Plan Summary phase 4

Phase 2

According to phase 1, Gladwell Grocery Store requires a robust Human Resource Information System (HRIS) to streamline its recruitment and onboarding activities, a very critical function of the Human Resources department. Furthermore, the human resources department is tasked with preparing payroll and other employee benefits which have been difficult to streamline with periodical reporting.

It is important to evaluate why it is necessary to install an HRIS so as to mobilize the cooperation of the managers and the employees. This also helps to determine whether the information system streamlines with the organization’s objectives and overall culture. It is also important that it enhances total employee motivation and job satisfaction.

It is of utmost significance that the suited HRIS has features that will help address the human resource problems being faced in Gladwell Grocery Store. They are:

a) Payroll: It is a very critical function because it allows the company to track the salaries and benefits for all employees. It also helps to prevent any discrepancies since the business has ten stores (“Business assessment," n.d.). It must also be able to generate timely reports which align with employee time sheets.

b) Recruiting: This entails procedures related to recruitment activities of the business. This will help ease the work of the human resource as it will easy to track issues such turnover and performance.

c) Training function: This will enable the human resource to track the training components of all employees.

With the above features in mind, it becomes an easy task to identify which type of HRIS system to install. The recommended system would be the tactical HRIS. Tactical HRIS, "are used to provide managers with support for decisions related to allocation of resources" (Karikari et al., 2015, pg.425). This is because it covers all the immediate needs of the store. Its features allow managers to be able to carry out recruitment and onboarding, payroll functions and training of employees which the store needs. It is imperative to break down the components of the tactical HRIS so as to clearly see how it will address every problem in the store.

A)Recruitment Information System

The store has 400 employees and has ten stores which require that the human resources department visits handle recruitment and onboarding activities (“Business assessment," n.d.).The tactical HRIS will minimize the need to make regular trips to all the stores as this can be done from the main business premises where the main server will be located. A qualified human resource employee will handle the inputting of employee data from the point when the company hires them. First, the human resources need to develop a plan for recruitment which will outline the job description and the associated skills and qualifications before feeding this data into the system. This then leads to the need for establishing an information network which will allow other human resources officers in the other ten stores to be aware of the recruitment procedures and implement them in every store. This will not only save on company time meant for productivity but will save in overall overhead costs such as gasoline.

B) Payroll and Benefits Information Systems

The Gladwell Grocery Store has been manually preparing payroll using an Excel spreadsheet thus consuming time and increasing room for errors (“Business assessment," n.d.).This solution does not offer a long-term and reliable solution especially if the store plans to expand in the future. The tactical HRIS eases the work for the HR manager by allowing him first to categorize the employee functions and match them with the appropriate compensation and benefits. This also requires a compensation and benefits plan to be drawn before being inputted. Most companies compensate employees based on the level of responsibilities. It is, therefore, important that the store ensures no employee is overpaid or underpaid. Furthermore, the system will allow the manager to keep track of the benefits program to see which employee is misusing or has not been well compensated. It is also easy to track which benefits need to be stopped in case an employee resigns or is dismissed.

C) Employee training information system

Gladwell Grocery store is a medium –sized company requires highly skilled and qualified employees for it to grow and capture a larger market share. Training and development and performance appraisals are some of the functions that will benefit the store (“Business assessment," n.d.).Lipman (2013) observes that management tends to overlook the critical importance of career development of their employees. This system will allow the human resource to be able to customize employee training needs based on the company’s objective and culture. Once the data is inputted, it will be easy to track various aspects of training for each employee and monitor their performance levels. It will also allow the human resource to identify which training aspects need to be added or removed. Furthermore, it will save the store time and money that goes into recruiting the right human resource training consultant.

References

“Business assessment.” pg. 1-6.

Karikari, A.F., Boateng, P.A., & OCansey, E.O.N.D. (2015). The Role of Human Resource Information System in the Process of Manpower Activities. American Journal of Industrial and Business Management, 5, pp.424-431.

Lipman, V. (2013). Why Employee Development Is Important, Neglected And Can Cost Your Talent. Retrieved from https://www.forbes.com/sites/victorlipman/2013/01/29/why-development-plannning-is-important-neglected-and-can-cost-you-young-talent/