HRM319 Human Resource Information Systems /Complete Class All Weeks Download Here: http://www.homework-aid.com/HRM319-Complete-Class-Week-1-5-All-DQsAssignmentsand-Summaries-181.htm Week 1: Individual The Transitioning Role of HRM Write a 700 - to 1,050-word paper to describe how HRIS has progressed from the personnel administration field to a business-driven human capital management organizational unit. Make sure you include the following points:
What are the factors that changed the primary role of HRM from that of functional operation to that of strategic partner? How does technology affect the HRM field? How does HRIS influence organizational culture and change?
Format your paper consistent with APA guidelines. DQ 1: What are the benefits and challenges of using an HRIS in a large organization? How do these benefits and challenges change when using an HRIS in a small organization? DQ 2: What is the goal of implementing HR technology, such as HR portals or HR software? How can these goals and objectives be accomplished? What are some challenges when implementing HR technology? Week 2: Learning Team Design an HRIS for Riordan Manufacturing
Resource: Riordan Manufacturing website
Access the Riordan Manufacturing website from the link located in the Materials section of the student website. Scroll to Course Web Links, find the “Virtual Organizations” tab, then “Go To Businesse’s” and there you will find Rirodan Manuafcturing.
Review the information provided on the website.
Write a 1,400 to 1,750-word report to analyze the tactical and strategic functions of Riordan Manufacturing, a plastics manufacturer, and to design an HRIS for the company. Currently, the company is using an HRIS that was installed in 1992 and only provides limited functions. The company has decided to build a new HRIS to improve the HRM performance. They have contracted your team, an external HRIS consultant team, to design the system. Your report should include the following points:
Briefly describe steps you will follow to design an HRIS for Riordan. Analyze the internal environment of Riordan Manufacturing to identify its tactical and strategic business functions. Describe in general the data inputs and outputs of the existing system and identify goals and objectives of the new system.
What are the current information needs? What must the new system do? What changes are suggested for the new system?
Describe the framework of the new HRIS.
What modules will the new system have? What data go into each module? What reports will the new system have? How will the new HRIS be managed? What information will be included in each report?
Choose one of the modules you have selected for your HRIS (i.e. applicant tracking, benefits, performance management, compensation, training and development, etc.) and identify possible vendors of the module and possible costs of the vendors.
Format your report consistent with APA guidelines.
Individual Assignment Proposing an HRIS Initiative Write a 700- to 1,050-word report to convince management to invest in a new HRIS. Imagine you are the head of the HR department in a company. Your department plans to propose an HRIS initiative to management. As the department head, you will prepare this report. Make sure you include the following points in the report and use scholarly or professional resources to support key points and arguments:
What is an HRIS? What functions must it accomplish and what basic types of HRIS software are available? What organizational factors might be affected by the quality of the HRIS being developed? What are the benefits and costs associated with implementing this new HRIS?
Format your paper consistent with APA guidelines. DQ 1: What is included in a request for proposal (RFP)? How do companies use an RFP when sourcing software? When evaluating vendor software offerings, what key factors will help your organization determine the best software to purchase? Why are these factors important? DQ 2: What are the benefits of a new HRIS? What are the costs associated with it? Consider both tangible and nontangible benefits and costs in your answer. Week 3: Learning Team Case Study: Implementing an HRIS Resource: Human Resource Information Systems Read the Implementing an HRIS Case Study in Ch. 7 of Human Resource Information Systems. Answer each of the following questions with a maximum of 250 words per question. Include graphic representations if necessary.
What process must one follow to implement an HRIS? Outline a step-by-step process. What are the major challenges—such as technical, organizational, or managerial challenges—facing ABC Finance in the implementation of the HRIS? Given these challenges, what are the major obstacles and strategies the company should take to overcome them? Given an eventual successful implementation, how will HR’s role affect ABC
Finance? What competencies will the HRIS professional need?
Format your report consistent with APA guidelines. DQ 1: What are the major goals of HRIS training? What types of users need training? How should an HRIS manager structure training for each type of user? DQ 2: Discuss drawbacks that may occur when implementing a new HRIS. What are some strategies for overcoming? Week 4: Learning Team Evaluating the Integration of HRIS Resources: Appendixes B and C
Review the reports provided in Appendixes B and C, and analyze the data.
Write an evaluation report of 1,400 to 2,100 words. Imagine that Riordan Manufacturing has implemented a new HRIS. The new HRIS includes multiple modules and one of them is an applicant tracking module. Your team is given a new task, which is to evaluate the implementation of the new module. Include the following points:
Review the applicant tracking report generated by the applicant tracking module in Appendix B. Analyze the information in the report. Does the report meet the needs of Riordan Manufacturing? If not, what must be changed?
Review the HRIS Web Survey data in Appendix C. The report contains data on the employee survey conducted after the HRIS implementation. Analyze the data. Have the employees’ attitudes changed? How effective was the implementation?
What data sources will you look at in addition to those provided in Appendix B? What are the advantages and disadvantages of these data sources?
Format your report consistent with APA guidelines. DQ 1: What is human resource planning (HRP)? How can various human resource functions best use HRP to support their activities? Consider employment, Equal Employment Opportunity (EEO), training, compensation, and so on. In what ways has the increased use of computers in HRP changed the ways in which manages use forecasting? DQ 2: How would you, as an employee, measure the success of a new HRIS in your current or previous organization, or in one you are familiar with? Has a benefits portal been used, or example? Can personnel information be easily accessed? Are changes communicated effectively? Week 5: Individual Future Trends of HRIS Presentation Format an 8 to 10 slide Microsoft® PowerPoint® presentation to discuss future HRIS trends. Make sure you include the following points in the presentation:
How will the environmental forces (technological, global, economic, social, etc.) affect and lead changes in the HRIS field in the next 10 to 20 years?
How will changes in staffing, training, performance management, and legal compliance affect HRIS?
Analyze implications of HRIS confidentiality and data security risks in terms of procedural, technical, and physical controls.
Submit your eye-catching PowerPoint® presentation with speaker’s notes for each slide. Show what you would say if you were delivering a 10-minute presentation, generally limiting the amount of text to seven lines per slide. Practice the time if necessary to ensure you have provided enough information.
Format your paper consistent with APA guidelines for PowerPoint®. Post to the Assignment Tab. DQ 1: Which of the following is more likely to affect future HRIS developments: changes in human resources or changes in information technology? Why? DQ 2: How can an HR department avoid depending on an expendable system for too long? What future trends led to a paperless HR department? What factors might limit the
evaluation of a completely paperless office?