Phase 1 – Business Assessment 1 And 2 ✓ Solved

Phase 1 – Business Assessment 1 Business Assessment 2 Phase 1 – Business Assessment HRM520, April 23, 2017

The work of a Human Resource Manager (HRM) is to ensure that the organization is run effectively and to make sure that the needs of the employees are well taken care of. The current situation is hectic for the manager because managing ten different outlets at one given time is difficult. At the same time, the HRM lacks a system that can make work easier for him. The Human Resource Manager is suffering in two different ways. The first way is he is incurring a lot of expenses and the second way is he is wasting a lot of time by traveling from one shop to another.

The current situation has the ability to affect the operations of the stores in different ways. Employees who are lazy might take advantage of the fact a store has no HRM and be averse to performing at their full potential. On the other hand, it might be difficult for the stores to have the best employees when they need them because the Human Resource Manager might be held up in another store thus having no time to come and recruit new employees (Tursunbayeva et al., 2016). The stores are missing out in tapping into the benefits of the Human Resource Information Systems.

The system makes it easy for the HRM to operate from one point and accomplish all that he needs in a very short period. Business Assessment In any given organization, there must be set rules and regulations. The regulations are meant to be followed to the letter. The Human Resource Department comes in to make sure that each and every rule is followed by the employees and at the same time, the needs of the employees are met. The grocery organization has more than ten stores with a total number of four hundred and forty employees.

That simply means that each and every store has approximately forty-four employees. Managing forty-four employees is not easy; however, if the person doing it is not physically present, it might be harder to manage the employees (Saraswat et al., 2015). The Human Resource Manager takes care of recruiting, hiring, and processing the payrolls. Putting into consideration that he has more than ten different stores to attend to, it is difficult to balance the task and make sure that each and every store is served effectively.

Therefore, the HRM ought to have measures in place that will help in reducing the workload. Identifiable Issues include recruiting, hiring, and answering questions. The issue that will be focused on the proposal is recruiting. There is an HRIS software that enables the Human Resource Manager or department to operate from one point (Beadles et al., 2015). The system is technologically enabled, and the information from different stores can be collected and submitted to the Human Resource Department or manager without the manager having to physically visit every store.

Recruiting is one of the sensitive tasks, and sometimes it cannot be kept pending because it might affect the operations of an organization. Therefore, the issue needs to be prioritized. The Human Resource Manager will benefit in different ways if he chooses to adopt the HRIS. The first benefit will be saving the cost of travel. The second benefit will be increasing efficiency and productivity. This is because his physical presence in the store will not be needed for the store to recruit competitive employees. The third benefit will be improving efficiency at the stores. HRIS are efficient and therefore using them will be taking the level of efficiency in the organization to a higher level.

Sample Paper For Above instruction

The effective management of human resources is critical for the success and sustainability of any organizational operation. In the context of a multi-outlet grocery chain like Gladwell Grocery Stores, the challenges faced by the Human Resource Manager (HRM) highlight the pressing need for integrating technological solutions such as Human Resource Information Systems (HRIS). This paper explores the importance of HRIS in streamlining HR functions, particularly recruitment, across multiple outlets, and how such systems can significantly improve organizational efficiency.

Introduction

The core responsibility of a Human Resource Manager involves ensuring that organizational operations run smoothly, and employee needs are adequately met. The case of Gladwell Grocery Stores exemplifies the difficulties faced when managing ten outlets with approximately 44 employees each, totaling 440 employees. The HRM's task is daunting, compounded by the physical separation of stores and the manual processes involved in recruitment, payroll, and employee management. Such challenges not only incur high costs, primarily travel expenses, but also lead to inefficiencies that can affect overall store performance and employee morale.

Challenges in Multi-Store HR Management

The dispersed nature of the stores makes centralized HR management a complex task. Managing employee recruitment, responding to queries, and overseeing HR compliance become laborious when the HRM must travel extensively to each outlet. This creates delays in filling vacancies, affects the quality of hires, and limits timely responses to employee questions, invariably impacting employee satisfaction and operational efficiency (Saraswat et al., 2015). Furthermore, reliance on traditional, paper-based processes increases administrative burdens and the risk of errors, which can compromise data integrity and speed of HR services.

Role and Benefits of HRIS in Enhancing HR Operations

The integration of Human Resource Information Systems offers a transformative solution to these challenges. HRIS are digital platforms that centralize HR functions, enabling management to handle recruitment, payroll, employee data management, and communication from a single location (Beadles et al., 2015). The centralization process enhances oversight, reduces paperwork, and facilitates timely decision-making. Specifically, for recruitment, HRIS allows managers to post job vacancies, screen applicants, and communicate with potential hires remotely, streamlining the hiring process and significantly reducing the time-to-fill positions (Tursunbayeva et al., 2016).

Impact of HRIS on Recruitment Processes

Recruitment is a critical aspect of HR management that directly influences organizational performance. Implementing HRIS accelerates recruitment by automating job postings, application tracking, and candidate communication. Additionally, advanced HRIS platforms offer analytics capabilities that assist in assessing candidate suitability based on predefined criteria, thus improving the quality of hires. These systems also facilitate remote interviewing and onboarding processes, saving time and costs associated with physical presence and manual coordination (Saraswat et al., 2015).

Cost and Efficiency Gains

The most immediate benefit of adopting HRIS for Gladwell Grocery Stores is the reduction in travel expenses. The HRM no longer needs to visit each store just to review employee records or conduct recruitment activities, allowing more time to focus on strategic initiatives. Additionally, automating HR functions minimizes administrative errors, speeding up payroll processing and compliance reporting. The increased efficiency translates into faster hiring cycles, improved employee engagement, and better resource allocation across all store locations (Beadles et al., 2015).

Choosing the Appropriate HRIS System

In selecting an HRIS platform, several factors must be considered including system functionality, ease of use, customization options, costs, and vendor support. For Gladwell Grocery Stores, a flexible and scalable platform like BambooHR is suitable due to its extensive features for recruitment, onboarding, and employee management, despite its higher costs relative to basic systems like SimpleHR. While cost remains an important consideration, aligning system capabilities with organizational needs ensures maximum ROI and operational improvements (HR Guide, 2015).

Conclusion

Implementing a suitable HRIS will revolutionize the HR operations of Gladwell Grocery Stores by enabling centralized management, streamlining recruitment, reducing costs, and enhancing overall organizational efficiency. By leveraging technology, the HRM can overcome geographical barriers, improve service delivery, and focus on strategic human resource planning. As organizations expand and data complexities grow, adopting advanced HR systems becomes not just advantageous but essential for sustained competitive advantage.

References

• Beadles, I. I., Aston, N., Lowery, C. M., & Johns, K. (2015). The impact of human resource information systems: An exploratory study in the public sector. Communications of the IIMA, 5(4), 6.
• Saraswat, B. P., Bhatnagar, S., & Raina, A. K. (2015). A Comparative Study of HRIS in Small and Large Enterprises.
• Tursunbayeva, A., Pagliari, C., Bunduchi, R., & Franco, M. (2016). What does it take to implement Human Resource Information System (HRIS) at scale? Analysis of the Expected Benefits and Actual Outcomes.
• HR Guide. (2015). HRIS Vendors/Consultants. Retrieved from [website]