Homework Question

Table of Contents

Acceptance Strategy……………………………………………………………………….2

Talent Development and Workforce Planning…………………………………………….3

Return on Investment………………………………………………………………………4

HR Strategy………………………………………………………………………………...5

Ethics and Legality…………………………………………………………………………6

Conclusion………………………………………………………………………………….8

References………………………………………………………………………………….9

Acceptance Strategy

The strategy for implementing Chelsea Catering Corporation’s new centralized global HRIS will be in a phased roll-out plan. The system will not be rolled out to all employees at one time, instead the system will be rolled out in phases. “Phasing implementation may help employees better understand the system. By dividing the new information into sections, employees are less

overwhelmed and can better retain the new material” ("Best Practices When Implementing a

New HRIS," n.d., para. 5). The HR department will put together an implementation team that will include both internal and external team members. The internal team members will be made up of HR staff and experts from the various departments of Chelsea Catering. The external team members will consist of employee(s) from the vendor itself. A team leader will be appointed to oversee the entire process and will be chosen based on their qualifications to be a leader, motivator, and delegator.

The strategy will also include the buy-in from senior management. Senior management may have approved the implementation of the HRIS; however, it will be critical for them to also participate, motivate others, and demonstrate that they take the change initiative seriously and find value in the rollout of the system. Before, during and after the implementation of the HRIS both senior management and the HR staff will allow for ongoing feedback. HR will move from being data processors to being strategic partners of Chelsea Catering. The system will free up time for HR to focus on initiatives that will assist Chelsea Catering in being a leader in the global marketplace, by developing means of recruiting, attracting, and retaining top-notch talent that will move Chelsea Catering forward. HR will also be able to participate in company business and meetings that will allow HR to be experts in their field and develop and share best practices for Chelsea Catering in a true partnership with management.

Talent Development and Workforce Planning

The centralized HRIS will allow HR and managers to be prepared and organized when it

comes to talent development and workforce planning. With Chelsea Catering in expansion mode and going global, it is important for the technology used to be effective and have the capabilities to produce accurate data. Talent development and workforce planning are crucial to the ongoing

success of the organization. An HRIS will provide reporting capabilities that will allow HR and

managers to review data to determine current and future staffing needs. The system will also

allow for employee development that will aid in determining training needs to better align staff

with the skills needed to perform their jobs. “The organization must foster a data-driven

planning culture and be willing to value the planning process as much as the actual plan. The

managers who participate in this planning process will then be better equipped to make decisions

as business results and forecasts change—and more skilled at simulating how changes in

business objectives and conditions require different talent sets. The organization must also invest

in workforce planning technology that supports predictive supply analytics, bottom-up demand

planning, employee- level action-planning, and summarization of gaps” (Louch, 2014, para. 27).

Employee performance is an important part of understanding talent development and

workforce planning. Chelsea Catering’s largest asset is their employees and investing in an HRIS will provide invaluable data that can be used to determine how the current workforce is performing and what future needs regarding staff is needed. The centralized HRIS will allow HR and managers to track and measure employee’s progress and provide feedback and the ability to assist in setting goals. The system will also allow employees to track and monitor their own performance and participate in setting their short- and long-term goals. This is a positive process by helping employees feel empowered in driving their development.

Return on Investment

The return on investment (ROI) for the HRIS must outweigh the costs of the system.

Detailed research will promote a healthy ROI, by ensuring only the necessary parts of the HRIS

are purchased by the company. There are many choices for Chelsea Catering to choose from for an HRIS, but the evaluation of the company’s current and short-term needs will minimize over

purchasing a system.

HR must be able to document that the HRIS is justifiable. This means evaluating the

current cost for each of the systems that are being used and if this cost would decrease by

implementing a centralized global HRIS. The current systems are decentralized and vary

geographically. The systems do not communicate with each other, which means HR and

managers are unable to pull data from one system and create reports from that data. Also, there

is HR and IT staff located in all geographic locations, which can be decreased by the

implementation of an HRIS. This would be another cost savings for Chelsea Catering.

Other tasks that will be factored into determining the ROI for the HRIS implementation is

tracking labor hours used for manual tasks, estimating productivity increases, retention, and job

satisfaction improvements. ("Tips for Estimating ROI When Selecting HR Systems," n.d.)

Some items are quantifiable for determining the ROI, but some are unquantifiable.

“Convenience, relief from everyday headaches, improvements in processes used to recruit

employees, and many other HRIS benefits may be unquantifiable when calculating ROI. Instead

of trying to determine how to quantify these items, it may be helpful to create a separate area of

the ROI report to simply list the expected unquantifiable returns” ("Tips for Estimating ROI

When Selecting HR Systems," n.d., para. 10).

HR Strategy

A globally centralized HRIS will improve Chelsea Catering’s capabilities that they have not had to date. The current systems utilized by the organization do not interact or communicate with each other, which have led to inefficient processes by HR, managers, and employees alike. Therefore, to increase productivity and establish efficient processes, it is important for Chelsea Catering to implement more effective technology and resources. The HRIS will allow for employee information sharing, performance measurement tools, employee development resources, and succession planning abilities. All of which will establish Chelsea Catering as a company that is committed to growth and expansion, not just on a local level but globally as well. The implementation of an HRIS will allow for the HR staff to be more effective and

efficient in their communications and assisting management in employee development, as well

as providing reporting capabilities and improving succession planning. The HRIS will provide

the technology and resources needed to align the current business needs with the future goals and

vision of Chelsea Catering. “HR practitioners need technology that can help them work through these emerging trends: coaching and training managers in employee development, effectively using workforce analytics, branding and employee engagement, rewriting policies to address the issues of employees both globally and locally, and meeting the changing expectations of Baby Boomers and Millennials in the workplace” (Wright, 2016, para. 2).

The HRIS will provide the resources needed for employees, managers, and HR to

perform their jobs more efficiently and productively. The system will also allow for increased

reporting capabilities that will provide senior management with the information needed to plan

for future foreign growth, as well as to review performance metrics for succession planning. The system will help to identify the gaps that need attention in staffing and training.

Ethics and Legality

The HRIS will benefit Chelsea Catering but it is important that the system meet ethical standards and legal requirements. HR will need to evaluate throughout the entire process and ensure that there is no breach in the system and that Chelsea Catering is compliant with all legal requirements and ethical standards. “Because of what data the HR function is responsible for, even a small organization can be held accountable for ensuring that scores of country, state, and province regulations are adhered to. Local labor laws, internal policies, contract issues, contingent workforce considerations, corporate employment mandates, and a host of privacy laws are just some of the areas of liability for organizations when it comes to HRIS applications. If your organization happens to conduct operations across international borders, then that expanse of legality grows exponentially” (Fairchild, n.d., para. 11). In this case, the European Union has laws that all its members must adhere to, and the General Data Protection Regulation (GDPR) is such an example. In 2018, the EU passed the GDPR in May, establishing a historic precedent for data privacy law worldwide.

In addition, conducting business globally lends to new challenges for managers and HR. Both must have cultural awareness and know how to interact and communicate with their global employees. HR must ensure the HRIS is able to communicate and provide the abilities regionally and globally. Privacy is another issue that must be at the forefront when implementing the HRIS, as privacy laws in the U.S. may differ from their global locations. “Privacy is a pervasive issue for many companies. In addition, privacy laws vary in different locations. The European Union has much stricter privacy laws than the U.S. When the two sets of laws conflict, human resources managers must make a decision which to follow” (Zheng, n.d., para. 4).

HR will need to work with employees to ensure they abide by the policies of the

company and follow legal and ethical guidelines. Ethics training will be a requirement of all

employees, explaining what the company expectations are and avenues to follow should they

encounter a situation they do not think is ethical.

Finally, HR will work with the IT department and an external third party to ensure the

HRIS is secure. This will be handled through proper backups of the system by having files

backed up daily and stored at different clearinghouses. System requirements will involve

periodic changing of passwords to minimize the chance for a breach of the system, as well as

timely deactivation of terminated employees. The HR department will also work with the IT

department to ensure employees are provided access only to the parts of the system they need to

perform their job. Lastly, a disaster recovery plan will be put in place to safeguard the company

and employees.

Conclusion

Chelsea Catering will benefit from a centralized global HRIS that will increase

efficiency and lower costs. The HRIS will allow for HR to spend more time on being a strategic

partner for PepsiCo versus being processors of data. The HRIS will also allow for employees to

feel that they are empowered and have control over their personal data and access to pertinent

information that affects their job. However, it is important for the HR staff to plan, prepare and implement the new HRIS by aligning the vision and goals of Chelsea Catering, as well as achieving compliance and abiding by legal and ethical standards. “Companies should have a clear vision for HRIS implementations that are concisely articulated, identify stakeholders and address their concerns, have realistic timelines, and create clear processes for performing them” (Wright, 2016, para. 16). The HRIS will improve information sharing and communication locally and across country borders and will improve collaboration amongst a global workforce. The system will provide accurate data reporting and tracking of employee metrics; including performance, compensation, and benefits. The system will also aid management in making employee, strategic and organizational decisions to effectively compete in a global marketplace.

References

Best Practices When Implementing a New HRIS. (n.d.). Retrieved from

https://www.hrpayrollsystems.net/best-practices-implementing-new-hris/

Fairchild, M. (n.d.). The Top 5 HRIS Mistakes and How to Avoid Them. Retrieved from

http://www.hrlab.com/hris-mistakes.php

Louch, P. (2014). Workforce Planning Is Essential to High-Performing Organizations. Retrieved

from https://www.shrm.org/ResourcesAndTools/hr-topics/technology/Pages/Louch-

Workforce-Planning.aspx

Tips for Estimating ROI When Selecting HR Systems. (n.d.). Retrieved from

https://www.hrpayrollsystems.net/tips-for-estimating-roi-when-selecting-hr-systems/

Wright, A. D. (2016). 5 Steps to Managing an HRIS Implementation. Retrieved from

https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/5-steps-to-

managing-an-hris-implementation.aspx

Zheng, K. (n.d.). What Are the Ethical Issues in Human Resource Management in Multi-national

Corporations? Retrieved from https://smallbusiness.chron.com/ethical-issues-human-

resource-management-multinational-corporations-55821.ht

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