ATTENTION ( KIM WOODS) need done by sunday 11-5- 2017

HRM 520

Antoine Brown

Week 3 Assignment

\

10-31-2017

Introduction

Gladwell stores, just like any other organization, desire to get high levels of profits, through its operations. The success of Gladwell is, however, compromised by the inefficiencies in the entity as a result of unsolved aspects, and poorly formulated business strategies (Michael & Lippert, 2015). The major problem, being the lack of HRIS is bound to lead to the downfall of the organization if not properly handled. Tom Bell, the manager, wishes that there was a way to which he could be able to complete most of his human resource tasks while at his office. The traveling expenses and time consumed is interfering with the productivity at the entity. Not having HRIS at Gladwell requires the manager to act all round, working from one activity to the other, and from one organization location to the other. HRIS is critical and beneficial if adequately installed and embraced by any organization.

Phase I: Business Assessment

Gladwell stores have opened ten stores in New York and have approximately four hundred to four hundred and forty personnel working in the organization (Michael & Lippert, 2015). While most of the employees work on part-time basis, the number working on full-time basis amounts to 45%. The main problem at Gladwell is the fact that the manager, Tom Bell, is involved with almost all activities regarding human resource and other departments. This aspect may profoundly compromise the efficiency and Gladwell, hence needs to be adequately addressed. Evidently, with all these issues, Gladwell is bound to benefit from the installation of human resource information systems.

Phase II – Selecting an HRIS Application

The best HRIS application which will suit Gladwell stores is the Tactical HRIS. This system supports the management especially for all decisions which are made in the organization (Michael & Lippert, 2015). It will as well help Tom Bell of Gladwell stores to perform job analysis and design, handle recruitment and selection, compensation and benefits as well as employee training and development. The tactical HRIS will be the best for Gladwell stores.

Phase III – Project Management Roadmap

Implementation of HRIS will be carried out in three phases. The first step will be to perform employee training and awareness creation regarding the system. The second step will be to install the system through guidance from information technology professionals. The final stage will be to embrace and initiate working using the installed systems. The costs associated with this project will amount to roughly $30000. The success of the system will be measured through organization productivity and profitability levels.

Phase IV – Plan Summary

The human resource information system is a software which helps organizations to keep track of all the personnel data, including their names, positions, salaries and hire dates. Regarding recruitment, selection, and placement, this software is bound to be very beneficial to Gladwell stores (Michael & Lippert, 2015). At Gladwell, it is evident that Tom Bell is overwhelmed with pieces of paperwork, work schedules, weekly meetings and poor use of time.

The introduction of HRIS into Gladwell will help solve the problem of time management and task allocation. Employees will be allocated efficiently their duties and responsibilities, by solely relying on information in the system. The best way to incorporate this system into the organization process is through identifying issues and coming up with relevant ideas on how to mitigate challenges caused by lack of HRIS at Gladwell stores (Jones et al. 2015).

Identifiable issues

The human resource department is a fundamental functional unit in every organization. Management and specialists are, for instance, responsible for some functions, which are dependent. The human resource functionality does not at all times, require a lot of personnel for the sake of maintaining efficiency. Regardless of the department size in an organization. Gladwell stores can benefit from various HR functions. These include;

a) compensation and benefits

b) recruitment and selection

c) training and development

d) employee and labor relations

e) safety and risk management

Recruitment and selection is the primary HR function that will benefit Gladwell stores. The process of recruitment and selection in the human resource department begins with workplace planning (Jones et al. 2015). In the organization, there should be line managers and supervisors, with responsibility for creating plans for the personnel, screening of job applicants and also scheduling interviews. Hiring decisions need to be made with professionals. The recruiting arm of the human resource should have delegated tasks and also handle personnel-related problems. Recruitment and selection is a significant problem at Gladwell, as well as task allocation.

The operations manager at Gladwell, who is also the human resource manager, has a lot of responsibilities. He engages in traveling to different locations every week, to oversee recruitment, selection, hiring and answering questions related to the organization. Tom Bell needs to be relieved of all these overwhelming duties (Jones et al. 2015). There is a need for proper recruitment, selection and task allocation to be done properly at Gladwell stores. This way, Tom Bell can be left with the duty to oversee such operations which are as well critical. Every organization unit should have a departmental head, and not one individual to oversee all operations in the entity.

Conclusion

The manager will have a way to know the light of experience, capabilities and skill sets of different members. Another way through which Gladwell’s process of recruitment and placement will benefit from embracement of HRIS is the fact that it will help in performing analyses. The software can help in better decision making, and also help in predicting and analyzing trends. When the management is aware of the personnel trends, and performance, it becomes easier to develop human resource related strategies which will help move the organization forward, along with a successful path.

Gladwell can immediately begin enjoying the benefits of the HIRS once the information system has been fully implemented. Compensation, hiring and organization decisions will be made more efficiently. It will also be more comfortable for Tom Bell and other managers in different organization locations to communicate, without necessarily demanding for physical presence (Jones et al. 2015). Time management problems will also be wiped out. The ultimate benefit is the productivity and increased efficiency at Gladwell. Employees will also benefit since they will be selected and placed in areas suiting their competencies from effective analysis of their skills, capacity and responsibility levels.

References

Jones, R. A., Jimmieson, N. L., & Griffiths, A. (2015). The impact of organizational culture and reshaping capabilities on change implementation success: The mediating role of readiness for change. Journal of Management Studies, 42(2), 361-386.

Lippert, S. K., & Michael Swiercz, P. (2015). Human resource information systems (HRIS) and technology trust. Journal of information science, 31(5), 340-353.