The Following Resources Support The HR Challenge: A Difficul

The Following Resources Support The HR Challenge A Difficult Position

The following resources support the HR Challenge: A Difficult Position to Fill assessment and support the HR practices of job analysis, recruitment, and talent management. Talent Management · Dessler, G. (2020). Human resource management (16th ed.). New York, NY: Pearson. Available in the courseroom via the VitalSource Bookshelf link. · Chapter 4, "Job Analysis and the Talent Management Process." · Sackett, T. (2018). The nuts and bolts of a great recruiter . HR Magazine, 63 (5), 83–85, 87, 89. · Thew, J. (2018). 3 steps to successful nurse recruiting at your hospital [PDF] . Healthleaders, 21 (3), 34, 36, 38. · Weinstein, M. (2017). Recruiting via social media . Training, 54 (2), 30–32. · Klotz, A. C. & Bolino, M. C. (2019, July 31). Do you really know why employees leave your company? Harvard Business Review Digital Articles , 2–5. SHRM Body of Competency and Knowledge In the assessment, you will discuss the application of any SHRM behavioral competencies to the process of solving an HR challenge. You will need to determine which competencies are most directly applicable to a successful resolution of the challenge and why. · Society for Human Resource Management. (2018). The SHRM Body of Competency and Knowledge [PDF] . Available from 1 Flowchart: Process of Employee Action Form Joan Smythe American Public University HRMT 415 Dr. Monica Galante 2 Flowchart: Process of Employee Action Form The Employee Action Form (EAF) is used by the organization for part-time employees. The document can be initiated when there is a new employee, a part-time job is being extended, or a change in part-time positions (e.g., going from one department to another). Because these individuals are part-time employees, managers are not required to send these through the same process as they do for full-time employees. To start the process, the employee action form process is what the department does prior to the document reaching the human resource department. The document is received by the HRIS supervisor for distribution to staff and input of the document. The HR clerk reviews the document before input to determine if it is an extension, change in position, or new part-time employee. If it is a new part-time employee, they need to ensure all the new hire paperwork is attached. If the part-time employee is changing position, the HR clerk verifies the employee meets the qualification. If the part-time employee’s is being extended, it is entered into the HRIS system. From that point, all documents are then proofed by the HRIS supervisor, then forwarded to the assistant director who reviews and approves. At that point, the EAF moves onto the batching process, then the hourly pay process. Because paper is being processed and approved simultaneously, depending upon when documents are submitted, payment to employee could be delayed. By using a handwritten/typed document for input, going through several hands, sometimes writing is not legible and errors could be made. An integrated system will reduce errors and improve processing times. r - 1 I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I E M p L 0 y E E Start Employment Action Form Process HRIS Supervisor distributes to staff for input Obtain new hire documents from Employment Services : REJECT Verify employee meets qualifications I I L---------- HRIS PROCESS FOR EMPLOYMENT ACTION FORM C T u 0 R R N E E N w T p E 0 M s p I L T 0 I y 0 E N E ( __ s_top_) -., E X T E N s I 0 N REJECT R E J E C T Hourly Pay Process (M4 Paycycle} t Batching Process EAR forward to Asst. HR Director EAR forward to HRIS Supervisor REJECT 1---------------------------------------- Input EAR into CEI System • EAR forward to proofing 3 References Flowchart Example Untitled Flow Chart Exercise Flowcharts are a good starting point in identifying an organization’s system needs. For this exercise assignment, you will create a flowchart using either Microsoft Word or PowerPoint. If you use PowerPoint, you can record audio (for the narrative requirement) or use your note pages. You will use as many pages or slides as you need to depict the processes accurately. Flowchart – Current Process The flowchart will depict an HR process you experienced or are familiar with. Create a flow chart for your chosen current process as it is done now. For example, some tasks that organization may have processes for are filling vacancies, onboarding, performance management, performance evaluation, leave requests, and employee complaints to name a few. Provide a -word narrative that includes the following elements: · Description of the process · Challenges the organization experiencing with the process · Description on how you see the process being supported or improved by an HRIS system. You may consider developing a second flow-chart to show how the process will improve but it is not required. ATTACHED, YOU WILL FIND A SAMPLE ASSIGNMENT.

Paper For Above instruction

The process of employee onboarding and management, particularly for part-time staff, exemplifies a common HR process that often faces several challenges. Currently, many organizations utilize manual or semi-automated procedures involving paper forms, email communications, and multiple approval steps. This process begins when a department initiates an Employee Action Form (EAF) to record new hires, position changes, or extensions for part-time employees. The form then progresses through various stages: review by the HR clerk, verification of qualifications, and approval by supervisory staff before reaching the HRIS (Human Resource Information System) for data input. Once entered, the document undergoes a proofing process, followed by approval and processing of payroll, often leading to delays or errors if done manually.

The major challenges with this current process include delays due to manual handling, risk of errors from illegible handwriting, and inconsistencies from multiple manual data entries. These issues often lead to delayed employee payments, inaccurate record keeping, and increased administrative workload. Additionally, manual processes lack real-time updating capabilities, which hampers timely decision-making and reporting.

An HRIS system offers a comprehensive solution to these challenges by automating and streamlining the process. Digitizing the Employee Action Form process would mean creating a centralized platform where all forms are electronically submitted, reviewed, and approved. This system reduces errors through validation checks, eliminates the need for handwritten input, and allows real-time updates to employee records. An integrated HRIS facilitates faster processing, improves accuracy, and reduces administrative burdens by automating routine tasks such as approvals and payroll integration.

Transitioning to an HRIS-supported process would also enhance transparency and compliance, as all actions are recorded electronically with audit trails. It would enable managers and HR personnel to access up-to-date information instantly, improving responsiveness. Additionally, this technological shift supports remote work and provides scalability for future organizational growth, especially relevant as organizations expand and diversify their workforce.

Overall, the implementation of an HRIS in employee management processes transforms the current cumbersome manual procedures into efficient, accurate, and timely operations. This improvement not only saves time and reduces errors but also enhances organizational capacity for strategic HR planning and decision-making, ultimately contributing to better employee experience and organizational performance.

References

  • Dessler, G. (2020). Human resource management (16th ed.). Pearson.
  • Sackett, T. (2018). The nuts and bolts of a great recruiter. HR Magazine, 63(5), 83–85, 87, 89.
  • Thew, J. (2018). 3 steps to successful nurse recruiting at your hospital. Healthleaders, 21(3), 34, 36, 38.
  • Weinstein, M. (2017). Recruiting via social media. Training, 54(2), 30–32.
  • Klotz, A. C., & Bolino, M. C. (2019). Do you really know why employees leave your company? Harvard Business Review Digital Articles, 2–5.
  • Society for Human Resource Management. (2018). The SHRM Body of Competency and Knowledge.
  • Joan Smythe. (n.d.). Flowchart: Process of Employee Action Form. American Public University.
  • Additional scholarly sources related to HR management and HRIS implementation.
  • Further academic articles on HR processes and technological integration in HR systems.
  • Comprehensive HR management frameworks and case studies illustrating HRIS benefits.

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