please answer the circled pink question, thank you.

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 dient 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 th 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 Date Submitted Table of contents (5 pts) Include: Page numbers MC 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 HF A clear description of what the current HR technology needs are (what capabilitie 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 it: 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. X. Analysis (25 pts) Describe how the data was collected, who contributed information b. Gap analysis 1. Where Diversicorp is today in regards to HR activities (based on Key Fin from Data Collection) ii. Where Diversicorp needs to be in regards to HR activities (based on ke 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 (espl Analysis). VII. References (15 pts.) a. Use APA 6th b. Include at least three (you can use the textbook at one of them, if applicable) Include 3 it applicable Hindi Recommendations & References 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. General Employees N/A Training N/A Performance HR Director 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 . 3 General Employees HR Director Reporting N/A Priority level (1=not, 2slo, Bemid, 4shi) N/A Payroll W ZIN N/A W Key Findings from Data Collection: HR Category Job/ Role Comments Currently done internally, and will 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 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 opposed to hard copy checks Time Full-time non-warehouse Collection Treasurer employees do not track their time Would be nice to have time collection in an HRIS General Want to be able to see how many Employees hours per week/day/month/year they have accrued Dir. Of Warehouse workers and drivers Fulfillment use old-fashioned time collection machines / managers need to enter into spreadsheet and send to HR (feels it is a waste of time) Recruitment HR Director Currently advertised on Monster.com, applications are faxed, Excel spreadsheet used to organize applicants, background checks are time consuming and tedious Wants applications submitted electronically Wants applications managed in HRIS Background check automated? Benefits HR Director Currently done by open enrollment period (Oct. 1-Nov. 1) where employees must meet with HR and fill out forms. HR then N/A N/A goes to benefits companies' sites incluck and page General Employees N/A Training . 3 N/A Performance HR Director 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 4 General Employees HR Director Reporting N/A