HRIS Plan Summary

Phase II - Selecting 6

Phase II - Selecting an HRIS Application

Gladwell Grocery stores is a chain with ten shops. The workforce mainly comprised of part-time employees. Mr. Tom Bell is ideally the operations manager. However, he substitutes as a Human Resource manager. Creating an issue because the ‘human' resource aspect of the chain is under threat of mismanagement or underutilization. The assessment reveals that the chain is a prime candidate for an efficient HRIS system.

HRIS Needs Assessment

Considering the grocery chain is mainly composed of part-time employees, the company is need of a system that will adequately handle its selection and hiring needs. A method of this magnitude is a priority for the firm. Secondly, it is quite expensive and time consuming for the Human Resource manager to keep traveling to each store for oversight purposes. Finally, and just as significant, the company needs a reporting apparatus that can track the productivity of the company's human resource.

Benefit 1: Selection and Recruitment

In support of the company's staffing needs and requirements, an HRIS system will provide a sophisticated interface that allows use by both internal employees (interested in career mobility) and external job applicants (Bondarouk&Ruel, 2009). The system will let candidates open positions to submit their resumes and contact information to the recruiter. The system will then collect the data and archive the information in a manner that is easily accessible to the hiring manager. Therefore, when the manager looks to fill up positions made vacant by leaving part-time employees, the manager can conduct detailed searches of collected resumes with the help of queries that include location, education level, years of professional experience and their technical ability. As mentioned, the system will allow existing employees to apply for the new positions, which can be beneficial for the hiring manager because they can save on operation costs for training new employees.

Benefit 2: Reporting

Reporting is perhaps the most significant benefit for the grocery chain because it improves the manager's ability to create reports and presentations necessary for operations. For starters, it saves the cost of actually hiring someone to make and take care of physical copies of data and records. Further, it holds a comprehensive index concerning electronic copies of employee's paperwork such as I-9 and W2 forms (Hussain et al., 2007). It also contains data about salary and incentive compensation for each employee. Since information about the employees and records about the business housed in a database, the manager has the benefit of running various detailed reports when needed.

Benefit 3: Improve Oversight

The manager can save time and money spent in having to travel to all the stores. By relying on the HRIS system, the manager can manage application and interview processes; he can set and track training goals for new employees and can efficiently schedule reviews (Bondarouk & Ruel, 2009). The system allows for results of annual performance appraisals and any disciplinary actions that have been taken toward staff members to be incorporated and reviewed on a timely basis. The system designed in such a manner that sends alerts to employees to remind them of training goals, objective or actions they need to take, while also notifying the Human Resource manager if certain conditions are not met (Bondarouk & Ruel, 2009). Further, the HRIS system will pro-actively monitor compliance with regards to the grocery chain company policy, while requiring the management only to handle cases that need personal attention.

HRIS Type: Cloud-based/SaaS (Software as a Service)

Cloud-Based software is ideal for Gladwell Grocery stores because the system is suitable for SMEs. For starters, the cloud-based software is extremely secure because the confidential information is stored securely in the cloud and authorized individuals can access the data (Hussain et al., 2007). Further, the software allows a company to pay for the features that the business needs. Therefore, a business can select a package that tailors to its needs at an affordable rate. In this case, Gladwell Grocery Stores needs a secure, relatively affordable HRIS system without the need of an Information Technology department. With the cloud-based software, the chain will save on the cost of having to implement an IT department because it can be handled directly by the Human Resource department. The system is quite uncomplicated, and after going through the demo, the HR manager could quickly master the system. Saving the company operating costs because they do not have to hire a new department (also keeping the HR manager the number of people he has to manage). Secondly, the company will improve performance appraisals (which are crucial to strategic human resource management) because the HR manager will be directly involved in the oversight process (Cascio, 2018).

HRIS Vendor: BambooHRTM and WorkableTM

BambooHRTM is a cloud-based system, ideal for small and medium-sized businesses, offering integrated applicant tracking (ATS), onboarding tools, e-signatures, time-off tracking and performance management, complemented with easy reporting and a convenient mobile app for employees. The app can deploy on several platforms including Mac, Windows, Android Native and iOS Native. Conversely, Workable is a cloud-based system that provides a flexible and intuitive interface to track and manage candidates. It can only deploy on Android Native and iOS Native platforms. Both systems offer a 30-day free trial, but the BambooHRTM system is the best choice for the business because it offers more Human Resource capabilities that the business needs. The HRIS system is ideal because it allows a user-friendly, self-service portal beneficial for performance appraisal, recruitment management, succession planning, ‘time off' management and training management.

References

Bondarouk, T. V., & Ruel, H. J. M. (2009). Electronic Human Resource Management: challenges in the digital era. The International Journal of Human Resource Management, 20(3), 505-514.

Cascio, W. (2018). Managing human resources. McGraw-Hill Education.

Capterra. (n.d.). BambooHR. The Smart Way to Find Business Software. Retrieved from: