...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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...impressions | Website | Main Audience | Lawson Human Capital Management | Payroll, Absence Management, Benefits Administration, Employee and Manager Self-service, e-Recruiting, Lawson Performance Management, Personnel Administration, Workforce Analytics | Subscription, on-premise, hosted, as well as a unique perpetual license. | Classroom and online labs, learning workshops, access to training servers, customization, private training. | The website offers very detailed and comprehensive information about all software Lawson has. It is a simple, well structured and informative website. | 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...
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...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 employee or organizational performance. There also seems to be a lack of security features also to ensure only qualified individuals have access to confidential information. Another slight disadvantage to HR Quik might be that their service is ideal for small to medium sized companies, although their system can handle an unlimited amount of employee data. The system that would fit the needs of...
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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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...HRM case study Beachside Hotel Human Capital Dilemma Questions: 1. What system should Brian implement in order to start changing the human capital practices in the Beachside Hotel? After studying the case, the general manager of Beachside Hotel Mr. Brian should implement certain systems in the hotel. As the situation is quite complicated, first of all he have to try to analyze what the problem is. Because there is no problem with the account and finance department. According to my case analysis there is problem with the human resource department. And I think there is mistake done by the Hotel. Ms. Mary who cannot even handle serving guests at the front desk is promoted to human resource department. And she has been working there since one year. So, I guess this is the problem. Staffing of more hourly employees is also a problem because these employees graduates high school or colleges and leave the hotel for their career development and something else. The arrival of pay checks late, no policies for employees and bad behavior, all the problem suggests that there is lack of training and development programs to the employees. There is no any encouragement, securities and facilities for the employees to encourage them to work it the better environment in the hotel. The general manager himself have to be flexible and dynamic and should have to make himself somehow capable in human resource field. So, first of all Mr. Brian need to appoint capable human resource practitioners...
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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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...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 will limit the potential of human error on the part of Mr. Morgan who can get consumed in dealing with issues at all eight locations. Previously, all payroll records were being kept in a spreadsheet and...
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...evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. After comparing the model for goal setting with the steps that Allstate had put into effect, I believe that they do have a successful goal-setting program already established. Nevertheless, when you are trying to make sure that a business is operating as smoothly and efficiently that it can, there will always be room for improvement. One way they could improve is instead of giving, each manage a twenty-five percent of each manager merit pay, and why not break that down to at least five percent for every employee (Hellriegel. 2010). That way even thought the percentage is lower but all the employees would be getting a reward based on the Diversity Index and QLMS. Everyone in the company, no matter what background that that individual may have, needs to feel like what they do for the company is not taken for granted. Managers at this time are receiving a twenty-five...
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...Corporate managers and shareholders can sometimes find themselves in a conflict of interest. The goal of being a good manager is being able to spot these potential conflicts and to remedy the situation before a serious problem arises. The biggest conflict between managers and shareholders is going to be money. Here is the most common scenario. A corporation is profitable. In fact, the corporation is more profitable than expected. Therefore, the corporation has a cash surplus, if you will. Managers would want this money as a financial bonus and the shareholders would want this money as a stock dividend. What to do? What to do? Mangers will argue that without their leadership and managerial ability, the corporation would not have been as profitable. The shareholders will argue that without their money, the corporation would not have been able to invest in its growth, and therefore, would not have reached that level of prosperity. Who should get the money? Another situation arises when the managers are also shareholders. This may lead a particular manager to push the opposite way of his/her position. For example, if a shareholder manager would get more money from a stock dividend than from a bonus, this shareholder manager might vote in favor of a stock dividend, not because he/she believes that stockholders should be rewarded for their investment, but because it will mean more money for that particular manager. What if only that one manger is a stock holder? Before...
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...3500 2200-75-2800100-3500 2200-75-2800100-3500 1640-60-260075-2900 do 1 Production Manager 1 In charge of Production Plant 21900 2 Asst Manager Production Asst Manager Maintenance Asst Manager Quality Control Jr. Manger (Q.A)- A 4 3 1 4 1 5 1 Supervision of Production Activities 14500 do 14500 do 14500 do 10840 6 Jr. Manger (Q.A)- B 1 MSc (Pharmaceutical 1640-60-2600In charge of Quality Chemistry)/ MSc (Micro Biology) with 2 years 75-2900 Assurance experience in the relevant field. do 10840 7 Jr. Manger (Q.C) 2 B.Pharm with 2 years experience OR Msc. In charge of Quality (Chemistry)with 2 years 1640-60-2600Control 75-2900 experience/ BSc (Chemistry) with 5 to 7 years experience in relevent Field do 10840 STAFF/WORKERS:TECHNICAL 750-40-950-50B.Sc. (Chemistry) with D.Pharm 1200-60-1500Industrial DA Production of Drug and minimum 3 years 70-1990-80based on cost experience in Pharmaceutical Formulations 2390-95-2865- of living Index production 110-3415 630-25-755-30Minimum 10th Standard + ITI in 905-35-1080Production of Drug Fitter/ Machinist Trade with 2 40-1360-45years experience in a Formulations 1585-55-1860Pharmaceutical Company 65-2185 Minimum 10th Standard + ITI in 605-20-705-25Production of Drug Fitter/ Machinist Trade with 1 830-30-950-35Formulations year experience in a 1230-40-1430 Pharmaceutical Company 630-25-755-30Minimum 10th Standard + ITI in 905-35-1080Maintenance...
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...Aim for 1 page – this example cover letter is longer because it includes instructions Ms Karen Medica [Address] [Suburb, State, Post Code] [Mobile] [e-mail] [date] 1 November 2010 [Salutation] [first name] [surname] [Position in Company] [Company name] [Address] [Suburb, State, Post Code] Dear [Mr. or Ms.][Last Name], Re: [job name, reference] Customer Service Officer, Position C542 [Write a brief explanation of your experience in the particular field and interest in the role advertised. This section should be limited to one paragraph only.] [Example only] I am writing to express my interest in your advertisement/ current opening for a [……],and submit my résumé for your review. Having served in sales and operational leadership roles for the past 8 years with continued success in meeting business/operational goals, I can make a valuable contribution to your organisation’s future projects and initiatives. I am aware of your products and familiar with your new line of [show you know something about what the organisation does] and believe that I can assist with increasing sales in the area of [again, show you know what they do]. [Sell yourself. Point out why you would be best for the role. Use examples/or use as a guide your current or most recent position. Provide detailed summary of the role’s key responsibilities and accountabilities]. [Example only]What I bring to this position is a combination of team leadership, strategic planning, and business development skills that...
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...workplace by serving as a good manager of people and their unique skillsets. The psychology of human beings cannot be ignored since people are almost certain to act as their nature dictates. In the article reviewed, “The Psychology of Crowds” by Chuck Csizmar, the author explores how herding mentality can act as a hindrance to a manager looking to set them self apart as a leader. Csizmar’s major point was that if you do not want to simply be part of the herd, as a manger you have to learn how not to be a “yes” man. You should get comfortable breaking the mold, because managers who change this mentality are able to make a real difference. The author starts off the article by discussing how when he was a child during recess the children were herded. Then as an adult in the military, during basic army training, drill sergeants crammed them into “cattle cars” to drive them to the different locations for their training. They would often yell “Moo!” to indicate that they felt like a herd. All of these experiences in the author’s life were part of building camaraderie and a spirit of teamwork with others. You feel as though you belong to something and becomes your comfort zone because of that human need to belong. But on the flip side it also caused groupthink and took away feelings of individuality. As the author stated, “the group focus suppresses the individual personality”. The author then goes on to say that when you transition into that role of a manager, you are now responsible...
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...ACKNOWLEDGEMENT God has its own purpose for all of us. He never plans without a purpose. He never sets a life without a promise. As long as we believe in ourselves and be grateful for all the people who contributed so much in our life. I wish to express my sincerest things and gratitude to those people who have helped me to reap the fruits of my success in the training. Mr. Erwin Camarillo, General Manager of the UNION GALVASTEEL for his undying support. Mr. Proland Mangahas, SNF Engineer of the UNION GALVASTEEL for his encouragement and for sharing us his knowledge about the qualities of a good employee and trainee. Mr. Joseph Savellano, former Senior Accountant of the UNION GALVASTEEL for helping us to do the assigned tasks accurately. Ms. Janette de Asis, Cashier of the UNION GALVASTEEL for guiding and leading us to the right way during difficult times. Ms. Gema Bulao, present Senior Accountant for providing us a copy of the history and other related information needed in the preparation of my terminal report. Mr. Roldan B. Eden, Dean of the College of Information and Computing Studies for teaching us the right manners and conduct of a trainee. Mrs. Riche M. Jose, College Computer Laboratory Assistant for inspiring me to go through and pursue my training despite of the problems that I am facing. Ms. Rosemarie B. Gascon, Elementary Computer Laboratory Assistant for assisting me during my training in the school. Above all, the Father Almighty for without Him nothing...
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...Scenario I When implementing a specific communication channel, I would recommend downward communication. Downward communication is most effectively used by group leaders and managers communicating with an employee assigned goals, provide job instructions, and also points out problems that need attention. This communication channel can help the marketing manager be more efficient in setting strategic goals with the team members. It can also get her team motivated by her leadership and wisdom as she relates in detail the task at hand. To convey my strategy to the Vice President of Operations, I would use the upward communication channel. Upward communication is the best choice in the marketing manager situation. This type of communication is used to provide feedback to higher- up’s to inform them of progress towards goals, and relay current problems. For this scenario it would effectively help the marketing manager convey updates on the task that was set fourth. By using key headlines and phrases, the Vice President of Operations could better understand the progress of the team and implement changes if needed. Scenario II The communication channel that the manager of the travel agency should utilize is oral communication. Oral communication deals with either face to face or phone communication. .The manager can make an emergency phone call to the IT group and they can walk her through issue with the password and expiration issue. Scenario III Implementing the face to face...
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...Some managers are known for “never having missed a budget target.” Do you believe that is possible? Does such a record suggest that the managers are extremely effective managers; very lucky managers, or devious, manipulative managers? Are such managers to be congratulated (and, possibly or likely, promoted in their organizations) for their budget-achievement record? Almost every business and managers use pre-set performance targets as it stimulates employees, helps evaluate their performance, increases their commitment and reduces the cost of intervention and game-playing. Those targets are defined during the budgeting process which is the third planning cycle and are usually financial. They are typically expressed on an annual basis and are related to the measurement of performance and possible rewards and incentives. Financial targets are fixed in most firms which mean that managers are accountable for achieving their targets regardless to the changing environment during the year. Targets need to be right and set the proper way. They need to be a correct amount of challenge. Indeed, targets need to be achievable otherwise the manager will feel demotivated which is counterproductive. Consequently, achieving a budget target doesn’t only depend on the manager’s performance but also on how the target is set by himself or his superiors. Studies shown that at corporate level, budget targets are set to be achievable 80 to 90 % of the time by an effective management team (Marchant...
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