HRIS FINAL PROJECT

Please be sure to review the HRIS Final Project Guidelines and Grading Rubrics.

Remember your Final Project is a combination of your Milestone 1 and 2 projects with the additional core concentration on the impact of an HRIS implementation.

Final project paper should be 12-14 pages of content not including your Cover or Reference page submitted in APA Format.

In your final project you will determine your recommendation on an HRIS Implementation for the fictional organization within the Final Project Grading Rubrics. This includes discussing the Gap assessment with visual map you completed in Milestone 1 and the Return On Investment and Security and Privacy concerns from Milestone 2.

Overview: Your organization is contemplating the purchase of a new human resource information system and has tasked you with formulating a proposal. Organizational details for you to consider for this assignment are as follows:

• There are a total of 500 employees at the site; 450 non-exempt employees who clock in and out each day, and 50 exempt employees who do not use a time clock and are paid a standard weekly salary.
• The organization has an electronic time capture and payroll system already in place that:
  • Is manually updated when employees are hired or terminate employment
  • Is a stand-alone application, not interacting with any other database system
  • Is maintained by two full-time payroll administrators, reporting to one payroll manager
• Human resource records are primarily paper-based.
  • Employee personnel files are maintained in file folders
  • Personnel files are manually updated with demographic, performance, and disciplinary information
  • Demographic data is available currently in an Excel database, which is manually updated
  • Personnel files are maintained by four full-time human resource clerks, who are non-exempt and report to the full-time HR manager

The new HRIS system is expected to drive a self-service approach to records management, while also ensuring confidential and proprietary data is secure. In a 12-14-page paper, with a minimum of eight scholarly sources, compare the current human resources data collection system with at least two new HRIS systems that are being considered.

This assignment will assess your mastery with respect to the following course outcomes:

• Illustrate the interdependency of HR information systems with existing organizational data-collection systems through informative visual maps
• Design gap assessment processes that capture the critical organizational needs and requirements for the implementationof an HR information system
• Evaluate HR information systems for their ability to meet organizational requirements based on needs assessments
• Contrast and compare HR information systems on the basis of organizational financial requirements
• Determine best practices for balancing the need for open access to data and information contained in an HR information system with the importance of protecting proprietary and confidential personal data

Paper should answer the following: What are the major factors to consider when an organization is considering upgrading or implementing a new human resource information system?

Specifically, the following critical elements must be addressed:

• Gap assessment – What is the present situation (legacy system), the desired future state (new HRIS), and the gaps that exist between them for the following areas of the organization?
• An informative visual map illustrating:
  • The current state (no HRIS)
  • The future state (HRIS system in place)
  • The interdependency and/or replacement of other databases
• Capture projected implementation costs of the new HRIS, i.e., hardware, software, software license fees, facility upgrades required (electrical, mechanical, remodeling), headcount increase to recruit new skill sets, as compared to cost reductions, i.e., employee headcount reductions due to automated data collection, job eliminations, cost savings due to elimination of legacy systems, with the return on investments (ROI) calculated over a four-year period
• Summarize components of each HRIS software system in a table format that visually differentiates software packages from the other.

• Information Systems – requirements for hardware and operating system software architecture
• Human Resources – demographic employee data variables (distinguish which system maintains, how information is updated, any controls, and connectivity with other support functions) and security of the data (availability to functional levels, i.e., employee, manager, finance, operation managers, etc.)
• Operations, Finance, Quality – productivity (more or less work) of employees (management/non-management) and cost versus benefit

Components would be:

• Objective (cost, reporting capabilities, operating system, etc.) and
• Subjective (ease of use, customer service, reliability of product, customer reviews, etc.)

• Develop recommendations that:
  • Balance the requirement to maintain the security of proprietary and confidential data with the need for self-service maintenance and access by employees
  • Address the varying degrees of access for managers, support functional groups based on their need to know

Answer preview

Technology is taking over today’s organizations with a storm, and the successful ones are so because they have invested much in technology. One department of an organization that needs many advancements regarding technology is the human resource department. It is the department that is involved in the hiring, firing maintenance of a healthy workforce among others (Armstrong & Taylor, 2014). Introduction of the human resource information system (HRIS) to the department assists in the smooth communication between the department and other stakeholders of the organization including the employees. Our company has recently invested in one HRIS, and its implementation strategy is on the way to make it a success…

(3700 words)