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HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM.

Name

Institution

Introduction

Gradwell grocery has been experiencing various problems which are related to its human resource management which is a very common challenge in many organizations. In order to solve these problems, the HRIS system stands out to be one of the most appropriate ways to counter and handle these problems (Islam & Al Mamun, 2016). In the management of Human resources, there ought to be the incorporation of such systems which are within the market demand as well as compatible. The aim of introducing these systems is to increase efficiency as well as effectiveness in the running of the organization.

Project management plan

Identification of stakeholders

Identification of the key stakeholders of Gradwell grocery stores should be the first step (Suri, 2014). Clients of Gradwell grocery are the most important stakeholders. The other stakeholders encompass the workers at the grocery as well as the top administration team which includes the grocery owners. The importance of this step is to make sure that each and every individual connected to the grocery is aware of the process implementation. The main objective is the appliance of the system to the Grocery.

Setting and prioritization of goals

Once the identification of stakeholders has been successfully completed, the next step involves coming up with the goals to be achieved by the HRIS system. The objectives set ought to be strong in this case where actual results are also determined. The main objective of the HRIS system is to help in the management of human resources which will incorporate administration of policies, personnel department which has the responsibility of managing the workers, the payroll systems which will aid in compensation as well as employee’s salary tabulation, reduction of errors which are as a result of manual management of personnel and boosting the employees accountability by means of software system management.

Defining deliverables

This step involves the definition of what is being delivered. For this case, it is the Namely HRIS system. This system will offer an online services and workers benefit platform to all businesses regardless of their sizes. Mostly, it works well with small and medium-size business. The system is capable of managing the employee's data, all on a single platform (Hendry, 2012). The system will help in coming up with payroll data and also, appraisal provision for all the workers. In addition, the system will give a hand in timesheets generation, training of the staff members, job applicant tracking as well as expenses reporting.

Creation of the project schedule

Their process of installing the system will roughly take five to eight weeks. This will be enough time to allow the management of the grocery to cooperate with the company offering the system during the entire process. The initial step will be system installation. This will involve the installation of all equipment necessary for the running of the system in Gradwell grocery (Suri, 2014). After installation, the system will be subjected to a compatibility test whose aim is to check how effective the system is. Subsequently, training would be offered to the managers in order to ensure that the system is run well in the Grocery without difficulties.

Risk assessment and identification of issues

This step will highlight the issues related to the adoption of this project. There various challenges that are going to affect this project. To start with, there might be a lack of time consciousness brought in by the installation process taking longer than anticipated which results in delays. Secondly, technological flaws may result in the entire process of being a failure. Thirdly, considering that Gradwell grocery is small scale, resources to ensure the completion of the installation process may not be sufficient (Hendry, 2012).

Presentation of the project to the stakeholders

The findings of the management after a consideration of various factors related to the project have been successfully done, the project management plan is presented to the stakeholders for reviews. It is after this step that the project is implemented.

Cost and benefit analysis

Project title

Costs

$

Benefits

$

Naming HRIS system

Installation

3000

Increased workers’ productivity

1500

Software agreements

100

Accurate production due to time and resources saving

2000

Maintenance

500

Reduction of Human Resource Manager manual work

600

New sales

3000

Total costs

3700

Total benefits

7100

Net profit = 3400

The process of installation is the most expensive and the company have to spend quite a significant amount of money. The software agreement which involves the grocery and the vendor of the system also takes count of the costs of the project. In addition, an indirect cost of maintenance is also incurred as the system will have to be maintained to ensure its efficiency. However, the benefits offered by this project surpass the cost incurred. These benefits include increased productivity of the employees, accuracy in production as well as reduction of manual processes done by the Human resource manager. These benefits contribute to the increase in the net revenue generated by the grocery.

Important metrics

One of the best metric that Gradwell Grocery should seek is the cost per hire. This metric will be important in determining the cost of hiring a certain employee as well as calculating how productive the employee is (Islam & Al Mamun, 2016). Another important metric is the revenue per employee. This is very essential to the grocery in determining the contribution of each and every employee in terms of revenue generation. Also, the benefit-cost metric enables the grocery to develop a benefits package that is clear as a result of the revenue that will be realized after the installation of the system. The number of workers that will leave the grocery will be indicated by the turnover.

Reference

Hendry, C. (2012). Human resource management. Routledge.

Islam, S., & Al Mamun, M. A. (2016). Perception of Management on Outcomes of Human Resource Information System (HRIS). International Journal of Business and Social Research, 6(2), 29-37.

Suri, S. (2014). Human resource information system: An innovative approach to improve Human Resource Management effectiveness. International Journal of Managment, IT and Engineering, 4(3), 124-137.

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