At This Stage, You Have A Solid Understanding Of The Problem

At This Stage You Have A Solid Understanding Of The Problem The Compa

At this stage, you have a solid understanding of the problem the company is facing and you have provided a solution for your client. Now, you want Gladwell Grocery Stores to accept your project plan. Mr. Bell likes your idea and would like you to present your project plan to the executive board. Use the feedback from your instructor on previous assignments, the textbook, and any other resources provided in the course and create a professional project plan that you will be presenting to the executive board of Gladwell Grocery Store.

Please include the following elements: · § Table of Contents § Executive Summary § Introduction to the Problem § Business Analysis § Proposal Overview § HRIS Type and Comparison § Recommendation for an HRIS Vendor § Project Management Roadmap § Conclusion

Please do not simply copy and paste Phases 1-3. The previous phases were considered raw data, and now you will be summarizing and finalizing your findings. Write a four to six (4-6) page paper in which you:

  1. Identify the current issue that the business is facing and propose an HRIS solution. Introduce the HR function that you chose as the focus of your business proposal, and explain the potential benefit for the business if that function is addressed.
  2. Propose a type of HRIS for the organization in the scenario. Discuss the function that the HRIS serves, and identify how that system will solve the business issue.
  3. Compare and contrast at least two (2) HRIS vendors. Based on this comparison, make a case for the one (1) vendor that you recommend for your client.
  4. Create a project management roadmap for the client with projected timelines. Discuss the costs associated with the implementation, justifying your claims with HR metrics and cost benefit analysis.
  5. Use at least (4) quality academic resources in this assignment.

Note: Wikipedia and similar Websites do not qualify as academic resources.

Formatting requirements:

  • Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
  • Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.
  • Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.

Course outcomes:

This assignment supports the following course learning outcomes:

  • Analyze the strategy of the organization, the HR strategy, and HR programs with HRIS.
  • Analyze key elements of the design in database HR relationships and evaluate system considerations in the design.
  • Create an HRIS needs analysis and evaluate the acquisition process. Analyze HR metrics to support the justification of the cost of an HRIS.
  • Create a project management plan and prepare the organization for the implementation.
  • Analyze the complexities of HRIS administration. Evaluate the role of HRIS with performance management, compensation, benefits, and payroll.

Paper For Above instruction

The successful implementation of Human Resource Information Systems (HRIS) is crucial for modern organizations aiming to streamline HR functions, improve efficiency, and enhance decision-making capabilities. Gladwell Grocery Stores is currently facing significant challenges related to manual HR processes, data management inconsistencies, and delayed access to employee information. Addressing these issues requires a strategic HRIS solution that integrates core HR functions to foster operational efficiency and support organizational growth. This paper presents a comprehensive project plan for implementing an HRIS tailored to Gladwell’s needs, including system selection, vendor comparison, project management roadmap, and cost-benefit analysis.

Introduction to the Problem and HR Solution

Gladwell Grocery Stores, like many retail chains, is experiencing operational inefficiencies due to outdated manual HR processes. These include payroll errors, difficulties tracking employee attendance, and challenges in maintaining accurate employee records. The core problem stems from fragmented data systems, which hinder quick decision-making and compliance with labor regulations. An effective HRIS can centralize employee data, automate routine tasks, and provide real-time insights, thereby enhancing productivity and reducing administrative burdens. The HR function of focus in this proposal is payroll and employee data management, as these areas offer immediate opportunities for efficiency gains and error reduction.

Proposed HRIS Type and System Functionality

A Human Resource Management System (HRMS), an integrated HRIS type, is suitable for Gladwell’s scenario. HRMS combines core HR functions such as payroll, benefits administration, personnel records, and time management into a single platform. This solution allows seamless data flow between functions, improves accuracy, and automates mundane tasks like payroll processing and leave tracking. By implementing an HRMS, Gladwell can achieve faster access to updated employee records, reduce manual entry errors, and ensure compliance with labor laws. Furthermore, an integrated system enhances reporting capabilities, facilitating strategic decision-making related to staffing and benefits planning.

Vendor Comparison and Recommendation

Two leading HRIS vendors, ADP and BambooHR, were evaluated based on functionality, cost, customer support, scalability, and integration capabilities. ADP, a well-established provider, offers comprehensive payroll services and global HR solutions, making it suitable for growing organizations with complex needs. BambooHR presents a user-friendly interface, affordable pricing, and strong recruitment and onboarding features, ideal for small to medium-sized operations. Both systems support core HR functions; however, ADP’s extensive compliance support and scalability make it the preferred choice for Gladwell’s expansion plans. The advanced reporting tools and global payroll features align with Gladwell’s strategic objectives, justifying the selection of ADP as the recommended vendor.

Project Management Roadmap and Cost Justification

The implementation plan spans six months, beginning with vendor selection and system configuration, followed by data migration, testing, employee training, and go-live. Initial costs include software licensing, hardware upgrades if necessary, training sessions, and consulting fees. A preliminary budget estimates $150,000 for full deployment, justified by anticipated reductions in payroll errors (by 30%) and administrative labor hours (by 20%), translating into annual savings of approximately $45,000. Implementing an HRIS enhances HR metrics such as employee turnover rates and compliance scores, which further validate the investment. The roadmap includes monthly milestones, stakeholder engagement, and risk assessments to ensure timely and within-budget delivery.

Conclusion

In conclusion, adopting an HRIS tailored to Gladwell Grocery Stores’ needs is a strategic move to rectify current operational inefficiencies, streamline HR processes, and support organizational growth. A thorough comparison of vendors identified ADP as the optimal choice due to its extensive functionality and scalability. The proposed project management roadmap offers a clear pathway from selection to full implementation, with justified costs based on expected efficiencies and HR metrics improvements. Implementing this HRIS solution will position Gladwell Grocery Stores for sustained success through better data management, compliance, and strategic HR planning.

References

  • Bamber, G., Berndt, P., & Lansbury, R. (2019). Human Resource Management in Context. Routledge.
  • Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competence: From International HR to Talent Management. Journal of World Business.
  • Haines, S., & Petit, M. (2017). Strategic Human Resource Management: Building Research Linkages and Practical Applications. Journal of Human Resources Management.
  • Marler, J. H., & Shaw, J. D. (2016). Employment Human Resource Management. Human Resource Management.
  • Mathis, R. L., & Jackson, J. H. (2019). Human Resource Management. Cengage Learning.
  • Stone, D. L., & Deadrick, D. L. (2015). Challenges and Opportunities Affecting the Future of Human Resource Management Practice. Human Resource Management Review.
  • Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.
  • Ward, K., & Wilkinson, A. (2019). HRM in the Retail Sector: Challenges and Opportunities. The International Journal of Human Resource Management.
  • Wilton, N., & Macaulay, S. (2017). Strategic HRM and Business Performance. Journal of Business Research.
  • Youndt, M., & Snell, S. A. (2018). Managing the Talent Revolution. Harvard Business Review.

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