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4-5 pages, 3 sources. APA format
Case specifics: •There are a total of 500 employees at the site; 450 non-exempt employees who clock in and out each day, and 50 exempt employees who do not use a time clock and are paid a standard weekly salary. •The organization has an electronic time capture and payroll system already in place that is: -Manually updated when employees are hired or terminate employment -A stand-alone application, not interacting with any other database system -Maintained by two full-time payroll administrators, reporting to one payroll manager • Human resource records are primarily paper-based: -Employee personnel files are maintained in file folders -Personnel files are manually updated with demographic, performance, and disciplinary information -Demographic data is available currently in an Excel database, which is manually updated -Personnel files are maintained by four full-time human resource clerks, who are non-exempt and report to the full-time HR manager Questions to be answered in paper:
1) What are the major factors to consider when an organization is considering upgrading or implementing a new human resource information system?
2) Gap assessment: What is the present situation (legacy system), the desired future state (new HRIS), and the gaps that exists between them for the following areas of the organization?Â
3) Information Systems – requirements for hardware and operating system software architecture oHuman Resources – demographic employee data variables (distinguish which system maintains, how information is updated, any controls, and connectivity with other support functions) and security of the data (availability to functional levels, e.g. employee, manager, finance, operation managers)Â
4) Operations, Finance, Quality - productivity (more or less work) of employees (management/non-management) and cost versus benefitÂ
5) An informative visual map illustrating:
the interdependency and/or replacement of other databases