Must be able to pass all originality tests.

Now that you assessed the business (attached), identified some of the inefficient HR related processes plaguing Gladwell Grocery Stores, and pinpointed a few possible solutions, it is time to choose an HRIS application that will suit the business. In this assignment, you will consider the HR function you chose in Phase I, and recommend the type of HRIS that you believe would be the most efficient for addressing this function.

To prepare for this assignment, review the Gladwell Grocery Stores case scenario (attached), and then research potential HRIS types and HRIS vendors that may suit the needs for Mr. Bell and Gladwell Grocery Stores.

Write a three to four (3-4) page paper in which you:

HRIS Needs Assessment

1.  Prioritize the top three (3) benefits that an HRIS will offer the business, and explain your position. Next, examine the effect of automation on creating a more efficient process for the HR function chosen in Phase I.

Choose HRIS Type

2.  Based on your research, select the type of HRIS that you plan to implement for your client. Analyze two (2) of the system’s offerings that you believe would be best suited to addressing your client’s needs. Then, assess two (2) ways that the selected HRIS can improve efficiency for the HR function you chose in Phase I. Defend your decisions with theory and findings from past readings and class activities.

Choose HRIS Vendor

3.  Now that you know the type of HRIS you will be implementing, it is time to choose an HRIS vendor. Compare and contrast two (2) vendors, including a description of the cost, capabilities, and HR functions that the HRIS caters to. Based on your comparison, choose the HRIS vendor that you will recommend to your client, and explain the main reason why you decided to choose this vendor over the others.

4.  Use at least (4) four quality academic resources in this assignment. Note: Wikipedia and similar Websites do not qualify as academic resources.

  1. Format your assignment according to the following formatting requirements:

a.  Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.

b.  Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.

c.  Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.

Gladwell Grocery Stores Case Scenario

Gladwell Grocery Stores has ten (10) stores in upstate New York. They have approximately 400 – 440 employees. Most of the employees are part time, with approximately 45% of them full time. The operations manager, Tom Bell, also acts as the HR manager and travels to each location each week to take care of recruiting, scheduling, hiring, and answering questions for the employees as needed. He also takes care of payroll using Excel spreadsheets and has computer software to print payroll checks.

Mr. Bell approaches you, an independent HR consultant and owner of your own consulting firm, for a proposal. He would like to greatly reduce his travel to each location each week, due to the increase in gasoline costs. He is curious to know if there is anything you can suggest in helping him complete his HR tasks more efficiently and in a cost-effective manner. He hopes there is some way he can do part of his HR tasks from his office instead of traveling to each location every week.

Asst 1

A human resource information system is a human resource software that allows human resource activities and process to occur electronically. This software allows for control and management in large companies without allocation resources to them. At Gladwell Grocery Store, there are ten outlets of the store in New York. The total number of workers in all the ten stores is roughly 400,440; this is an indication that Gladwell grocery store is a large enterprise. Forty-five percent of the employees work on part time basis. The grocery has one operations manager who doubles up as the human resource manager. The human resource manager travels to these stores on a weekly basis to take of human resource matters. Handling employee issues appear to be a difficult duty since the grocery does not have the human resource information system. The use of Excel spreadsheet to prepare employee payroll for the 400,440 employees is a very tedious exercise

Employee effectiveness is significantly affected by the approaches taken by management to handle their issues. In the retail industry, most workers tend to work on part time basis. This shift operation is an advantage which administration can tap into; the managers can use employee retention techniques to convert part-time worker to full-time employment. Developing of employee leadership skills is an essential tool, retail shops with several branches do not need to have a central commanding authority, and the human resource can task one of the employees with the responsibility of responding to their complaints without holding any position in the enterprise. It is vital for the manager to monitor day-to-day employee performance. In a busy environment such as grocery shops setting of targets for each worker will help in the follow-up to the performance without a physical presence to supervise their work (Lussier, & Hendon, 2013). Face to face, communication helps in building confidence in employees.

Human resource department in an organization plays a leading role in driving the productivity of an enterprise. This is the unit that manages the key factor of production; labour. Department has the following functions to play in business, recruitment of workers, training and development, compensation and benefits, compliance with labour requirements, workplace safety and strengthening employee-employer relations. Salary and benefit are a chief duty of the human resource managers (Lussier, & Hendon, 2013). This role is vital since it is what makes workers engage in gainful employment. This duty is also a primary cause of employee grievance in the majority of organizations. This function also has a direct effect on worker output; empirical studies indicate that a greater percentage of employees go on strike for salary increment purposes (Williams, & Williams, 2014).  Better compensation and motivation improve worker’s productivity.

Human resource information system plays major functions in an organization. However, this system payroll functions are automated, and the bulk of the work is reduced. HRIS helps in reducing the actions of administration by carrying out certain functions that are employee related. With an extra time saved by HRIS, the human resource manager will have a chance to train employees on various matters (Tiwari, Tiwari, & Shah, 2013). Training systems within the HRIS will assist in tracking and training of the employees on critical aspects of their role. Employee benefit and motivation include issues such as salary, allowances, per diems, Retirement benefits, insurance, and promotions. A human resource information system is critical in automating employee payroll management, thus reducing the work of the department. Some process in handling the compensation such as insurance and retirement benefits has been made easy. Individual workers can fill the family and next of kin requirements on their own without visiting the department offices. The system has created an efficient platform for such functions.

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