thorough overview of HR problems and opportunities in NUMBA, and to propose a comprehensive HR strategy for improving HR management in NUMBA. NUMBA currently employs 500 people and offers a range of shoes, handbags and various other vinyl and leather products to consumers and industry at competitive prices. NUMBA started producing durable shoes from a small factory in 1976. At this time NUMBA employed only thirty people and focused on providing durable shoes for use in school and industrial environments. It grew to one hundred employees in 1980. By the end of 1990 NUMBA employed 380 people, expanded its production facilities, and opened up a wholesale retail outlet on the factory premises. They also created a sales division that employed sales representatives who operated throughout South Africa. By the end of 2001 the company employed 700 people and was manufacturing a range of vinyl and leather products, and certain clothing items in a modern production facility in Midrand. The clothing line never reached expected sales volumes and was subsequently discontinued...
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...Maritime more specifically the business unit called Maritime Services. The organizational structure for the same can be seen in Appendix 2 – Organizational Chart.ppt. Since the organization is fairly large and the scope of the assignment is limited, Maritime Services is the chosen domain. However, the various HR related practices extends to all parts of the organization as the HRM function is common to all business units with minor variations for some of the business untis. The company has a strong culture [3] where all members of the organization hold clear organizational values. Keeping in tune with the changing business landscape, the company is well equipped to react and adapt to the new market conditions. This is seen by how the employees have adapted to the present reorganization. To some extend DNV has been successful in injecting flexibility into the roles employees play in teams and in getting people to adopt a wider range of skills [4] to suit the present market situations. HRM has been mainly instrumental in developing a strong culture within the various business units all over the world. HRM identifies people as its key source just as like many other companies....
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...also focus on the political, economic, social, technical and legal environment a number of factors that influence human resource policies and practice in Nigeria. International human resource management(IHRM) is the term used to refer to the instance where an organisation`s HRM entails managing employees in more than one nation .(Ngo et al 1998 cited in Lloyd and Hartel ,2004, pg60) .According to( Dowling et al, 2008) IHRM covers a wide range of human resource issues faces MNCs in different parts of their organizations additionally ,we include comparative analysis of HRM in different countries.(Capelli and Croker, 1996) argues that international human resource practices is a crucial factor in creating unique organisational competences ,in turn help companies differentiate their products and services and thus build competitive advantage. International HRM refers to relatively separate areas of practice and research (Dowling and Welch ,2004) HRM policies and practices are carried out within an economic, social, political and legal environment .Thus there is a need for considerable historical and cultural insights into local conditions to understand the processes, philosophies and problems of national models of HRM (Hofstede, 1993) .The indigenous Nigeria system is associated with traditional workplaces. These include village farms ,crafts and traditional trading concerns which are most locally owned some scholars( Ahiauzu,1989 ,cited in Anakwe, 2002, pg1043) have identified principles...
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...goals, and its strengths, weaknesses, opportunities, and threats (SWOT). Then human resources must describe jobs that will perform tasks necessary to meet the goals. Factors to consider, such as the skills of current employees, available tools, and management information systems, are presented in the discussion on how labor supply and demand are matched. Job analysis, which is used to determine the knowledge, skills and abilities required for each job, is described, and the importance of job analysis for almost all HRM activities is emphasized. Finally, current issues in human resource planning, which today must deal with downsizing and rightsizing, are presented. Additional Features of this Chapter Exhibit 5-2 is s sample replacement chart. Examples from various job analysis techniques are provided and Exhibit 5-4 outlines the steps in a job analysis. Exhibit 5-9 gives a sample job description for a benefits manager. “Ethical Issues in HRM” discusses various competitive intelligence activities and the difference between ethical vs. legal. ADDITIONAL LECTURE OR ACTIVITY SUGGESTIONS Environmental Scanning: Bring to class (or have students bring to class) news articles about general trends in your community and region, as well as national and world-wide. These should not necessarily be directly related to HR topics. Ask students in small groups to review the articles and discuss how the information in them could be used by strategic human resource...
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...Unit 21: Human Resource Management Module Instructor: Mehfuzul Haque Email: mhaque1902@hotmail.com Module started: ............... Assignment hand-in date: ..................... Submission deadline: ...................... HND in Business Date:………………………… Assignment Reference: K/601/1264 1 Learner’s name and statement of authenticity Unit 21 Learner’s name:……………………………………………….. Learner’s ID:…………….... Human Resource Management Date handed in:………………….. HND BUSINESS I certify that the work submitted for this assignment is my own. Materials taken from other sources have been duly credited and acknowledged in the bibliography. Edexcel BTEC Signature:………………………… Level 5 2014 Unit 21: Human Resource Management 2014 Learning outcomes and assessment criteria Recruiting and retaining staff of the right caliber contributes to the achievement of organizational purposes. Staff must make a valued contribution to the work of the organization. Eventually they will leave, more often than not because they find alternative employment or retire. Occasionally, however, employment has to be terminated. This unit considers how human resource management deals with these aspects of working. However, the focus of human resource management has moved beyond personnel management towards a more proactive approach that, in addition to the traditional roles associated with staff management, also considers how to get the best people and the best...
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...EPG SHRM Foundation’s Effective Practice Guidelines Series HRM’s Role in Corporate Social and Environmental Sustainability Produced in partnership with the World Federation of People Management Associations (WFPMA) and the North American Human Resource Management Association (NAHRMA) HRM’s Role in Corporate Social and Environmental Sustainability This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM®). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2012 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part...
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...Data Collection and Analysis of Starbucks Coffee Corporation Keller Graduate School of Management HRM 592: Training and Development February 10, 2013 Data Collection Analysis of Starbuck Coffee Corporation Starbucks, as we know, is the largest global coffee company and coffeehouse chain in the world. Employees, otherwise known as “partners”, serve hot and cold beverages, whole-bean coffee, instant coffee, tea and food to its customers or target market. As a former employee, or “partner”, this paper will show primarily the overall assessment of the partner morale and assessment of the skills appropriate for the levels of both Barista (entry) and Shift-Supervisor. The data collected provides insight on the entry level perspective of what the morale, skill level, and peer performance as well as the communication on the clock in order to meet the goals and objectives set by the mission. The overall determinant for this assessment is to establish the training and development needs of the Northridge, CA store of the Starbucks Coffee Corporation and to measure the effectiveness of the original training. Organizational Analysis Organizations name their objectives strategically in their mission statement, as well as in their initial training process. Strong and successful companies realize that in order to thrive, organizational analysis is imperative to continue growth and ever-changing modification of employee-applied strategies to continue within the market in alignment with...
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