need assistance

Running head: HUMAN RESOURCE INFORMATION SYSTEM 1

HUMAN RESOURCE INFORMATION SYSTEM 5

Human Resource Information System

Name

Institution

HRIS Needs Assessment

A human resource information system (HRIS) plays a great in merging various components of the human resource management such as payroll management, productivity of labor, cost management, and decision making. Intrinsically, the Gladwell grocery stores do not enjoy the benefits that an HR information system has to offer. The operation of the company is happening without a proper information system that can aid in controlling all the human resource functions which lead to causing a threat to the business. As such, the store requires a HRIS that can hire employees as well as orient these people in their new roles.

The adoption of the system will help the company to gather data on its employees in an effective and reliable manner (Tsui, & Lai, 2009). For instance, crucial data would be the daily time record done through electronic means. HRIS would improve the employee data collection process and this would help in the training and development of employees. Tracking employee abilities and gathering appropriate employee data is important since it helps in identifying the existing gaps or areas that need improvement and therefore the training may be carried out based on the collected employee data. Also the HRIS would facilitate quick and efficient generation of valuable and accurate reports. It is required since the system accommodates mobile accessibility which makes the process quick and simple and Tom Bell will generate reports from his office. Lastly, utilization of the system would make then store to reduce errors in the payrolls. In fact, HRIS is capable of supporting real-time tracking and therefore this makes it easy for an organization to identify any errors in the payroll (Tsui, & Lai, 2009).

Choice of HRIS Type

There are different types of HRIS available in the market and the choice of the type depends on the business needs and specifications. However, the Gladwell grocery store requires a system that performs three main functions including employee data collection process, quick and efficient generation of valuable and accurate reports, and generation of payroll data without errors. A system achieving these tasks will solve the problem of Mr. Bell from traveling weekly to every store. Intuitively, the system will lead to the enhancement of efficiency in the process of employee data collection and accuracy in the reports used in the management (Boateng, 2007). The available HRIS types in the market that can solve Mr. Bell’s problems effectively are Workable HRIS and the Namely HRIS.

The Workable HRIS is a system that deals with employees’ data starting from recruitment time and the system is sold by the Workable Software Company. In essence, the system targets to replace manual data obtained through emails and data stored in spreadsheets with the best tracking system. Application of the system enable multiple communication with employees and a variety of data can be stored with precision and accuracy. The system is sold at a price of $ 200 monthly for pro users without limit number of employees.

The Namely HRIS provides an online and employee benefits platform for businesses that are small or medium in size and the system is sold by Namely Company. In fact, the system can be used in management of all the employees’ data in single platform. Also, the system can aid in the generation of payroll data as well as provision of the appraisal for employees. Besides, the system can be applied in the generation of timesheets, training employees, tracking job applicants, and reporting the expenses. The monthly price of the system is about $ 6 per employee.

Choice of HRIS Vendor

The HRIS vendors that can be proposed to Mr. Bell are Workable Software Company and the Namely Company. The Workable HRIS is majorly specialized in the employees’ data particularly for hiring purpose whereas the Namely can be used in the hiring process, generation of payroll, training of employees, and many more. On the cost, Workable HRIS is cheaper for the GLadwell store since its price is $ 200 with unlimited users while the Namely is $ 6 per employee which is expensive considering the company has more than 400 employees. Lastly, the Namely HRIS has more capability than Workable HRIS.

The most suitable vendor for the Gladwell stores is the Namely Company which offers the Namely HRIS system. Since, this company would help in providing more services than Workable Software Company. Indeed, the Gladwell grocery stores need to have more than one services regardless of the costs (Kavanagh & Johnson, 2017). It is the only system that would solve all the problems that Mr. Bell faces in the management and traveling expenses. Moreover, the company needs to improve communication, payroll, and hiring functions, hence, the store should use services from the Namely Company in order to provide adequate analytics which will be based on the performance of employees.

Conclusion

Human resource management is an important section in the management and planning of the organizations and major factor in the organization which can result in the ultimate failures or big time losses which can be remedied by the company using the most appropriate Human resource information system.

References

Boateng, A. A. (2007). The role of human resource information systems (HRIS) in strategic human resource management (SHRM). Master of Science Theses, Accounting Swedish School of Economics and Business Administration, Palovartijantie.

Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics, applications, and future directions. Sage Publications.

Tsui, A. & Lai, K. (2009). Professional practices of human resource management in Hong Kong: linking HRM to organizational success. Aberdeen, Hong Kong London: Hong Kong University Press Eurospan distributor.