Building A Competitive Market Position Based On Value Propositions Essay

Human Resource managers, and other key personnel, now have full access to the HRIS system. They will spend a quick week in their own training, acclimating themselves with the quirks of the system and becoming comfortable with common tasks. After this week has passed then a full, company wide training will take place, with the goal of accomplishing two tasks. First, to inform employees of the new HRIS system and some of it’s key features. Second, to set expectations among employees of what their responsibility and interaction with the new system will consist of. A brief mention of some of the high level

The new Human Resources Information System (HRIS) architecture will be congruent with the existing Information Technology (IT) infrastructure. Technical support will be directed and implemented from the San Jose office. Our proposal recommends a three phase approach to implementation. In the First Phase (1P), HRIS baseline requirements and increased Human Resource utility will be launched at the Riordan Corporate office in singular virtual network. Phase Two (P2) implements the HRIS baseline requirements throughout the United States. Phase Three (P3) implements the HRIS throughout the enterprise worldwide.

Strategy is a set of complicated tactics formulated by the executives of a company directed towards the achievement of company’s goal (Salmela, 2002). It is about all the path ways that a company would follow to reach its ultimate goal. It is a company’s strategy which helps to identify what it does better than the other companies in the industries, which may be different from what it does best. For successful strategy formulation and implementation, a company should know the needs of customers and should have knowledge of its competitors. Through a good strategy a company would identify that opportunity which makes it different from the others (Thompson, 2005).

The objective of the HRIS implementation is to centralize the many independent and disparate systems that they currently have in place so that they can facilitate employees in having more visibility over their career progression, offer transparency regarding locating qualified applicants and succession planning and automate several processes that are currently done manually. By implementing the new HRIS system GenRays will maximize operational efficiency, reduce IT costs and improve employee satisfaction all while reducing costs and increasing revenue.

An HRIS, or human resources information system, is a technological resource enabling human resources departments to collect and maintain information related to employees, payroll, organizational structure, compensation administration, etc., in one system so the data can be easily accessed, updated, and analyzed for a multitude of general and strategic HR purposes ("Brief of HRIS",

A strategy is said to be a plan that is made for the long term success of a product or brand. It is extremely important to have a strategy in order to figure out a direction towards which any company is able to focus all its resources efficiently and achieve desired outcomes. Formulating effective strategies is a considerably long process in itself that combines analysing several factors, situations and issues that are already present in a company and looking to improve on them alongside trying to implement various innovations and ideas to collectively create a direction towards which they can move and direct the resources available to them.

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

Human resource management’s (HRM) role is changing in business. In the past, HR was a nothing but an administrative support function, now it is a key player in a business’s strategic planning. Today HR must have the ability to manage employees in way that contributes directly to a organization’s strategic goals. This sudden paradigm shift in purpose now feeds HR manager’s need for integrated systems that also include business intelligence. As companies look for more responsive and effective systems, outdated HR systems fall to the wayside as new modern and agile systems evolve.

Human Resources play a major role for most companies. It ensures that the company has set rules and regulations that allow the company to run smoothly. The use of HR database systems is very important to help meet the needs of the business. These systems allow your HR Team to start working more efficiently while better utilizing time and resources. The best HR database software will help you organize all your employee files and put this information onto a single searchable database.

In modernize era, more and more technology has applied in business and management. Human resource information management system (HRIMS) is one of the applications used for managing people in organizations. However, to have the objective perspective, there could be a efficiency and practical review in organization’s HRIMS. Therefore, this paper will have an overview about benefits and barriers of HRIMS, after that there will be the analysis the effect of HRIMS on organization’s performance and job quality, and the value it brings to company.

HRIS is essentially an integration of human resource and information technologies linked through specific software. It makes HR actions and process to occur through a computerised application. It has the following functions:

The traditional and antiquated function of any human resources department was to employ, terminate, collect and record paperwork on employees, maintain payroll, and event plan. The emergence and expansion of human resources information systems (HRIS), places the human resources department on par with strategic management planning, and forays into competition. The HRIS system is not just the “composite of databases, computer applications, and hardware and software necessary to collect/record [Sic], store, manage, deliver, present, and manipulate data for human resources as espoused by (Ngai and Wat, 2006; Lippert and Swiercz, 2005; Troshani, Jerram & Rao, 2011), but also to strategically plan for the transitions

"Strategy is the direction and scope of an organisation over the long-term: which achieves advantage for the organisation through its configuration of resources within a challenging environment, to meet the needs of markets and to fulfil stakeholder expectations".

A key requirement for HR professionals today is to couple the specific, detailed, functional knowledge about their organization’s HR practices with an understanding of how they fit within the broader organizational strategy. This skill-set becomes even more critical for organizations implementing cloud-based solutions because these solutions are often based upon general, industry-wide best practices and are not customized for each organization’s specific needs. Without in-house HR expects, the organization not only risks adopting an unsuitable HRIS, which reduces productivity and effectiveness, but it also risks the firm essentially “outsourcing” their HR expertise to the vendor (Johnson, Gueutal, & Marler, 2012, p. 15).

If we go into the past, Human resources Information systems was first introduced at General Electric in the late 1950s. In the very earlier days of the introduction of Information systems, Human resources department uses manually. But to drastic changes in the technology, almost every function related to Human resources have been computerized. Today, Human resources Information systems encompasses on Payrolls, Appraisal performances, employees Benefits management, recruiting, employee self-service and more importantly scheduling. Nowadays organizations keep much focus on using information systems that affects the working environment of the organizations employees. The Human resources information systems becomes more effective when it is useful for decision making. The main function of the information systems follows with the organizational interests in organizing and maintains of the human resources based on vision and mission of the organization. Since every organization have a competitive edge over opponents, the human resources management should more effective.