HR Technology Case Scenario: Stage II
INTRODUCTION
Human resource information system creates an essential linkage of human resources and information technology by use of HR software. These systems make it possible for HR day to day activities to occur electronically. Accounting, management, and payroll activities can also be incorporated into the system. HRIS facilitate cost effectiveness, efficient management, and control of HR without excess resource allocations. They aid in making HR decisions that increase quality and productivity of employees and managers. HRIS comprise of flexible designs that incorporate databases that can be integrated with multiple features. They basically have the capacity to construct summarized reports and evaluate the information within short durations and with high levels of accuracy (Rietsema, 2015). They enormously reduce the time consumed by administrators to run non-strategic and mundane tasks of HR. HRIS ease communication within the firm and facilitate a fast flow of information by ruling out paperwork and constant movements of the managers. This is achieved by availing locations for single announcements, external web links, and organization policies. The communication is centralized and is easily accessible to the employees. In doing so, the system cut down redundancy within the restaurant. This is possible through the system as it is able to perform job analysis from the supervisors to the workers and design the information system that provides the manager with the tactical decisions. The recruiting information system facilitates the organization in developing an effective recruiting plan that will enable the organization to achieve its objectives without so much constraint. In the hospitality industries such as a restaurant, there are many employees hence the need to have compensation and benefit information system in place to avoid legal cases resulting from the employees. To increase effectiveness there should be an employee development and training system to increase employees’ capability.
HRIS TYPE
HRIS has various modules that include recruiting, turnout, electronic mail alerts, staff self-service, structural charts, management benefits, employee training tracking system, rapid report production and applicable succession plan. HRIS modules that are aimed at realizing optimum restaurant productivity should be adopted (Heathfield, 2015). The module should seek the inclusion of varying experiences, talents, and skills among the restaurant employees. HRIS of choice should fulfill the capabilities that the restaurant need. The restaurant has eight areas of operation and future expansion plans should be considered in settling for a HRIS. Castle Family restaurant face human resource management challenges demanding the manager to do endless travels to all the eight locations. The case scenario pointed out that hiring and employees’ recruitment process is a chief problem with the HR department. The restaurant has to adopt an HRIS that is focused on recruiting, training, talent, and workforce. The restaurant should consider a HRIS with some key highlighted characteristics. The system should avail recruiting module that has the provision for applicant tracking system. Core human resources within the restaurant should be captured in the software. The system should effectively track employee reporting and workflow (Johnson, Thite, & Kavanagh, 2011). The HRIS of choice should entail both absence and compensation management. Training and development module will be of the great essence for the Castle Family restaurant operations. The system should incorporate employee self-service and benefit administration applications. The restaurant should emphasize on human capital management module to add talent management and put on board global capabilities such as different currencies, different languages, and country-specific formatting (Maiorino, 2015). This is necessary for Castle Family restaurant localization objective and hopeful future expansion. These features will effectively manage people, support existing policies, and form a firm foundation for the restaurant procedures. The system should also provide a systematic workflow in the restaurant, self-service to the candidates, employee and to the manager as well as enhancing the reporting of the business.
HRIS VENDOR CHOICE
The restaurant needs to conduct a gap analysis aimed at understanding the existing processes, capabilities, technologies, and effects of the change. This is followed by development and integration where vendor collaboration is necessary. The vendor who will provide after sale services such as data validation, system test strategy, roll out and train will be suitable for the company. The vendor should collaborate with the restaurant to tailor a system that fit its operations. The vendor with the required tools and resources should be awarded the contract.
ECI (Electronic Commerce Inc.) is a HRIS vendor. The company provides HR solutions to mid-sized companies like Castle Family restaurant with a cloud-based option with a completely integrated platform. The clients easily transit from one service to another in a secure and in a single database. Adopting the system will leverage cloud version, enable software as a service and users will gain access to the platform with a single sign. Empower has multiple user-friendly features and simplify company communication, automate workflows and enhance user experience (ECIPAY, 2014). With such a customized HR system ECI provides a flexible system that easily adaptable. With this, the human resource personnel does not have to go for some training in order to operate and put the system in use. The vendor has made the system to be relatively cheaper due to its features. The vendor has been in the industry for a period enough to know what the medium sized companies need in a HR system. The vendor has made it possible to upgrade for the system to be upgraded from time to time rather than changing the whole system.
Castle Family has an option of adopting Bitrix24 HRIS. The system incorporates the identified elements plus over twenty-five HR tools which include employee portal, resume storage, and leave requests. The system has wide acceptability by HR departments, staffing agencies, and experienced recruiters. Britrix24 also avails a cloud version that is necessary to cut development and implementation costs. The system caters for a self-hosted version that can be run in the restaurant server and is compatible with other HR software such as payroll. The system has a centralized employee directory, news, and announcements platform. The package offer time off management, knowledge management, document management, recruitment and cater for the flexible workforce (Bitrix, 2016). The vendor has some of the most sophisticated HR systems. The vendor has made the system in a manner that it can be able to accommodate so many operations at once. The system is made in a complex manner making it not a user-friendly system. The vendor provides after sale services due to the nature of the system that requires constant maintenance to achieve its objectives. The vendor offers training of the users who will operate the system.
CONCLUSION
HRIS is a perfect answer for data entry, data tracing, and statistical data requests of HR. The restaurant should adopt a HRIS that is in alignment with it goals, objectives, mission, and values. The Vendor choice should be based on well-sought information and robust comparisons. The two vendor offer HRIS systems that can be used in the restaurant but they both have a different impact on the business. Bitrix24 is a system that can be used in the present though its cost will have an impact in the restaurant because it is a medium-size one but with a continuous use of the system, there will be no changes in future when the restaurant will expand. With the significant cost difference, both systems can be able to deliver the needs of the organization despite the size. Empower may fall short in catering for future restaurant expansion. Bitrix24 has suitable features for consideration. The restaurant should realize by embracing a customized, relevant and flexible HRIS, it will be investing for its future success. The Britix24 system is a comprehensive HRIS will cater for operational, tactical, and strategic functions of the restaurant.
References
Bitrix . (2016). Bitrix24 as a human resources information system (HRIS). Retrieved from Bitrix, Inc: https://www.bitrix24.com/solutions/hr/
ECIPAY. (2014). Electronic commerce soultions in human resource information. Retrieved from http://www.ecipay.com/
Heathfield, S. M. (2015, 11 26). Human resources information systems . Retrieved from about.com: http://humanresources.about.com/od/glossaryh/a/hris.htm
Johnson, R. D., Thite, M., & Kavanagh, M. J. (2011). Human Resource Information Systems: Basics, Applications, and Future Directions. Thousand Oaks: SAGE Publications.
Maiorino, M. (2015, 11 15). Types of HRIS systems: HRIS VS. HCM VS. HRMS. Retrieved from hrms: http://www.hrmssolutions.com/resources/blog/types-of-hris-systems/
Rietsema, D. (2015, 1 7). Defining different types of HRIS Solutions. Retrieved from HR Software : http://www.hrispayrollsoftware.com/blogposts/defining-different-types-hris-solutions/
