Kudler_Fine_Foods_Resources

Kudler Fine Foods Human Resources Analysis Mary Lewis BSA 502 August 6, 2012 Vanessa Johnson Kudler Fine Foods Human Resources Analysis After reviewing Kudler Fine Foods Human Resource HRIS web page there are a number of areas that can be benefitted by implementing an automated system to assist in centralizing employee records and related HR information, time tracking and timesheet submittal, and tracking applicants. IT is being leveraged by HR departments to benefit almost every aspect of day-to-day operations. With HR technology constantly improving and costs continuing to decline in many instances, it is inevitable that implementation of these applications will continue to rise. Human Resource Information System (HRIS) refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. Increasing concerns over labor and knowledge shortages, as well as compliance requirements have pushed firms to examine HR management more closely than ever before. And in turn HR departments have increasingly turned to tackle strategic issues such as performance management, compliance-oriented training and succession planning. One particular area that has been highlighted is the increasing deployment of self-service components built into HR technology systems. Employee self-service is giving employees access to details about their payroll and pension information from any web-based location along with the ability to change information. Self-service for job-related functions allows employees to see what jobs are on offer and can be extended to external applicants who can identify open positions and send in their CV online. The CVs are then forwarded to a centralized pool for the recruiters to evaluate. Elsewhere, software is being deployed to manage areas such as internal mobility, appraisal management, succession planning, package review and personal development. E-recruitment and performance management software are also helping to dramatically improve HR’s ability to carry out effective people relationship management (PRM), and improve their organization’s employer brand. PRM allows organizations to form one-to-one relationships with potential and current employees, enabling companies to better attract, develop and retain the right people and realize their full potential. With such solutions, organizations are able to treat their candidates and employees as they would treat their customers. It also enables them to move away from subjective people management to objective and efficient people management to the great benefit of the employee/candidate. Companies such as HR Technology Partners provide software that will save an organization time, provide security and structure to employee information, improve function and inevitably lowering costs. HRTP can help Kudler select and integrate HR Software for: reducing time preparing time sheets, improve workforce management, minimize payroll and benefit errors, and track and manage labor expense. HRTP represents the leading Time and Attendance software applications on the market today. Implementing one streamlined process with less paperwork and fewer errors allows for automated bidirectional data transfers through one platform access, lower administrative overhead and simplified reporting processes, and tangible, measurable improvements in efficiency of applicant tracking. TBL strategies can be a powerful tool in efforts to expand access to education and training and to create an educated and skilled workforce. TBL or e-learning can play a vital role in helping workers acquire the training they need to be successful in today's global economy and increasing a country's economic competitiveness and growth. Online learning offers several advantages for workforce development. The first of these is access. Because online courses give students greater control over when and where they study, online learning is well-suited to the needs of the current workforce, allowing adult workers to study and develop new workplace skills without leaving their current jobs. Students need not be close to a campus in order to study; if only one institution is able to offer a critically needed specialty, that specialty can be made available online to adults anywhere. In addition, the online learning environment eliminates geography as a barrier to institutional collaboration to meet workforce development needs. There are many examples of institutions that have joined forces to develop and deliver undergraduate and graduate programs online to meet the needs of dispersed workers in a variety of industries, from health care to telecommunications to energy. For a smoothly running business, all organizations have to devote attention to the administrative pillars that support your business. One of the foundations of a well-functioning and successful business is the human resources department. And yet, the sheer amount of information an HR department manages makes it potentially more prone to actually increasing overhead cost or slowing momentum. Initiating HR Technology Software into Kudler Fine Foods operations will prevent the loss of employee or applicant’s information, allow employees to exert control of timesheet and benefits information while reducing costs for the company and centralizing HR records and applications. Bibliography: Human Resource Management Solutions. (2012). Human Resouces Technology Software. Retrieved August 5, 2012, from http:/hrtechpartners.com William G. Nickels, J. M. (2010). Understanding Business. McGraw-Hill Company. | |