Human Resource Information System Case Study

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

Product Analysis is an important tool in the definition of the project scope. The identified vendors’ HRIS solutions should be analyzed to identify if their software functionality matches the collected requirements.

The first step in setting up the new Human Resource Application, (HRA), is to gather information about the system requirements and user needs from everyone that will be involved in the startup and rollout of the new system. The process of gathering information from involved stakeholders can be a tedious process if the wrong techniques are used. So, to expedite this in an orderly and timely manner we will be passing out questioners to all members of the Human Resource Department and to all Department heads. Using Questioners will help the IT department get an idea of what requirements are expected from the new system. It is not cost efficient to talk to each employee so, it would be very beneficial for all that every questioner is filled out in a timely manner. We will be emailed to each employee on Monday September 9th, 2013 and would like a response no later than Thursday September 12th, 2013, (for processing purposes). Questioners will also be available on the Employee Web Site under HR applications.

| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)

The Information Technology (IT) department needs to define the business requirements for the development of an HR system to support the objective of this request. Create a detailed system design and a project implementation plan required to complete the project. The project

Indicative Content: Understand key contemporary business issues affecting the HR function within private, public and third sector organisations. Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business

“The human resource planning process, demands the HR manager to first understand the business requirement. Only if he comprehends the nature and scope of the business, will he be able to employ those who will deliver the required performance. When it comes to engaging the

- outline services to be offered and working assumptions between HR Strategy and its customers;

The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization.

This course focuses on the strategic value that technology has brought to HR and the business. As a result, HR is a strategic partner in companies. How specifically has technology created this strategic partnership? Share an example. What values have resulted from this strategic partnership?

1.2 Identify the range of HR data that organisations collect and how this supports HR practice.

For this week homework assignment we were asked to read the case study found on page 119 and answer the three supplemental questions found below. The purpose of this paper is to evaluate Benefast Partners’ strategy. Describe what changes (if any) I would make going forward. As well as what methods I would employ to ensure that an HRIS package meets the majority of clients’ need.

Q1: Why is it important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor?

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

3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor?