Explain why it is important to understand HRIS if you worked as a HR Director of a large corporation. May enter your responses below: Over the last several decades, technology has revolutionized the way in which we work, communicate and envision the world around us. Human Resource Management has also been significantly impacted by the use and implementation of technology. Human Resource Information Systems (HRIS) are computer software systems that enable Human Resource Managers to easily track, input, control and access critical static information about employees such as “address, social security number, tax status and withholding information, benefits status, payroll information and which department the staffer works in” (Gray, 2013, para. 4). Payroll tasks can also be managed using HRIS (Gray, 2013). Furthermore, HRIS give organizations the ability to easily gather key metrics such as turnover and headcount (Gray, 2013). HR Directors must understand HRIS because of the impact of these systems on the role of the HR department and personnel (Gueutal & Stone, 2005). HRIS …show more content…
Y/N {List some Advantages of Self-Service} {Find at least 2 examples of a company’s Self-Service Portal include name of company and web site address} Employee Self Service Application (ESS) Employee self-service applications are utilized to streamline the collection of employee information, provide benefit options and information, provide important company information, and access payroll information (Gueutal & Stone, 2005). Yes ESS portals allow employees to access important information and interact with HR whenever it is needed, without having to wait (Gueutal & Stone, 2005). This tends to enhance employee satisfaction and convenience levels (Gueutal & Stone, 2005). Home Depot:
A Capital One Financial Corporation has established such workplace by providing mobility and flexibility to their employees in business units. They implemented a concept “virtual workplace” which is based on reconfiguring office space and use of up to date mobile technology. It gives employees opportunity to be more productive since they are able to work from any place they would choose. According to the Benefits Survey Report from the Society for Human Resource Management published i...
REI’s HR department description leads one to believe that HR has a larger role than just traditional functions.
The next step for AES is to establish a human resource information management (HRIM) system. A HRIM system will allow employees to access information contained in the HR manual through a company intranet. A HRIM system could also help AES employees track their training and development, look for courses to take, search for job openings or cross training opportunities throughout the company, and locate benefit information. As AES plants become more geographically dispersed, a HRIM system will help to communicate the company’s values and strategy to all employees.
On the medium term, the key questions, the Human Resources department needs to answer, are following ones, in order to align its strategy with the company’s one:
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
The function of Human Resources in corporations usually includes the use of metrics and analytics through collection of data on the employees’ efficiency. HR metrics are used to quantify the cost and the impact of employee programs and HR processes and measure the success or failure of HR initiatives (Missildine, 2013). The company is able to track trends and changes with the data collected as it provides for measurement function that helps with HR planning. HR metrics measure the value of the time and money spent on HR activities in the company and together with HR metrics is the HR analytics which is the process of combining data mining with business analytics techniques to analyze human resources data (Missildine, 2013) and provide an organization with considerations for the effective management of employees and quickly and efficiently reach organizational goals. The main issue lies on whether the managers know what to measure and how measurement must be conducted.
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
While technological innovations can provide increased opportunities for organizations and give them a competitive advantage, not all employees respond well to changes in their everyday workflow. When an organization updates its systems, it can face some resistance from employees, especially when the employees do not feel properly trained and lack the confidence in using the new system. Employees may grow frustrated and become less productive and efficient. In some extreme cases, technology can also replace some of their duties and make their positions obsolete, leaving them out of a job. This ties back to the need for job security. Technology has come a long way in the past 50 years and the types of challenges just mentioned are a lot more common in this day and age than they were before. Therefore, managers need to adapt to this changes in the work environment and find a way to satisfy their employees’ needs while increasing work performance and
“Hr is shifting from focusing on the organisation of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich points out four distinctive roles of HR which makes the organisation most effective and produce competitive advantage. He planned to change the structure of HR function and build HR around roles. The four key HR roles identified by Ulrich, one HR business partner/strategic partner – aligning HR and business strategy which plays an important role in setting strategic direction. It builds strategic relationship with clients and strategically manages the development of the workforce. The second key role is administrative expert which creates and must deliver effective HR processes made to tailor business needs. It also involves managing people and HR related costs. To continue to the third key role, change agent which understands the organisations culture, and takes the responsibility to communicate those changes internally and gain its employees trust. The final key role identified by Ulrich is employee advocate which is a core in HR role represents employees and helps to improve their experience, protect employees’ interests and confirm strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable people processes and practices.” “David Ulrich’s HR Model is about defining the HR roles and
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
There has been a recent spike in the number of cases of employers terminating the service of their employees in the recent years. Some notable companies who have laid off staff include the aircraft manufacturer, Boeing, HSBC, and General Motors, mostly due to cost reduction exercises and outsourcing (Strain 2014, Lewis 2014). However, there have been some cases where companies are laying off staff due to advancements in technology and implementation of new systems, and one of these companies include Hewlett-Packard (HP), where the company was rapidly trimming down it’s 350 000-person workforce with new technology, with an estimated of 15000 job cuts from the middle of 2013 till the end of this year (2014) (Brown 2013). Bob Brown from ‘Network World’ describes it as one of the ‘bloodiest tech industry layoffs in 2013’. This new reason of employee layoffs, due to replacement of staff with improved systems to boost performance and efficiency in the workplace is relatively new. As a result of the influx in cases like this, a very dire question surfaces, that is, should the companies be responsible for the unemployment due to their information systems. The Britannica Encyclopaedia defines information systems as an integrated set of components for collecting, storing, and processing data and for delivering knowledge, information and other digital media (Encyclopaedia Britannica 2014). This makes the case of HP’s cloud system leading to unemployment as one of the sample cases of companies trimming down staff due to information systems. While some agree and others disagree on the question posed above, this question can actually be viewed from two different angles, based on ethical theories, namely in the Kantianism way and the Act Utilita...
" This global London-based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to ensure an orderly and efficient system that would support the organization’s future productivity."( Case Study OneRedesigning HR HRMG 5000 - Student Simple). Human resources have a strategic significance if managed efficiently and productively. The company revamped and managed its HR functions in a manner so as to achieve the strategic goals of the
Human Resource Development (HRD) is often seen to be a central feature of SHRM. Discuss the role and importance of HRD in achieving SHRM organizational outcomes.
Obtaining the position of human resource director for an organization that has not had a structured and directive human resources department has various challenges. It is likely that as XYZ Company has grown from a small software development firm they have neglected one of their most important aspects of business that contributes to the success of the organization: their employment practices. Employees and employment practices have evolved over the years and the personnel departments that we once relied on mainly for the hiring and firing processes have evolved to meet the expectations and demands of State and Federal laws and regulations, the work force, and organizational strategies that the company has adopted in order to remain competitive and successful in the marketplace. The processes and procedures that now need to be observed by the “personnel department” requires greater knowledge, skills, and abilities regarding laws and regulations, current and potential employee needs and demands, and has paved the way for the transformation of the human resources professional to become an integral member of the management team in an organization.