Analysis and Recommendations: Automating the HR Function and
HRIS
You are an HR Consultant who was hired to provide some
recommendations to an office on how to automate their HR functions. There are
several issues facing this HR office for which you will provide technology
recommendations. Based on the scenario provided in this scenario titled
‘Business Background’, you will be providing some recommendations.
Criteria
You have been given some background for your customer. From
this information, you will provide the following recommendation to you client.
1. Analysis: After reviewing the scenario below, how might
you analyze the current situation and how would you share your analysis with
this customer? Validate this analysis with theory (be sure to cite that is not
your own thoughts or words) and practical application reasoning (critical
thinking).
2. Recommendation: What technology solution(s) would you
make for the current issues facing this HR office? What are some further
advantages to technology and HR automation that you would recommend to this
business and substantiate? What recommendations, through technology, would you
give to this HR office to help them become more proactive business partners?
Validate with theory, be sure to cite.
Business Background
The business is a manufacturing warehouse HR office
providing products to a customer base of approximately 300 companies. Products
include materials for construction contractors. There are approximately 1,200
employees in several offices around the state ranging from office workers, to
warehouse crews, to supervisors, to managers. The main office is in a more
rural area and has no HRIS system currently in use. They have been benchmarking
against other HR offices and found that there are a variety of technologies
that might help them manage the employee staff. The HR office currently has 13
HR staff: 1 director, 1 assistant director, 1 secretary, 2 receptionists, 3
specialists (benefits, compensation, recruitment), 3 recruiters/analysts, 1
labor relations officer, and 1 ADA compliance officer.
Right now, a big issue facing the business is growth at a
rate of approximately 12% annually. This results in adding additional staff to
handle this product increase. This typically is a lot of paperwork in hiring
pushes for this HR office, which creates a lot of delays in processing new hires
because of the manual processes. HR is typically reactive to internal customer
requests vs. proactive, sometimes having teams wait 6 months to fill a vacant
position. Many candidate applications are ‘lost’ and the volume of people
applying sometimes for the entry positions creates office coverage issues.
Recruiters barely have time to look for these ‘lost’ applications and review
hundreds of others. Testing is required for all candidates (written). Again,
these are manual processes. Sometimes people are offered jobs they didn’t even
apply for.
There is an automated accounting program that pays
employees, which is managed by the financial department. HR enters new
employees into this accounting database, through an HR Access database, into an
excel report, and into the payroll system. The benefits are done only at the
orientation meetings every two weeks. When employees/new hires have questions,
it can take up to a week for the Benefits Specialist to respond due to all the
questions, changes, and new hires.
