You are the sole HR Practitioner working for Company Canada, a plastics manufacturing business with 500 employees.
Question:
You are the sole HR Practitioner working for Company Canada, a plastics manufacturing business with 500 employees. There is no integrated HRIS system. You keep track of employee documentation through spreadsheets and a payroll based data base system that has strong bookkeeping functions. Employee information is processed through payroll, with limited self-serve access for employees (they can see their pay information on-line). A payroll clerk does all of the data entry into the payroll system. The payroll clerk reports to the payroll manager. Employees can send any personal change information to you or to the payroll manager. Department supervisors (there are 10) keep track of performance records and safety incidents. Attendance issues or pay changes must be authorized by a department supervisor. Each supervisor forwards this authorized information to you or the payroll manager. Once received, you and/or the payroll manager forward this information to the payroll clerk. Ultimately, this means you keep track of employee data (demographics) in one set of electronic documents. The payroll department keeps track of pay-related employee data in the payroll/book-keeping system. You get together with the payroll manager on a monthly basis to audit the employee records to catch duplication errors and process upcoming pay changes as needed. There are errors, pay delays and limited functionality available to both supervisors and employees through these processes and system issues. The payroll function reports to the Chief Financial Officer (CFO). You report to the Chief Executive Officer (CEO).
You have received authorization from the CEO to proceed with the possible purchase of an integrated HRIS system. Your mandate is as follows:
- You have been given to go ahead to review and compare systems without a budgetary restraint. This is a preliminary assessment. Cost comparisons will take place later.
- The company workforce and production status is stable.
- No anticipated growth or workforce reduction plans are forecast for the next 5 fiscal years.
- The new strategic direction for Company Canada includes employee based decision-making, shared authority and empowerment in their revised value statements.
- You have authority to recommend organizational changes including changes to departmental reporting structures.
Step 2: Identify the need and/or functionality requirements:
Based on the brief information you have (above), identify the needs and/or functionality requirements that should be included in the new system: Note: Identify any assumptions that you are including for this step. |
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Step 3: Review and recommend
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Step 4: Additional considerations
Based on all of the above, identify at least three process/organizational/departmental changes that must be included as part of your recommendation for successful implementation: |
1. 2. 3. Other: |
International Marketing And Export Management
ISBN: 9781292016924
8th Edition
Authors: Gerald Albaum , Alexander Josiassen , Edwin Duerr