HRM340 Human Resource Information

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HRM340 Human Resource Information
Apply the theories reviewed in class related to analyzing an HR function and determining….

 

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HRM340 Human Resource Information

HRM340 Human Resource Information

A+ Entire Course: Course Project Week 2, 5, 7 |Discussions Week 1-7 |Final Exam 

HR Technology Case Scenario: Three-Stage Project

Click Here: HRM340 Three Stage Project

Castles’s Family Restaurant Course Project 

Objective

Apply the theories reviewed in class related to analyzing an HR function and determining the type of HRIS application necessary to automate and create a strategic alliance for this HR department. Students will have an opportunity to apply theoretical concepts to a professional business application.

Guidelines for All Papers

  • This project is completed in three stages.
  • The first two assignments (Stages I and II of the project) are worth 100 points each.
  • The final project (Stage III) is worth 280 points.
  • Stage I is due Week 2.
  • Stage II is due Week 5.
  • Stage III, the Final Project, is due Week 7.
  • Theory : There should be theory provided throughout all stages of this business plan to substantiate decisions made. All theory must be cited following APA format guidelines (APA Manual, fifth or sixth edition). Anything copied word for word must be inside quotes and properly cited in text and on the reference list according to APA format guidelines. Any information that is not your own thought (theory) must also be cited. There should be no more than 5% of quoted material (information copied word for word) in any of these three assignments.
  • Introduction : The purpose is to (a) introduce the subject and its importance, and (b) preview the main ideas and the order in which they will be covered.
  • Conclusion : summarizes the main ideas and major support points from the body of your paper. This is not simply rephrasing the introduction or reviewing what was shared in the paper, but also providing a closing paragraph for the reader.
  • All papers must follow the following formatting guidelines.
    • Double spaced
    • One-inch margins (on all sides)
    • Times New Roman or Arial font, size 12
    • Spelling, grammar, punctuation, and sentence structure should be correct.
    • The title page includes (1) title of the document, (2) your name, and (3) DeVry University , all centered and double spaced.
    • Headers are helpful throughout the paper to ensure that all assignment criteria are included, and they help with topical flow and keep the paper organized.

HRM340 Human Resource Information

Case Scenario: Fictitious Business Description

Castle’s Family Restaurant has eight restaurants in the northern California area with approximately 300–340 employees. Most of the employees are part time, with approximately 40% of them full time. The operations manager, Jay Morgan, also acts as the HR manager and travels to each location each week to take care of scheduling, recruiting, hiring, and answering questions for the employees as needed. He also takes care of payroll using an Excel spreadsheet and has a computer application to print payroll checks. Mr. Morgan approaches you, an HR consultant, for a proposal. Due to the increase in gasoline costs, he would like to greatly reduce his travel time for visiting each location each week and wonders if there is anything you can suggest to him to help him complete his HR tasks in a cost-effective manner. He hopes there is some way he can do part of his HR tasks from his office instead of traveling to each location.

Stage I (due Week 2)

Using the case scenario above, provide an assessment of the current business. Describe the company in terms of size, type of business, and so on. Explain why you think an HRIS is needed. As the owner of your own HR consulting firm, write a 2–4-page paper that includes the following paper headings, which are denoted in all caps.

  • INTRODUCTION: provides sufficient background on the topic and previews major points.
  • BUSINESS ASSESSMENT: the name, type, and size of business you’re assisting. Make assumptions in your business description using theory as needed and include the information in your paper for this case scenario. These assumptions would include background about a restaurant work environment and industry.
  • IDENTIFIED PROBLEMS: Review all HR problems identified. I recommend making a list of HR functions that you believe could be more efficient based on the information provided in the scenario. From that list, choose one HR function for analysis, which will be the main focus for your business plan. You want to explain why you chose that HR function as your first item, and substantiate with theory.
  • HRIS NEEDS ASSESSMENT: Explain how automation might create a more efficient process from the HR function chosen. How might an HRIS application assist the business?
  • CONCLUSION: The conclusion is logical, flows from the body of the paper, and reviews the major points.

Preview:

Among his tasks include visiting each branch on a weekly basis to manage scheduling, recruiting, hiring, and responding to employees’ inquiries.  He also oversees payroll through excel spreadsheet and a computer application for printing payroll checks.  Occasionally, he receives complaints on delayed payout or…

HRM340 Human Resource Information

Stage II (due Week 5)

Provide a detailed description of the HRIS application(s) chosen for the business. What type of HRIS might create a more efficient process for the HR function chosen? This is not a copy/paste of information from a vendor website, but an analysis and business plan to share with your customer. As the owner of your own HR consulting firm, write a 2–4-page paper that includes the following paper headings, which are denoted in all caps.

  1. INTRODUCTION: provides sufficient background on the topic and previews major points.
  2. HRIS TYPE: Now that you’ve conducted some research in the previous assignment, you should have a good foundation to take the next step in your business plan. You should have a good review of the scenario and have conducted some research on HRIS systems, and now your next step is to choose a type of HRIS. Share the type of system you plan to implement to help your customer. This must be substantiated in this paper to your customer from a theoretical perspective.
  3. HRIS VENDOR CHOICE: Now that you have an HRIS type chosen, you need to conduct research to find an HRIS vendor. You want to do a compare and contrast in this section of at least two vendors. Then, choose a vendor. Explain why you chose this vendor over another/others. Include the Web address and proper citations for the vendor applications compared. You must have theory to support your decision.
  4. CONCLUSION: The conclusion is logical, flows from the body of the paper, and reviews the major points.

Preview:

There are three main types of HRIS applications. These are Core HR, Workforce Management, and Strategic HR or Talent Management (Westfall, 2015).  The Core HR covers the day-to-day HR functions of any scale and type of business operation, i.e., administration of salaries and benefits, tax filing compliance and…

Stage III (Final Project, due Week 7)

  • At this point of the project, you have identified the problem and a technology solution for the business. Now, you want the business to accept the idea.
  • Using your text, the previous stages completed with feedback provided, and the business plan template (see Doc Sharing), write a business plan to give your customer that details the risks, assumptions, impact, and so on of the proposed implementation of the HRIS.
  • This stage of the project should be a professional document that you would present to a customer leadership team to accept your business plan.
  • See the Business Plan Template in Doc Sharing for details of each section required.
  • Do not copy and paste Stage I and Stage II information into this Final Course Project. Stages I and II are considered raw data. You are now finalizing and summarizing. You are applying critical thinking skills to the data you’ve collected.
  • Submit your business plan to the Week 7: Course Project Stage III Dropbox by the deadline.

Preview:

After careful consideration of Castle’s Family Restaurant’s situation and future direction, as well as the viable HR software options in the market, it is recommended for the company to purchase APS’ Online Payroll Software application.  APS offers excellent customer and technical support, which is important for new adapters like Castle’s Family Restaurant.  Their Payroll…

HRM340 Human Resource Information

Discussions Week 1-7 All Students Posts – 499 Pages

Click Here: HRM340 Course Discussions Week 1-7

Strategic Partnership Discussions Week 1 All Students Posts 92 Pages 

Click Here: HRM 340 Strategic Partnership

This course focuses on the strategic value that technology has brought to HR and the business. As a result, HR is a strategic partner in companies. How, specifically, has technology created this strategic partnership? Share an example. What values have resulted from this strategic partnership?

Provision of Human Resource Services

It is through effective delivery of human resource services that you can make human resource as strategic partner.

Use a simple approach, make effective use of technology, and either serve most of your customers or serve a particularly important sector exceptionally well.

All knowledgeable business people are aware that customers include both internal and external customers. Strive to serve both well.

In the case of internal customers, concentrate on employees at the strategic and tactical levels.

When I view about how technology has created strategic partnership in Human Resources I immediately think of the reasons which include; competency and talent management, increase productivity of the labor force and thus, profitability of the organization, changing of business environment, beginning of information technology and the vast amount of knowledge used in the course of the activities of organizations, and effect of globalization on the business landscape.  At my company all employee we used to receive paper paystubs, expense checks too.  Thanks for HRIS has change the pattern of delay to employees’ payment and adopt paperless now we are receiving through direct deposit to the bank account.  Also we have access to go back 3 years and see our paystubs, W2 etc.

The values have resulted from this strategic partnership is great effective use of HRIS to handle daily administrative HR tasks.  Employees can also make use of the self-service facility online which saves time and reduces costs as well.  Engaging fully human resource in HR system development that is supportive of business strategy development and implementation to promotes better ownership…

Web-Based HR Tools – Course Discussions Week 2 All Students Posts 90 Pages 

Click Here: HRM340 Web Based HR Tools

Based on your text and supplemental readings, what are some of the potential problems associated with employee self-service? After sharing some problems facing self-service, how would you address those problems? What is your professional opinion related to management self-service, where managers have access to more employee information through HRIS systems?

A traditional human resources department has staff to handle all aspects of the employee payroll, benefits and other human resource concerns. A self-service human resources system allows employees to enter information and fill out paperwork, such as benefit enrollment forms and time sheets, by themselves on a computer. Using a self-service human resources system may save a company money, but there are…

Human Resources Department of any business large or small is responsible for a lot of different tasks.  Managing the hiring and termination of employees, monitoring their progress, handling payroll, managing employee benefits, and many more will fall on the hands of your HR department.  Automating Time and Attendance was what I thought of after I read the question.  I do remember being a manager in a location with 15 employees and having to manually check paper time cards for each employee every day.  Still when we transitioned to a computerized system you still have to check the time for each employee.  It would take up to an hour for check everyone’s time cards, make copies of the time card, and check their file to see what step of progressive discipline they are at and the write/prepare the appropriate documentation or corrective action.  That is not even checking the schedule to see when they work and administering the corrective action. The process takes endlessly time.  As a result managers would delete it off their list because they did not want to deal with the whole process…

Stage 1 – Course Discussions Week 3 All Students Posts – 49 Pages 

Click Here: HRM340 Stage 1 Course Discussions

Stage I Discussion: Please post your team voice thread to this discussion area if you chose this scenario no later than MONDAY.

Then you will be reviewing other team’s work. You are required to watch a minimum of THREE presentations and provide constructive commentary about the Voice Thread that you reviewed. Be sure to add value to the team’s content and explain what you think they did well, and what could have been improved. Did they develop a professional PowerPoint? Did they assess and identify the problems effectively? Be specific and be professional in your responses.

What are some ways in which training has been influenced by technology?

Back in the day, there was classroom training where you had to attend classes that were either a day long or a week long, depending on what job you were training for.  Today, there is online learning, podcasts, etc.  YouTube is a great example as we watch/listen to videos in this class.

By HR technology?

With HRIS, an individual can administer data entry and tracking, payroll, management, and in some cases accounting functions, all through…

Performance Management and HRIS – Course Discussions Week 4 All Students Posts 88 Pages 

Click Here: HRM340 Performance Management and HRIS

Many of you have received performance appraisals during your professional career. Sometimes, those appraisals are late, inaccurate, or simply not provided. What value does implementing a performance management program bring to the business? How can technology impact that value?

Performance management programs can be very beneficial to both the company and the employee. Many performance management programs are ongoing processes that involve managers and the employee. The Manager and employee form a plan, monitor and review their overall objective and their contributions to the organization…

HRM340 Human Resource Information

Recruitment and HRIS Discussions Week 5 All Students Posts 89 Pages

Click Here:  HRM 340 Recruitment HRIS

Think about how companies used to advertise for jobs. Think about how people used to apply for jobs. Recruiting for employees was often a laborious task. How has HR technology impacted how we recruit employees? How has technology changed how candidates apply for jobs? What are the pros and cons with recruitment technology?

Team: there are many recruiting videos online and in social media. Use a search engine or other method, locate one that interests you. Watch and evaluate the video and answer the following at least:

URL of video and name of organization
What type of organization did you choose? Profit, non-profit, or public sector?
What is the purpose of the video?
Critique the chosen video in terms of how effective the video is in recruiting or meeting their objective(s)

Stage II – Course Discussions Week 6 All Students Posts 55 Pages 

Click Here: HRM340 Stage II Course Discussions

Stage II Discussion: Please post your team voice thread to this discussion area if you chose this scenario no later than MONDAY.

Then you will be reviewing other team’s work. You are required to watch a minimum of THREE presentations and provide constructive commentary about the Voice Thread that you reviewed. Be sure to add value to the team’s content and explain what you think they did well, and what could have been improved. Did they develop a professional PowerPoint? Do you agree with the applications that they chose? Do you think the application will be effective? Be specific and be professional in your responses.

Make sure the right people attend the demo- the key stakeholder from each business area in attendance at the demo so they can understand how a new HCM will benefit their department and the business as a whole. It’s important to have your executive sponsor participate and if there are going to be any technical questions invite an IT representative as well. Let your team know ahead of time how they are expected to participate, encourage them to create a list of questions ahead of time and let them know how much time has been booked for the demo.

Provide an agenda-create an agenda of what you want to see in the demonstration. An agenda will help…

Final Course Project Voice Thread – Course Discussions Week 7 All Students Posts 36 Pages 

Click Here: HRM340 Course Project Voice Thread

Final Project Voice Thread Presentation: Please post your video in the discussion area for classmates to view. While not required, please review some of the presentations and provide any feedback you feel is appropriate. As always, be professional in your commentary.

Technology has changed the role and some functions of HR. Have these changes resulted in HR losing sight of its role towards employee relations and support? While companies are seeing the value in moving to a technological-based business, how might HR technology impact the “human” side of “human resource?

HRM340 Human Resource Information

Course Discussions Week 1-7 All Posts 271 Pages (Set 2)

Click Here: HRM340 Threaded Discussions Week 1-7

Week 1 All Students Posts 40 Pages 

Click Here: HRM340 Threaded Discussions Week 1

Strategic Partnership – 21 Pages 

Click Here: HRM340 Strategic Partnership Discussions

This course focuses on the strategic value that technology has brought to HR and the business. As a result, HR is a strategic partner in companies. How, specifically, has technology created this strategic partnership? Share an example. What values have resulted from this strategic partnership?

In my current role, HR technology & HRIS systems play a big part in the company planning.  We use data from the payroll system to estimate trends and track actual data.  We use the Time and Attendance system to capture employee hours, focusing on department that are generating a large amount of overtime… from that data we are able to determine if there should be additional headcount added to that department.  I use the benefits system to help me track and report the legally required medical benefits data to the different government agencies, we also use the benefits administration system to prepare for the annual open enrollment.  I use the recruiting system to track candidates, fill rates and completion metrics so we can figure out ways to improve our process.

The great thing about many systems now days is that they can talk to each other, I believe that HRIS systems will continue to talk to each other even more, allowing HR employees to eliminate the need to double enter data from one system to another…

Meeting Organizational Goals – 19 Pages

Click Here: HRM340 Meeting Organizational Goals

You have been asked by one of your internal customers to develop a plan that aligns with his organization’s annual goals. What information will you need to begin developing your plan? What process might you follow to develop this plan, which must be presented to the leadership team (cite the theoretical process chosen/reviewed)? Thoroughly explain each step of your plan…

Due to technology, HR today expands far beyond the walls of a personnel office.  It is now the time that we move HR past an administrative function and view HR as a strategic business partner. You have been asked by one of your internal customers to develop a plan that aligns with his organization’s annual goals. What information will you need to begin developing your plan? What process might you follow to develop this plan, which must be presented to the leadership team (cite the theoretical process chosen/reviewed)? Thoroughly explain each step of your plan…

HRM340 Human Resource Information

Week 2 All Students Posts 43 Pages 

Click Here: HRM340 Threaded Discussions Week 2

Automating HR – 22 Pages 

Click Here: HRM340 Automatic HR Discussions

Share one HR function that you would automate and explain why. What value would that automation bring to the HR department as well as to the business from a strategic standpoint? Be thorough in your validation to automate….

Recruitment of employees is one of the most fundamental roles of the HR department and I would definitely automate it.
This function ensures that the company selects the most competent and skillful person. It also involves evaluation of ability and expertise of future employees. Once this function is performed well, then the company’s value would increase. They would also achieve all of their objectives and goals. There are a couple of challenges that HR faces most. Some of them are demographics, diversity, workforce availability and quality concerns. These problems are not predictable and can’t be solved by automation. Although, increasing office automation makes it easier for businesses to compete…

HRM340 Human Resource Information

Web-Based HR Tools – 21 Pages

Click Here: HRM 340 Web Based HR Tools

Based on your text and supplemental readings, what are some of the potential problems associated with employee self-service? After sharing some problems facing self-service, how would you address those problems? What is your professional opinion related to management self-service, where managers have access to more employee information through HRIS systems?

Self-service is the wave of the future when it comes to HRIS applications. With the advance of these HRIS applications and most of them being web-based, many managers can have access through HRISs to employee information like an employee home address, job title on record, current pay, leave information, seniority dates, and career history. Based on your text and supplemental readings, what are some of the potential problems associated with employee self-service? After sharing some problems facing self-service, how would you address those problems? What is your professional opinion related to management self-service, where managers have access to more employee information through HRIS systems?…

HRM340 Human Resource Information

Week 3 All Students Posts 36 Pages 

Click Here: HRM340 Threaded Discussions Week 3

Technology and HR Planning – 19 Pages 

Click Here: HRM340 Technology and HR Planning

HR has faced and continues to face an array of changes within the HR functions. As a result, this requires careful planning to institute changes that involve technology and automation. How might you put together a plan for an HR office that currently only has an employee database and no other automated HR functions? The HR director states that the business is simply too small (1,000 employees). Build your business case.  Remember the management planning concepts and the project management process that you learned in previous classes. Then answer this question: How might you put together a plan for an HR office that currently only has an employee database and no other automated HR functions?

I would put together my plan by finding out exactly what my boss want and needs in detail. Next, I would start a functional list and put what our Current HR department is doing on the list. I would then meet with my other team members in the department. Asking them for their input and what they would like to add into my plan. Collecting external and internal data is very important to me, so I would get all that I can in perfect detail. Going to meetings, getting information from past employees, old journals, newsletters is also something that I would look into. Gathering as much data as I can while on and off the clock will help me a lot. Once I gather all the information I need, I would start my business plan and from there, I will be able to see what I can add in and take out, what I’m missing and how it would help us grow. I believe that should be enough for me to get somewhere…

Technology and Training and Development – 17 Pages 

Click Here: HRM340 Technology Training and Development

Many organizations are turning to technology to improve employee development programs. What are some ways in which training has been influenced by technology? By HR technology? What are the benefits and risks as it relates to employee development?

The use of HRIS has provided a lot of benefits to HR functions. Technology has influenced HR on a level to lead much faster than before. It’s more efficient, accurate and has helped reduced HR costs. Employers can have webinars and conferences, but couldn’t do it before. It has drastically helped employee training in a positive and negative way. The benefits that is has provided HR with is that companies have been moving forward. Employees would need to have understanding of the new programs and get used to them. The risk of new technology is that when training some employees, they may not get the hang of the program. It can cause tension and a lot of mistakes…

HRM340 Human Resource Information

Week 4 All Students Posts 39 Pages 

Click Here: HRM340 Threaded Discussions Week 4

Performance Management and HRIS – 19 Pages

Click Here: HRM340 Performance Management HRIS

Many of you have received performance appraisals during your professional career. Sometimes, those appraisals are late, inaccurate, or simply not provided. What value does implementing a performance management program bring to the business? How can technology impact that value?

The value implementing a performance management program having effective performance management can tell top performers that they are valued, encourage communication between managers and their employees, establish uniform standards for evaluating employees, and help the organization identify its strongest and weakest performers.

Another way of using performance management is principles of total quality management (TQM) is differs from traditional performance measurement in that it assess both individual performance and the system within which the individual works.  Employee and their customers work together to set standards and measure performance with overall goal being to improve customer satisfaction.

Technology can impact that value to get as complete an assessment as possible some organizations combine information from most or all of the possible sources in what is called 360 degree performance appraisal.  The Smart360 is a unique context-targeted technology system offers an unparalleled opportunity for employees to obtain targeted and high-quality feedback from peers, direct reports, managers, and customers with a view to modifying their behavior for improved working relationships, team synergy, job performance, and customer service…

HRM340 Human Resource Information

Compensation, Benefits, Payroll, and HRIS – 20 Pages 

Click Here: HRM340 Compensation Benefits Payroll

What do compensation, benefits, and payroll all have in common as related to employees? Share an example of how HR technology can impact the value and efficiency of each of these HR functions: compensation, benefits, and payroll.

Compensation:

The most valuable incentive for motivating and retaining talent is compensation. HR-smart offers you Compensation Management System to enable your company to manage employee incentives and human resources (HR) performance management more simplified and effective. Whether you choose to pay for performance or use incentives to drive desired behavior, a comprehensive system to manage the process is an important asset. HR-smart’s Compensation Management System enables companies to plan and implement compensation plans according to their organization’s needs with a solution tied directly to the full talent management suite.

Benefits:

The most important of all HRIS benefits relates to the ability of the software program to improve productivity of human resources employees. These systems are highly detailed, and they are designed to enhance and speed up the efforts of HR employees in a number of ways. For example, they can assist with the recruitment process by simplifying the efforts associated with collecting resumes, reviewing candidate information and more. Reducing Errors many HR tasks are highly regulated, and because of this, minor error on the part of a human resources employee could result in considerable legal issues and even financial loss for the company. For example, when resumes are not reviewed in a fair and just manner during the hiring process, a lawsuit may ensue. Another example involves a seemingly small accounting error with payroll processing but a small payroll error could yield considerable financial expense for the company.

Payroll:

Can help your company to manage payroll correctly and automatically, so that compliance issues are handled without a thought or any extra effort. In addition to making deductions and distributing them properly, an HRIS can also help to ensure that reports are filed correctly and punctually. Having an HRIS handle these functions can help to reduce the likelihood of tax audits, can improve the odds of passing an audit, and can minimize the chances that you will be penalized for non-compliance issues.

Some information that is pertinent to compliance needs must store for a set amount of time, for example four years for all FICA information and FUTA information. An HRIS makes it easy to store even large amounts of data without sacrificing space, improves your ability to recall the information in an instant, and simplifies the purge process when the data is no longer needed.  In other words, complying with Fair Labor Standards Act can become difficulty in circumstances for example when minors are employed. An HRIS can be set up with rules, so that it isn’t possible to schedule minors more than a certain number of hours and alerts are sent out when employees reach a certain number of hours in a day or week and need a break or are coming close to overtime. Having these rules in place in an HRIS can make it easy to act within the law without constantly having to pay overtime or review schedules…

Week 5 All Students Posts 41 Pages 

Click Here: HRM340 Threaded Discussions Week 5

Recruitment and HRIS – 21 Pages 

Click Here: HRM340 Recruitment and HRIS

Recruitment and selection have always been critical component for any organization. Recruitment methods have changed drastically over the past 2 decades, particularly in the area of recruitment technology. Think about how companies used to advertise for jobs. Think about how people used to apply for jobs. Recruiting for employees was often a laborious task. How has HR technology impacted how we recruit employees? How has technology changed how candidates apply for jobs? What are the pros and cons with recruitment technology?

An applicant tracking system (ATS), also called a candidate management system, is a software application designed to help an enterprise recruit employees more efficiently. An ATS can be used to post job openings on a corporate Web site or job board, screen resumes, and generate interview requests to potential candidates by e-mail. Other features may include individual applicant tracking, requisition tracking, automated resume ranking, customized input forms, pre-screening questions and response tracking, and multilingual capabilities. It is estimated that roughly 50 percent of all mid-sized companies and almost all large corporations use some type of applicant tracking system…

HRM340 Human Resource Information

Selection and HRIS – 20 Pages 

Click Here: HRM340 Selection and HRIS

The selection of candidates is a tricky business. There are legal parameters one has to comply with along with making sure we choose the right person. Share one HR technology method used for candidate selection (be sure to read your classmate’s postings first—please do not repeat methods). Explain how the HR technology process works for that method. How has technology impacted how we track job applicants?

Selection and HRIS focuses on tests and assessments of individual employees and candidates are at the heart of the evaluating processes that enable organizations to manage their talent.  In other hand these tools are used for selecting employees, placing them in positions in the organization, training and developing them, promoting them, and evaluating them.  Another important thing is assessment and tests are important for HRIS since they provide data that are used for making organizational decision.

HR technology method used for candidate selection pre-employment tests.  Finding a job these days not only requires filling out an application and providing a resume and cover letter. More employers are using pre-employment tests to help determine which candidate in a pool of applicants is best qualified to perform a particular job’s duties. These tests range from basic drug screenings and skills tests to more advanced and potentially problematic tests such as psychological and personality tests.

There are state and federal laws which protect employees before hiring, and of course, even more laws protecting employees after they are hired. Laws protecting prospective employees largely revolve around anti-discrimination policies. Employers are prohibited from discriminating in the hiring process on the basis of race, gender, national origin, sexual preference, and disability. Certain pre-employment tests may on their face violate these laws, or may do so by being applied incorrectly.

Because of the potential legal problems in administering pre-employment tests, employers should consult an attorney before utilizing any test beyond a rudimentary skills test.

Drug Testing

As drug abuse becomes a more prevalent problem, drug testing has become a more commonplace method of screening drug and alcohol abusers before hiring. Not only is it a screening tool to prevent harm to the company by a drug abuser, it also serves as a shield against liability should an employee be accused of wrongdoing.

Drug testing laws vary from state to state, and industry to industry. Some states prohibit the use of drug testing, others allow it for certain industries, and still others allow drug screens for any profession. Certain industries such as railroad and public transportation are required to administer pre-employment drug tests.

Technology impacted how we track job applicants

The ATS vendors that will survive to 2020 and beyond will be the ones that figure out how to humanize the selection process. Luckily, it isn’t complicated. An ATS that were oriented toward engaging job-seekers rather than intimidating and repelling them would be a good start. Once we make contact with a job-seeker, that contact should be human.

It isn’t complicated to do, but it takes a shift in perspective. In the mid-nineties without benefit of ATS technology (which is nothing more than big, dumb database technology anyway) we hired two or three hundred people a month without difficulty in our growing tech firm. Any organization can do the same thing, but in order to humanize a recruiting process you first have to think like a human.

Every hiring manager and every HR or Recruiting person should be cultivating their networks all the time. Recruiting isn’t an event, but a process that never stops. We’ve tried so hard to make particles out of waves in the business world, and the way we recruit new employees is a perfect example. If we can just evolve past the ridiculous way we hire people now screening resumes, for instance, on the basis of obviously irrelevant job-spec bullet points it can only be good for us…

HRM340 Human Resource Information

Week 6 All Students Posts 34 Pages 

Click Here: HRM340 Threaded Discussions Week 6

Choosing the Right HRIS – 16 Pages

Click Here: HRM340 Choosing the Right HRIS

After reviewing the RFP Tutorial from the lecture this week, share your thoughts about the steps outlined for creating an RFP. What value does an RFP bring to finding and buying the right HRIS system? What are some of the risks in using an RFP process? How might you break a tie between vendors?

RFP is for your benefit when trying to choose a HRIS system for your company. It is helpful when trying to find the best fit to handle all HR functions when going to automated role. A RFP allows you compare systems with vendors in terms of prices, applications and see what functions that can be custom-built to your business needs. There are also other steps involved such as protecting your system from theft and hack. It is very important to careful have a good theft deterrent such as antiviruses software, malware, adware, a firewall, and other security measures to ensure there is no breach in vital data beings stolen…

Securing Employee Information – 18 Pages 

Click Here: HRM340 Securing Employee Information

There are many ways in which someone can gain access to employee data. Share some of those ways and how you would address them after the fact. How would you prevent them from occurring again? How might you involve your information systems (IS) team in securing employee data? Should there be limitations as to who can access employee data in the HR office?

One of the ways in which someone could gain unauthorized access is if documents are shared without encryption. In a lot of large companies, you not only risk the outside hackers but you also risk internal employees stealing personal information from the customers. When sharing documents via email it is easy to accidentally send that information off to the wrong eyes but if the information is encrypted then it is safer for the company and the customer and eliminates that risk. it is imperative that certain information is encrypted. IT could get involved by ensuring the company network has access or the software to encrypt data with passcode capability…

HRM340 Human Resource Information

Week 7 All Students Posts 38 Pages 

Click Here: HRM340 Threaded Discussions Week 7

Change Management – 20 Pages 

Click Here: HRM 340 Change Management

Change is a given. Explain how you would manage an HR technological change. What process might you use (cite theory as appropriate) to implement technological changes in a traditionally people-focused business? Thoroughly explain your process and decision.

Working in a simulated environment allows learners to make mistakes without the need for intervention by experts to stop patient harm. By seeing the outcome of their mistakes, learners gain powerful insight into the consequences of their actions and the need to “get it right”. Simulation can accommodate a range of learners from novices to experts. Beginners can gain confidence and “muscle memory” for tasks that then allow them to focus on the more demanding parts of care. Experts can better master the continuously growing array of new technologies from minimally invasive surgery and catheter-based therapies to robotics without putting the first groups of patients at undue risk…

Securing Employee Information – 18 Pages 

Click Here: HRM 340 Securing Employee Information

Technology has changed the role and some functions of HR. Have these changes resulted in HR losing sight of its role towards employee relations and support? While companies are seeing the value in moving to a technological-based business, how might HR technology impact the “human” side of “human resource?”

I would say that some of the “human” in human resources have been lost but not totally. The fact that most of the tasks normally associated with HR is now automated has had an impact on the job, but the role of HR still remains the same. Every employee has to still learn how to use these automated systems. The HR can teach these new employees this system. The HR still has to ensure the employees are interviewed and hired, as well as ensure the “old school” paper work is implemented into the system correct, if not paperwork then the initial implementation of the employee into the system for future use by that employee.

Also if there are any legal issues that arise in the company the HR will act as the “buffer” and ensure the company is protected, all this will be in the form of face to face with the mangers and the legal team.  If the new employees mess something up on the database or enter something incorrectly the HR will be there in human form to ensure the issue is rectified or corrected, and / or entered in to the system correctly and accurately.

So yes technology has taken the wave tops of the HR job out of the HR’s hands but there are still other ways in which the HR will still have the human interaction in regards to their jobs…

HRM340 Human Resource Information

Final Exam 

Click Here: HRM 340 Final Exam

(TCO 1) HR has changed immensely over the last 10 years. Describe the emergence of HRIS systems, and how HR went from being a manual operation to an automated operation. Explain in detail. (Points : 30)

Click Here: HR Has Changed Immensely

With the invention of computer technology in the workplace, Human Resources started to process employee information is a…

(TCO 2) Organizations are now relying more and more on HR’s ability to provide employee data. Explain how HR is now able to provide the organization employee information through technology and move towards meeting organizational goals.  Provide an example. (Points : 30)

Click Here: Organizations are Relying on HR

Given the importance of human capital in the organization for driving growth, having the right and timely employee information is key to…

(TCO 3) Explain how HR technology can improve efficiency and effectiveness in HR functions. How, specifically, can HR technology support the business? Provide an example. (Points : 30)

Click Here: Explain How HR Technology

HR technology can improve efficiency and effectiveness in HR functions by making things easier for everybody. Examples of this include recruiting and…

(TCO 4) As HR continues to migrate to being a strategic partner within a business, it is also involving employees in this transition, to allow them more control over their work lives. Explain in detail how Web-based HR systems assist with employee retention. (Points : 30)

Click Here: HR Continues to Migrate

As computer technology continues to evolve, so does the work place of many companies. With the emergence of HRIS, HR departments have been becoming strategic partners, rather than just keeping…

(TCO 5) HRIS systems have allowed HR to automate a variety of functions, including performance management, training, employee development, staffing, compensation, and benefits, among others. Choose two of these HR functions listed, and describe how technology has created a more efficient process for this function. Provide an example of each. (Points : 30)

Click Here: HRIS Systems Allowed HR

In the past, HR departments were forced to schedule class-room like training for employees. This would cause HR departments to…

(TCO 6) What should be the key considerations for a small but fast-growing organization that wishes to purchase HRIS?

Click Here: What Should Key Considerations

The main considerations are the collection of internal data, knowing the organization’s requirements, and…

(TCO 6) What are the three most important components of an HRIS RFP? Support your selection. (Points : 30)

Click Here: Three Most Important Components

An HRIS RFP is used by organizations to select a vendor. The main purpose of using an RFP is to provide guidelines to…

(TCO 7) With technology comes a new form of security. Information is just one of a company’s valuable assets. Employee information must be protected. Describe how you would protect employee information that is now stored in an HRIS system. Explain the process you would follow if employee information were breached.

Click Here: With Technology Comes New

One way is to rigidly screen the employees’ background and to monitor the system or data access of suspicious…

HRM340 Human Resource Information

(TCO 7) What are some types of software that can help us protect employee information? How does this software interact with our current HR technology? Explain from a conceptual standpoint versus a technical standpoint. (Points : 30)

Click Here: Some Types of Software

Protecting employee information is as important as maintaining its database. Organizations are responsible for…

(TCO 8) From a theoretical standpoint, explain the role that HR technology has had in the transition of HR management. Assess how the availability of employee information has created more efficient operational processes.

Click Here: From Theoretical Standpoint Explain

HR technology improves the efficiency of operational processes in that it saves time, as it provides employees with…

(TCO 8) HR has operated as a back-office function since its inception. Including technology in a traditional people-oriented business has created a significant change not only for the business, but also for employees. Explain how you would communicate this type of technological change to your HR team, as well as the organizations. Describe how you would handle questions related to potential layoffs as a result of automation. (Points : 30)

Click Here: HR Has Operated As

Over the years, the way of doing business has evolved, and technology played a significant role in it. Those who…

HRM340 Human Resource Information

 DeVry