Abstract The purpose of this paper is to access and discuss some of the details surrounding the Gladwell Grocery Store’s inefficient HR related processes. Based on the HR issues identified during the initial investigation of the store’s current HR operations procedures, it is time to recommend the type of HRIS that would be the most efficient for addressing the function concerns. The goal is find a HRIS solution that meets the inadequacies of the current system. The current situation has Gladwell Grocery Stores relies on the HR management system to perform many human resource functions such as; payroll, employee training, employee recruitment and even benefits, with an outdated system, using inadequate procedures. These tasks …show more content…
The HRIS needs will be offered, trained on, and implemented into use based on the listed priority. The key HR functions that a HRIS brings to the organization include: 1. Payroll Automation & Management- The new HRIS will provide seamless integration of the financial software and accounting functions, payrolls management and other employee management functions. The HRIS systems will also be used to improve productivity related to financial management through payroll processing tasks and benefits administration. Finally, the most important of all HRIS benefits relates to the ability of the software program to improve productivity of human resources employees, while processing the payroll (Brown, 2007). 2. Employee Recruitment and Management- Having the right HRIS in place allows the automated management of employee information, such as names, titles, addresses, and salaries are a basic start (Heathfield, 2012). Adding the function of data management in the HRIS, ensures a more reliable system is in place to monitor applications, job placement, and onboarding requirements, while at the same time improving the manager’s ability to quick reference applicant’s data for accuracy (Brown, …show more content…
Employee Self-Service Tool which provides access to simple demographic data, emergency contacts, attendance details, benefits, training, payroll information, or insurance plan details. The ESS empowers employees to access an archive of their own personal information (Allen, 2013). Another offering the HRMS provides is Time & Labor Management (TLM) tools. The TLM is best suited for the client by providing the managers and employees the ability to manage their employee’s automated time cards. For example, an employee requests time off, the manager then may approve or deny this time; if they approve it, the information may move to human resources to make a final approval (Allen,