...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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...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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...information system for the Human Resources department for all locations of the company. This paper will discuss all the business requirements needed to develop the new system. Expected completion of the project is six months. This will allow the new system to be utilized in the second quarter of next year. In order to determine all the business requirements necessary to complete this project, it is important to include key stakeholder in Riordan Manufacturing. The decision process should include the following key people. CEO – Dr. Michael Riordan is one of the most important factors in this process. He has the final say in all business practices as well as overall direction of the company. Director of Human Resources – Yvonne McMillan – “Develops policy and directs and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training and employee services. “ (Manufacturing) Yvonne’s role is vital in integrating the new technology with the hiring process as well as training. Chief Financial Officer – Dale Edgel – “Direct the accounting, finance and Human Resources functions toward achievement of the company’s key results while upholding company values.” (Manufacturing) Dale needs to be involved because he is the one ultimately responsible for the financial business of the company. Director of Accounts and Finance – Donald Bryson – “Directs financial activities of an organization.” Donald will be responsible with managing the budget...
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...what skills it takes to fill the positions would have made it much easier to advance. Project Manager – I understand. It seems the system tracks the answers in performance reviews as well as the training courses each employee completes. President & CEO – Yes, exactly. Those records would be entered into the system by the employee. Each employee could see progress in the system and plot a course. I know everyone does not want to be the president of the company and are content in the current role, but those that want to grow will stay with the company instead of leaving to grow elsewhere. Project Manager – I appreciate your time. Is there anything else you would like to share? President & CEO – Yes. We have had great success with the financial integration, and I expect a full six months more of savings than was originally calculated due to the time savings in the automatic calculations. The people time saved with calculation speed in the system was near to six months less time required for reaching the return on the investment point. The automatic calculations make the time a bit more in savings. Project Manager – Thank you. I will have a report ready for review and a plan within a week of finishing all the interviews. President & CEO – I look forward to the review. Project Manager – What aspect of a human resources information system would be most beneficial to the company? VP Marketing – I will tell you two. The most beneficial aspects would be the employee...
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...when it comes to Human Resource professionals complaints the most common are, “It’s not user friendly.” “The reports are too complicated to access.” “It’s not capable of doing what I need it to do.” When selecting an HRIS system it is important to focus on these three key points: Know what is needed, determine and prioritize requirements, and consider future changes. (Nguyen) To determine what you need you have to assess the desired high-level functions. These core functions will include the ability to track employee data, benefits, training, applicants, and attendance. It should also administer and process payroll. There are many other functions that can be considered, but those systems can be more complicated, to install, configure, implement and use. The most important part of the HRIS system selection process is to consider all the functional and system requirements for the system. Be sure to evaluate requirements in a detailed, methodical and complete manner. (Nguyen) Nguyen writes that when considering the functional requirements it is important to determine it is necessary to determine the main purpose of the system, the critical features and what is not needed, and can it produce the needed report. It is also important to determine the people that will use the system, administer the system and their skill levels. When considering the system requirements there are more choices now than there was a decade ago. There are client based systems that require a onetime...
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...McCauley, the current COO of Riordan Manufacturing has submitted a Service Request (SR-rm-022) to Smith Services Consulting Inc. requesting to combine the existing Human Resource (HR) tools into a single application using today's existing tools in the HR system. This request will affect all plant locations. Riordan Manufacturing is looking to benefit from a more state-of-the-art information systems in its HR department. The service request will include information gathering about what the new system should include, the current system needs to be analyzed, the information gathered needs to be verified, and the scope of the work needs to be determined. A. What key stakeholders in Riordan Manufacturing would you gather requirements from? To gather all the proper requirements for the new HR system all the key stakeholders within the Riordan Manufacturing must be asked. The key stakeholders are the upper management of Riordan they will be able to provide the requirements of the new system, the budget and all the due dates. 1. President and CEO Dr. Michael Riordan is the highest stakeholder in Riordan Manufacturing, he has the most to gain from this service request. 2. COO Hugh McCauley has asked for Riordan Manufacturing HR system to be upgraded and will be involved in the entire project. 3. Director of Human...
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...Determining HRIS Needs HR Information Systems Dr. Karen Golaub May 4, 2015 Business and organizations around the world rely on human resource information systems (HRIS) to keep their business running efficiently. HRIS systems provide businesses with rapid data access, information exchange, and strategic advantage (Flynn, 2015). They can be very complex and computerized and are available from software firms, consulting firms or can be home grown. However, as technology and laws change, HRIS systems must also be fluid in order to be relevant and useful. Rapid change in technology and government regulations can make long term planning very difficult when determining if an HRIS needs to be replaced or updated. To start, the company must plan forward and decide what needs must be met as the company grows. Looking at previous market trends will not be enough. Examining trends in technology will be one of the first tasks. Just in the last decade, cloud computing and SaaS has become much more prevalent and is causing a change in how people utilize HRIS. Instead of having to purchase bulk licenses, companies are now using SaaS to power their HRIS. This means a change in computing, hosting and training. This also means that the security surrounding HRIS must be more robust and paramount, especially since identity theft and data breaches have become more common. Besides technology, when planning ahead for an HRIS, companies need to look at how government regulations and...
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...1. How would you evaluate Benefast Partners’s strategy? Human Resource Information Systems can be defined as a database that designed for keeping and recording the essential employees or personnel data in the organization and it can be modified accordingly to the needs of the organization and able to fit in to the organization accordingly to what industries. The purpose of HRIS is not only to keep the information for the personnel but also as a tool to manage the employees within the organization in such efficient ways. As a client of HRIS product, the organization should know what their needs before they begin to use the product from the HRIS vendors to fits their needs. On the other hand, a vendor that supplying the product to HRIS clients should build the product that may fulfill their clients’ needs as could and possibly to fulfill more than 75% of the client’s satisfaction in order to achieve the standard of good application or HRIS product. Based on the information of the case of Benefast Partner’s, it shows that that company strategy is not efficient enough to handle the continuous need for change. The evaluation on Benefast Strategy could be listed as follow: i. Poor Gap Analysis Gap analysis is the culmination of a need analysis, where it is a process of documenting and comparing the current state of the HRIS with the desired future state based on needs that are not being met with the current system or on the other words, gap analysis brings the two previous activities...
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...Course Project: Stage II Name HRM340: Human Resource Information Systems INTRODUCTION Various types of HRIS systems and processes have been reviewed to help Jay Morgan and Family Castle Restaurant run more efficiently as a business. Jay Morgan the Operations Manager, have been using outdated methods for scheduling, recruiting, hiring, and answering questions from its employees. Maintaining accurate books and keeping constant communication with the Managers have been a challenge for Jay Morgan. If an accurate HRIS system can be implemented, Jay Morgan will be able to achieve more in business with less time and travel. BUSINESS ASSESSMENT Castle Family Restaurant is a family friendly dinning facility that has 8 locations, employing some part time employees and over 40% of fulltime employees. The locations are strategically located across the state of Florida in the hearts of neighborhoods that are suitable for any family. Castle Family provides a simple, old fashioned and pleasant dining experience. “Togetherness” is the culture that is promoted and the goal is to mimic the old fashioned restaurant environment where the family can sit, laugh and enjoy a meal together. Restaurants compete for customers every day, and proficiency is critical to providing quality customer service. In Rasmussen Reports, National Survey of 1000 Adults, more than 50 percent of Americans reported in 2011 say that they ate at a restaurant at least once a week, with...
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...Riordan a professor of chemistry founded the company in 1991 with many polymers processing patents. In 1992 Dr. Riordan bought the Pontiac plant manufacturing plastic fans, then the purchase of the Albany in 1993 for their plastic beverage capabilities. The year 2000 saw the purchase of the China plant, where the fan manufacturing has been moved, allowing the Pontiac plant to be retooled for custom plastic parts. All these facilities are governed by a human resource information system (HRIS) implemented in 1992, as a financial package system to track employee information (Apollo Virtual Org.). Goal The purpose for this service request is to plan a new HRIS for Riordan Manufacturing. Mainly the beginning phase is to gather and understand the requirements for the new system; this will not only impact HR but Finance systems as well. Riordan’s HRIS is currently outdated and without a central database or networked compartments. Each record change must be submitted in writing (on specified forms) and manually entered into the system. Project Requirements To grasp the service being requested and the necessary requirements the following stakeholders will be questioned; Finance and Accounting, Training and Development, Recruiters, Managers, Employee Relations, and Dr. Riordan. Suggestions shall be gathered and discussed in the following manner/s: Focus Groups; collective interviews between individuals for both questions and solutions Workshops; ability to interact with many stakeholders ...
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...SR-RM-012 Team A Week 3 BAS/310 March 23, 2014 Anastasia Jakubow Systems in Review We have been asked to review current and future systems for Riordan Manufacturing’s Human Resource and Legal departments. We have done an evaluation of the systems as they are today. The goal has been to identify areas that need improvement. Our suggestions are as follows. Human Resource The present Human Resource Information System (HRIS) was installed in 1992. Here is a short rundown of what the system does: stores employee information (pay rate, hire date etc.), contains separate excel spreadsheets for training/development and job analysis/salary compensation, job openings and resume filing, and employee relations (complaints, grievances etc.) ("HRIS", 2005). Upon review, it is concluded that Riordan Manufacturing is operating on an outdated HRIS. This has at least two disadvantages. First and foremost, the current system has security concerns. Second, the current system is not efficient. A survey of HRIS systems users has shown that lack of efficiency is one of the biggest problems with old HRIS systems, and therefore one of the top priorities in a new system (“Top HRIS challenges,” 2002). Security concerns include the following: employee information changes must be submitted on paper creating a possibility for loose papers with personal information, resumes are stored in multiple unsecured locations, and employee files are kept in multiple unsecured locations...
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...currently drives to each restaurant each week to handle scheduling, hiring employee HR issues as well as payroll and the distribution of pay checks. HRIS Type/Comparison I would to suggest a system that will optimally allow employees to have direct access to the data and provide them with the ability to update their own personal information. This information’s will provide online application for hiring new employees for the recruiting portion of Jay Morgan’s HR duties. The system will also have the capability to screen the application saving time on the manual reviewing of unqualified applicants. It will have a drop box portion to allow employees to ask questions without having to wait for Jay to arrive one day a week to ask them questions about any issues. Jay will be able to handle the questions as soon as they are asked in real time so Jay can deal with issues as soon as possible. Employees will be able to submit time as they go and input the information daily and or as needed and utilize the system to automatically calculated their hours for payroll all on line. This will reduce the time and gases Jay Morgan the HR manager spends handling these portions of his HR duties. This system would work for The Castle’s Family Restaurant because other companies use this type of system and has had incredible success which resulted in showing impressive savings by conducting these on line. HRIS Vendor Recommendation Castle's...
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...Planning the Needs of Other Organizations Human Resource Information Systems (HRIS) are databases used for keeping track of essential personnel data within organizations. They can be designed and customized to fit the needs of various companies in many different industries (Tatum, 2011). The primary purpose of an HRIS is to make the management of employees more efficient. The HRIS System can be used to identify and track job applicants and maintain status on current employees. All stages of an employee’s life cycle from initial hire to retirement can be automated and tracked within an HRIS System (Tatum, 2011). One of the best features of an HRIS System is how easily it can be customized. It can be expanded by adding additional modules as the company grows because all modules do not have to be activated during the initial setup process (Tatum, 2011). Ten critical success factors commonly agreed upon between several authors are as follows: 1. Top management support 2. Provision of adequate and timely resources 3. Ongoing communication 4. Conductive organizational culture 5. User involvement 6. Project champions 7. Organizational structure 8. Change management methodology 9. Project control and monitoring 10. Cross integration between business systems These critical success factors must be considered during the planning, analysis and design of an HRIS System (Kavanagh & Thite, 2009, p.167-168). Three important factors that Benefast Partners should...
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...various stages of the assignment, using MS Project, comments, what would you have done differently, etc. ATTN: Hugh McCauley Service Request 004 for Riordian Manufacturing (SR-rm-004) asks to analyze the current human resource system to integrate the existing variety of tools in use today win a single integrated application (University of Phoenix Virtual Organizations, 2012). The current Human Resource Information System (HRIS) was installed in 1992 and was actually part of the financial systems package as part of the finance department. (University of Phoenix Virtual Organizations, 2012). Since the early 90’s, the advent and development of information technology has come to fruition thus making it more appropriate for a more technology centric group to take charge of the project. Although room for growth and elaboration was limited in the past, the legacy HRIS system kept track of the following: personal information, pay rate, personal exemptions, hire date, seniority date, organizational information and vacation hours. Changes to any of the above employee categories are made by submitting physical, hand written form by the employee’s manager and subsequently entered by the payroll clerk. Full details of the current system can be found under the Human Resources intranet web page on Riordian Manufacturing’s website. During assignment #1, the primary objective was to analyze the above summarized service request into a basic outline with primary tasks. Although a template was...
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...1. INTRODUCTION In this term paper, I will explore the notion of ‘Technology Trust’ 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...
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