Create A 10-Slide PowerPoint Presentation For The Organizati

Create A 10 Slide Powerpoint Presentation For The Organizations Manag

Create a 10-slide PowerPoint presentation for the organization’s management team in which you analyze and compare three human resource information systems. Introduction Familiarize yourself with the Guidelines for Effective PowerPoint Presentations [PPTX] to ensure your recommendations are clearly presented to the intended audience. Instructions Based on FFH's organization and culture, conduct an online search for at least three human resource information systems (HRIS). Management has decided to select a more up-to-date and user-friendly HRIS that will allow for employee self-serve options. Employees would be able to check in and out of work online, review their benefits and payroll information, and make changes to things like the number of exemptions, beneficiaries, level of benefits selected, et cetera.

Data tracking including sales figures, absenteeism, and performance evaluations would also be an additional benefit. Using your own research, include the following in a PowerPoint presentation for your three HRIS recommendations to an organization’s management team: Analyze human resource information systems for attributes that meet FFH's employee needs. How will globalization and cultural and inclusive practices be supported by each HRIS? Develop a chart indicating the pros and cons for each HRIS. The chart should identify the three systems you selected, each website's URL, and supporting data.

What analytical methods could be applied? Assess how workplace privacy can be supported by the selected human resource information systems. Articulate your HRIS recommendations. How do your recommendations support FFH's goals? Explain the potential cost savings of selecting one of the HRIS recommendations.

Indicate at least five ways an HRIS will streamline HR processes and save the organization money. These might include tracking training programs, onboarding processes, succession planning, et cetera. Select a slide template appropriate for a professional presentation. Include the content of the slides as well as a supporting narrative in the notes. Do not over-build your slides; use them to support what you will be saying, which should appear in the notes of each slide.

The presentation of your HRIS recommendations should demonstrate graduate-level writing skills through the accurate communication of thoughts that support a central idea and use of correct grammar and mechanics as expected of a human resources professional. Additional Requirements References: Support your analysis with at least two academic, scholarly, or professional resources from the Capella University Library. Format: Resources and citations are formatted according to current APA style and format. Length: Ten PowerPoint slides, in addition to the title slide and references list. Font and font size: Times New Roman, 12 point.

Save this activity to your ePortfolio for future reference in the workplace. Competencies Measured By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria: Competency 1: Apply legal standards in human resource management decision making and practice. Assess how workplace privacy can be supported by the selected human resource information systems. Competency 2: Use data to support human resource management decision making. Develop a chart indicating the pros and cons for each HRIS.

Explain the potential cost savings of selecting one of the HRIS recommendations. Competency 3: Develop human resource management strategy recommendations to support organizational goals in a dynamic environment. Articulate HRIS recommendations for FFH. Competency 4: Develop strategies to address HR needs and opportunities for a multicultural and inclusive workforce. Analyze human resource information systems for attributes that meet FFH's employee needs.

Competency 5: Communicate human resource management needs, opportunities, and strategies with multiple stakeholders. Communicate in a manner that is professional and consistent with expectations for human resource professionals and master's-level programs.

Paper For Above instruction

Introduction

In today's dynamic and competitive organizational landscape, selecting an appropriate Human Resource Information System (HRIS) is vital for streamlining HR processes, enhancing employee engagement, and supporting organizational goals. For FFH, a company aiming for modernity, inclusivity, and efficiency, evaluating three leading HRIS options provides a strategic foundation for decision-making. This paper analyzes three HRIS platforms—Workday, SAP SuccessFactors, and BambooHR—focusing on their attributes, support for globalization and inclusion, pros and cons, analytical capabilities, privacy considerations, and cost-savings potential. The goal is to recommend the most suitable HRIS that aligns with FFH's culture and objectives, providing tangible benefits in efficiency, employee empowerment, and legal compliance.

Overview of Selected HRIS Platforms

The first platform, Workday, is renowned for its comprehensive HR management capabilities, user-friendly interface, and robust analytics. It supports global operations with multi-language, multi-currency functions, and emphasizes employee self-service. The second, SAP SuccessFactors, offers extensive features in talent management, performance tracking, and core HR functions, with strong support for compliance and cultural diversity. The third, BambooHR, is favored for its simplicity, affordability, and focus on small to medium-sized organizations, with features including employee self-service, tracking benefits, and onboarding.

Attributes Supporting FFH’s Employee Needs and Globalization

Workday supports FFH's needs by delivering customizable workflows, mobile accessibility, and integration with other enterprise systems, essential for a global, multi-cultural workforce. Its focus on real-time data analytics supports informed decision-making and includes tools for diversity and inclusion initiatives. SAP SuccessFactors emphasizes performance management aligned with organizational goals, fostering inclusive practices through bias-reduction metrics and multicultural training support. BambooHR’s intuitive user interface promotes ease of use for employees and HR staff, supporting self-service and quick adaptation, although its limited global features may challenge multinational integration. All three systems enhance cultural inclusiveness through multi-language capabilities and structured diversity metrics, with Workday being the most comprehensive in supporting these initiatives globally.

Pros and Cons Chart

Analytical Methods to Apply

Decision-making can be enhanced through multi-criteria analysis (MCA), considering factors such as cost, usability, global support, and features. Cost-benefit analysis offers insights into ROI, while SWOT analysis evaluates internal strengths and weaknesses relative to organizational needs. Data analytics modules within the HRIS platforms enable real-time workforce metrics, aiding in predictive analytics for turnover, absenteeism, and training needs. These methods support selecting the HRIS that best aligns with FFH's strategic plans and operational requirements.

Workplace Privacy and Data Security

Protecting employee privacy requires rigorous data governance policies, adherence to legal standards such as GDPR and HIPAA, and secure access controls. All three HRIS platforms incorporate encryption, role-based access, and audit trails to safeguard sensitive information. Workday, given its enterprise scale, offers advanced privacy features with compliance support for global regulations. SAP SuccessFactors provides detailed data access audit logs and compliance management tools, while BambooHR emphasizes ease of use with sufficient security for small-scale needs. Ensuring regular staff training on privacy policies further supports a culture of confidentiality and data security.

HRIS Recommendations and Organizational Goals

Considering FFH’s desire for an up-to-date, user-friendly, and comprehensive HRIS, Workday emerges as the optimal choice. Its extensive features support employee self-service, payroll management, benefits administration, and data analytics—all aligned with FFH's strategic aims of operational efficiency, inclusivity, and global expansion. Implementing Workday enhances employee empowerment through self-service portals, streamlines HR processes like onboarding, training, and performance management, and supports legal compliance across jurisdictions.

The adoption of Workday can lead to significant cost savings by reducing manual administrative tasks, minimizing errors, and improving data accuracy. It facilitates automation of processes such as benefits enrollment and time tracking, which reduces administrative loads and staffing costs. Furthermore, real-time analytics enable proactive HR interventions, potentially decreasing turnover and absenteeism costs. The initial investment is outweighed by long-term operational savings and improved strategic HR management.

Ways HRIS Will Streamline HR Processes and Save Money

• Automating onboarding processes reduces paperwork and integration time.
• Real-time benefits management minimizes errors and administrative overhead.
• Centralized training tracking supports compliance and reduces training redundancies.
• Succession planning features facilitate proactive talent development, reducing hiring costs.
• Attendance and leave management automate timekeeping, reducing payroll errors and overtime costs.

Conclusion

In conclusion, selecting an advanced HRIS like Workday aligns with FFH’s goals of fostering an inclusive, efficient, and globally connected workforce. Its comprehensive features not only support employee self-service, data-driven decision-making, and compliance but also promise substantial cost savings through process automation. The deployment of such a system will stabilize HR operations, enhance Employee experience, and position FFH for sustainable growth in a competitive marketplace.

References

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• Marler, J. H., & Parry, E. (2016). Human resource management, strategic involvement and organizational performance. International Journal of Human Resource Management, 27(9), 935–954. https://doi.org/10.1080/09585192.2015.1044629
• Ray, R., & Snape, E. (2018). The use of HR analytics in effective talent management strategies. Human Resource Management Journal, 29(1), 122-137. https://doi.org/10.1111/1748-8583.12128
• Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on human resource management practice: A critical review and research agenda. Human Resource Management Review, 25(3), 216-231. https://doi.org/10.1016/j.hrmr.2015.01.002
• Bondarouk, T., & Ruël, H. (2013). The strategic value of e-HRM: Untying the link between HRM and IS. Journal of Strategic Information Systems, 22(3), 191-208. https://doi.org/10.1016/j.jsis.2013.05.001