HRIS needs analysis

info for missing pieces are located in the paperwork as well as all the information i have finshed the above pictures.

Table of Content

Executive Summary

Planning

Analysis

Recommendations

References

Executive Summary:

Diversicorp is a familyowned company founded in 1976 to manufacture packaging and containers for parts suppliers in the automotive market. Background with Diversicorp what stands out they have its designers meet clients and review the products and to ship them in plastics mold containers. Diversicorp also branched out to offer fulfillment to become a part of its company by doing this it puts the responsibility on Diversicorp to pack and ship the parts to their customers. In the early 2000s Diversicorp added household appliances, computer hardware, furniture and general housewares, as of now Diversicorp is also eyeing pre-packaged produce market.

Technology in the Human Resource area only has spreadsheets, and paper filing systems, no payroll software, no time collection electronic system, just an old fashioned and need more than just excel worksheets, need a system to keep track of recruiting only uses Monster website .

Diversicorp needs for technology would be an electronic payroll program that would allow the CFO, HR access, also need to be able to keep time of the employees work hours, keep accurate of supplies that employees was loading, with a new system it should keep track of earned time off, vacations and for the employees to view their accumulated time as well. Need to have a place where the employees personnel records and information on needed training is held. HR would need a way to advertise and keep applicants information confidently all the systems need to interact with another to avoid having multiple systems. Must be very functional and have mobile capabilities for the changing / mobile times for applicants but for current employees as well.

Connecting Diversiorp to its employees and customers to newer technology will allow faster and more accurate reporting and delivery of products.

New Technology that offers with was outlined above would allow the CFO to update/upgrade when needed and integrate with all HR systems. With HR having access to the payroll system would allow for accurate reporting and copies of all checks stubs and hiring numbers. This would also allow the employee to check their own balance for vacations and time which would save time for HR not spreading time looking it up and reaching out to the employees. Having a location of the formal training would allow for the managers to see what or where they can have their employees get better at their task for promotion or just production process. The new System would also allow for the HR recruiting team to get applicants faster and easier access to track the applicants for the current but also pass hiring terms, but it would also streamline the process for governmental required reporting.

Planning

The steering committee at Diveriscorp Product Company, Inc, is the top decision makers at the company. At Diversicorp, the CFO / Treasurer, Director of Fulfillment and the HR Director compose the steering committee and theyre the right individuals to make decisions. General employees are also a part of the committee as theyre able to speak for the employees that are affected by the new technology. The Director of HR, Thad Thomas is identified as the Project Manager to present the needs analysis to justify the need purchasing an HRIS for Diversicorp. Thad has delegated certain responsibilities to his staff members to help collect key information needed for the HRIS needs presentation. Areas that have been identified as functions that should be address with an HRIS is list below:

I. Payroll

a. Payroll / HR Integration

II. Time Collection

a. Employee ability to track time per week/day/month/year

b. Tracking employees time by spreadsheet. Creating unnecessary work for management

III. Recruitment

a. Applicant tracking ( currently tracked on excel spreadsheet)

b. Paper applications

c. Transition applications to an electronic format

d. Automate background check

IV. Benefits

a. Human Resources

i. Transitioning open enrollment to electronic submission (currently completing paper forms that HR must enter information in benefits sites manually)

b. Employees

i. Ability to view benefits, vacation time and time card online.

V. Training

a. Tracking employee training

VI. Performance

a. Human Resources

i. Creating a computer-based performance management and measurement program with a formal process

b. VP Sales

i. Tie in performance reviews to sales incentives to help grow new sales

c. General Employee

i. Formal review tied to salary increases

VI. Reporting

a. Streamline report run process

b. Ability to customize and edit report functionality

HRIS RECU HRS09 HRIS Needs Analysis This assignment introduces you to Diversicorp, a small Michigan company that specializes in packaging and fulfillment products and services (see Diversicorp Products Company.doc for more information). Diversicorp has seen several years of growth, despite a lackluster economy, primarily due to its broadening of its client base by targeting new industries. It seeks to continue this growth, but is being hampered by a historical underfunding of technology in the company, which the President & CEO, Bob Foley (the company's majority owner,) has recognized. As part of an overall push to increase Diversicorp's internal efficiencies, the CFO / Treasurer, Mary Chisholm, has told the Director of HR to explore implementing an HRIS at Diversicorp. The Director of HR - Thad Thomas -has in turn charged you with conducting an HRIS needs analysis. This needs analysis will be presented to the CFO as part of the business case to justify purchasing an HRIS for Diversicorp. Your assignment is to write an HRIS Needs Analysis document that outlines the following: Identify an HRIS Steering Committee Dissect and document Diversicorp's current HR capabilities Identify and prioritize needs Conduct a gap analysis Make recommendations You're in luck! The HR Director had recently had an intern work on a two month project to collect data from key employees in regards to HR functions at Diversicorp. With guidance from the HR Director, the intern had conducted focus groups, interviews, and even built an on-line survey. This information will help you loads in your gap analysis. The key findings are organized by HR category, including payroll, time collection, recruitment, benefits, training, performance, and reporting. Key personnel from Diversicorp were identified and included in the data collection process, and are listed in the table along with their comments and a priority level of the things they'd like to see in regards to technology and HR activities. HRIS Needs Analysis paper HRIS Needs An ser Requirements (100 points): ODLUNDI... Bu the following sections: The paper must have at least have the following sections: cover Paris osk Indlede A r Rustilen Name, coure Code and Course Name, Instructor Name, and Date Submitted Table of contents (5 pts) Include: Page numbers Executive summary (20 pts) Include: A concise description of who is Diversicorp and what it does A clear description about the present state of technology in the company (and HR) A clear description of what the current HR technology needs are (what capabilities the company would possess if an HRIS were implemented) A clear description of how to bridge this gap A concise description of how this solution will help the organization to achieve its organizational goals Planning (10 pts) a. Composition of steering committee b. Identity of Project Manager and why he/she was chosen c. A list of the activities or functions that will be addressed with a HRIS. . Analysis (25 pts) y Describe how the data was collected, who contributed information b. Gap analysis i. Where Diversicorp is today in regards to HR activities (based on Key Findings from Data Collection) ii. Where Diversicorp needs to be in regards to HR activities (based on Key Findings from Data Collection) iii. Gap 1. Include a Gap Analysis Chart 2. Describe Gap Analysis Chart in prose VI. Recommendations (20 pts) a. Describe your detailed recommendations based on the previous sections (especially Gap Analysis). VII. References (15 pts.) a. Use APA 6 General Employees Training N/A Performance HR Director N/A and enters data. Very time consuming Wants all to be automated and inter-connected within HRIS. Want to access via computer benefits, vacation remaining, time collection information. Now have to contact HR. No "formal training exists. Just on-the-job. Sees a web site where training could be placed and tracked. Individual managers perform reviews and send the information to HR, but are not consistent. Some managers do not perform formal reviews at all. Wants to see a formalized and computer-based performance management and measurement program. Currently no formal process Sees an opportunity to tie performance reviews with sales incentives to help grow new sales. Want a formal review process tied to salary increases Currently has reports run through an older program that is hard to update. Would like a streamlined reporting process for governmental required reports. Wants customizable and editable report functionality VP Sales N/A General Employees HR Director Reporting N/A HR Category Job / Role Payroll Time Collection CFO/ Treasurer s etor General Employees Comments Priority level (1=not, 2=lo, 3-mid, 4-hi) Currently done internally, and will N/A continue to be so Payroll is done on a legacy (old) system, CFO is open to upgrading /updating Payroll should ideally integrate with all HR information (does not do so now) HR must access payroll program N/A and duplicate any updates to time data, pay rates they've made in Excel spreadsheet Really need HR/Payroll integration Most would like direct deposit, as 2 opposed to hard copy checks Full-time non-warehouse N/A employees do not track their time Would be nice to have time 3 collection in an HRIS Want to be able to see how many hours per week/day/month/year they have accrued Warehouse workers and drivers use old-fashioned time collection machines / managers need to enter into spreadsheet and send to HR (feels it is a waste of time) Currently advertised on N/A Monster.com, applications are faxed, Excel spreadsheet used to organize applicants, background checks are time consuming and tedious Wants applications submitted electronically Want s applications managed in HRIS Background check automated? . 3 Currently done by open N/A enrollment period (Oct. 1-Nov. 1) where employees must meet with HR and fill out forms. HR then goes to benefits companies' sites Dir. Of Fulfillment Recruitment HR Director Benefits HR Director HRIS Needs Analysis paper x=Done HRIS Needs Analysis Paper Requiremento 100 points): ANTOT Durple needs help This paper must have at least have the following sections: Cover Pagers pts - (Also some lank while) lededeement we stilen eme, opuscodecansourse Name, Instructor Name, and Date Submitted Table of contents 15 pts) Include: Page numbers Executive summary (20 pts) Include: A concise description of who is Diversicorp and what it does A clear description about the present state of technology in the company (and HR) A clear description of what the current HR technology needs are (what capabilities the company would possess if an HRIS were implemented) A clear description of how to bridge this gap A concise description of how this solution will help the organization to achieve its organizational goals Planning (10 pts) a. Composition of steering committee b. Identity of Project Manager and why he/she was chosen c. A list of the activities or functions that will be addressed with a HRIS. y Analysis (25 pts) Describe how the data was collected, who contributed information b. Gap analysis i Where Diversicorp is today in regards to HR activities (based on Key Findings from Data Collection) il. Where Diversicorp needs to be in regards to HR activities (based on Key Findings from Data Collection) iii. Gap 1. Include a Gap Analysis Chart 2. Describe Gap Analysis Chart in prose Recommendations (20 pts) a. Describe your detailed recommendations based on the previous sections (especially Gap Analysis). VII. References (15 pts.) a. Use APA 6 b. Include at least three (you can use the textbook at one of them, if applicable) include 3 D e ble