HRM 340 Human Resource Information System

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HRM 340 Human Resource Information System
Apply the theories reviewed in class related to analyzing an HR function and determining….

 

Description

HRM 340 Human Resource Information System

HRM 340 Human Resource Information System

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

Human Resource Information System

HR Technology Case Scenario: Three-Stage Project

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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.

Human Resource Information System

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…

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…

Human Resource Information System

Discussions Week 1-7 All Students Posts 499 Pages

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Strategic Partnership Discussions Week 1 All Students Posts 92 Pages 

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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.

Make sure HR is involved at both…

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

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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…

Stage 1 Discussions Week 3 All Students Posts 49 Pages 

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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 Discussions Week 4 All Students Posts 88 Pages 

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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…

Recruitment and HRIS Discussions Week 5 All Students Posts 89 Pages 

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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 Discussions Week 6 All Students Posts 55 Pages 

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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 Discussions Week 7 All Students Posts 36 Pages 

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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?

HRM 340 Human Resource Information System

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

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Strategic Partnership and Meeting Organizational Goals Discussions Week 1 All Students Posts 40 Pages 

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Strategic Partnership – 21 Pages 

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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?..

Meeting Organizational Goals – 19 Pages

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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….

Automating HR and Web-Based HR Tools Discussions Week 2 All Students Posts 43 Pages 

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Automating HR – 22 Pages 

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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….

Human Resource Information System

Web-Based HR Tools – 21 Pages

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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?…

Technology and HR Planning and Technology and Training and Development Discussions Week 3 All Students Posts 36 Pages 

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Technology and HR Planning – 19 Pages 

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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?…

Technology and Training and Development – 17 Pages 

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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?…

Performance Management and HRIS & Compensation, Benefits, Payroll, and HRIS Discussions Week 4 All Students Posts 39 Pages 

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Performance Management and HRIS – 19 Pages

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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?…

Compensation, Benefits, Payroll, and HRIS – 20 Pages 

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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….

Recruitment and HRIS and Selection and HRIS Discussions Week 5 All Students Posts 41 Pages 

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Recruitment and HRIS – 21 Pages 

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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?….

Selection and HRIS – 20 Pages 

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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?…

Human Resource Information System

Choosing the Right HRIS and Securing Employee Information Discussions Week 6 All Students Posts 34 Pages 

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Choosing the Right HRIS – 16 Pages

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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?…

Securing Employee Information – 18 Pages 

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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?…

Change Management and Securing Employee Information Discussions Week 7 All Students Posts 38 Pages 

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Change Management – 20 Pages 

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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….

Securing Employee Information – 18 Pages 

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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?” …

Human Resource Information System

Final Exam 

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(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)

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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)

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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)

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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)

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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)

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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?

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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)

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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.

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

(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)

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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.

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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)

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

Human Resource Information System

 DeVry