Running Head: Business Assessment

Running Head Business Assessment

BUSINESS ASSESSMENT 2 Business Assessment Name Institution Business Assessment Human Resource Information System (HRIS) is an online solution that an organization can use to perform different process such as tracking data, data entry, and other activities related to management and payroll. Using this system, an organization is able to plan and manage its human resources costs effectively and minimize the amount of resources used to control them (Torres-Coronas & Arias-Oliva, 2009).The next sections provide a thorough assessment Gladwell Grocery Store focusing on issues facing the HR manager and management of employees. The analysis includes a discussion of key HR functions and explains the reasons for adopting HRIS.

Assessment the current situation for the company From the case scenario, it is evident that Tom Bell, the HR manager of Gladwell Grocery Store is faced with many issues from not having an HRIS. To start with, the HR is required to make weekly visits to all the ten stores to oversee different activities such as recruiting, scheduling, and responding to employee issues. Travelling on a weekly basis means that the overall cost of operation for the business is likely to increase due to extra costs such as gasoline costs. This eventually reduces the level of profits that the business generates. The fact that Bell uses Excel spreadsheet to prepare payroll and print them using a computer implies that a lot of time is needed to complete the entire process.

In an attempt to address some of these issues, Bell found it was necessary to hire an independent HR consultant. Business assessment for the company As mentioned by Lawler & Boudreau (2009), Human Resource Management (HRM) is a strategic function that mostly entails managing employees in the place of work. There is no doubt that HRM plays an important role towards that success of many companies especially that undertake their operations on a global scale. From the case scenario, Gladwell Grocery Store has over 400 employees within its ten locations in upstate New York. Based on the number of employees, region of operation, and its internal systems of control, it can be concluded that Gladwell Grocery Store is a medium-sized business operating in the retail industry.

Considering the fact that most of the employees are part time, it is very likely that the business experiences a high turnover rate forcing the HR manager to undertake frequent recruitment and hiring. For small businesses such as Gladwell Grocery Store, it is not always easy to attract skilled and knowledgeable personnel. This is because the highly skilled and experienced people prefer to work for large firms where the level of compensation is likely to be high. Key HR functions beneficial to the organization HR functions are beneficial to any organization. Some of the functions that can be beneficial to Gladwell Grocery Store include human resources administration, training and development, performance appraisals, and compensation and benefits.

However, there is a great need to place much emphasis on the administration of human resources. According to Lawler & Boudreau (2009), the function is critical to the success of employees as well as the business. Effective human resource administrators ensure that organizations comply with different regulations and find ways of keeping employees engaged and motivated. The rate of turnover at Gladwell Grocery Store is likely to go down when employees are motivated through different ways such as rewards and attractive compensation. By adopting an HRIS, the business will find it easier in carrying on with the human resources administration function.

In line with the administrative management theory, organizational managers can also enhance the efficiency of the business through effective planning and control of human resources. How the company would benefit from adopting an HRIS Adopting the HRIS would benefit Gladwell Grocery Store in the following ways. First, the HRIS will enhance the organization’s ability in managing and controlling human resources. For instance, the HR manager will no longer be required to spend a lot of time visiting all the stores to monitor various activities because the system allows for online monitoring. As mentioned by Jahan (2014), adopting HRIS will improve the way in which the business collects and stores different type of employee data such as daily time record and contract start and end dates.

The system would also improve Gladwell’s way of preparing and producing different types of reports. References Jahan, S. (2014). Human resources information system (HRIS): A theoretical perspective. Journal of Human Resources and Sustainability Studies, 2 (1): 33-39. Lawler, E. E. & Boudreau, J. W. (2009). Achieving excellence in human resources management: An assessment of human resource functions . Stanford, Calif: Stanford Business Books. Torres-Coronas, T., & Arias-Oliva, M. (2009). Encyclopedia of human resources information systems: Challenges in e-HRM . Hershey: Information Science Reference.

Paper For Above instruction

The integration of Human Resource Information Systems (HRIS) into organizational management frameworks has revolutionized the way businesses handle human resources functions, especially within medium-sized enterprises such as Gladwell Grocery Store. This comprehensive assessment explores both the current HR challenges faced by the store and the potential advantages associated with adopting HRIS technology.

Current Challenges Faced by Gladwell Grocery Store

Gladwell Grocery Store, with over 400 employees spread across ten retail locations in upstate New York, faces several operational inefficiencies primarily due to the absence of an integrated HRIS. The HR manager, Tom Bell, currently relies on manual processes such as weekly site visits and data entry via Excel spreadsheets to manage payroll and monitor employee issues. These practices not only consume substantial time but also increase operating costs, including travel expenses and administrative overhead. The manual nature of data management increases the risk of errors, delays, and compliance issues, hampering effective decision-making and operational efficiency.

Moreover, a significant challenge for the store is high employee turnover, particularly among part-time staff. Frequent recruitment and onboarding strain HR resources and impact organizational continuity. The store's difficulty attracting highly skilled personnel is compounded by competition from larger firms offering better compensation packages. These issues underscore the need for a more strategic approach to human capital management that can boost employee engagement and retention.

The Role of HR and Its Key Functions

Human Resource Management (HRM) serves as a critical strategic function within organizations like Gladwell Grocery Store, influencing overall productivity and competitive advantage. Key HR functions include human resources administration, training and development, performance appraisal, and compensation management. Effective administration ensures legal compliance, fosters employee motivation, and contributes to a positive workplace culture. Training initiatives enhance employee skills and adaptability, while performance appraisals inform developmental strategies. Competitive compensation and benefits are vital to attract and retain talented staff, especially within a high-turnover sector.

The Implementation of HRIS and its Benefits

Adoption of HRIS can mitigate many of the challenges faced by Gladwell Grocery Store by streamlining HR processes through automation and real-time data management. An HRIS facilitates centralized data storage, eliminating redundancies and reducing errors associated with manual recordkeeping. It improves data accuracy and enhances compliance with labor laws and regulations by providing audit trails and standardized reporting.

Operationally, HRIS reduces the need for extensive physical visits and manual report generation. As Jahan (2014) emphasizes, HRIS enables the efficient collection and monitoring of vital employee information such as work hours, contract durations, and leave balances. This accessibility supports proactive management, enables quick decision-making, and improves overall human resource planning.

A significant advantage of HRIS is its capability to generate detailed reports swiftly, providing management with insights into workforce trends, payroll costs, and employee performance metrics. Such analytics support strategic planning, budgeting, and employee engagement initiatives. Furthermore, automated payroll processing minimizes errors and accelerates compensation cycles, improving employee satisfaction and trust.

From a theoretical perspective, applying administrative management principles through HRIS aligns with the notion of enhancing operational efficiency through effective planning and control. By integrating HRIS within its operational framework, Gladwell Grocery Store can achieve improved accuracy, accountability, and transparency, which are essential for long-term sustainability.

Broader Implications and Strategic Recommendations

Beyond immediate operational improvements, integrating HRIS principles supports broader strategic objectives. It enables scalable HR practices that accommodate future growth, facilitates compliance with evolving regulations, and promotes a data-driven culture within the organization. To maximize benefits, it is recommended that the store's leadership invests in comprehensive training to ensure seamless HRIS implementation and user adoption. Moreover, continuous system evaluation and updates should be prioritized to align the HRIS capabilities with emerging organizational needs.

In conclusion, adopting HRIS at Gladwell Grocery Store presents a transformative opportunity to enhance efficiency, reduce operational costs, and strengthen employee management processes, positioning the business for sustainable growth in a competitive retail environment.

References

• Jahan, S. (2014). Human resources information system (HRIS): A theoretical perspective. Journal of Human Resources and Sustainability Studies, 2(1), 33-39.
• Lawler, E. E., & Boudreau, J. W. (2009). Achieving excellence in human resources management: An assessment of human resource functions. Stanford University Press.
• Torres-Coronas, T., & Arias-Oliva, M. (2009). Encyclopedia of human resources information systems: Challenges in e-HRM. Hershey, PA: Information Science Reference.
• Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145.
• Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.
• Kavanagh, M. J., Thite, M., & Johnson, R. D. (2015). Human resource information systems: Basics, challenges, and strategic opportunities. Sage Publications.
• Haines, S. G., & Petit, R. (2017). Human resource information systems: Transforming HR strategy and practice. Cambridge University Press.
• Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR analytics. The International Journal of Human Resource Management, 28(1), 3-26.
• Hollenbeck, J. R., & McLaurin, E. J. (2016). Human resource management: Ethics and social responsibility. Routledge.
• Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.