“a Proposed Human Resource Information System Solution for the Agricultural Development Bank”.

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“A Proposed Human Resource Information System Solution for the Agricultural Development Bank”.

Executive Summary
There are approximately 110 employees at the Bank. At present there are few formal Human Resource policies and procedures in place.

Management is looking for a solution that can handle at least the following day to day HR functions: Time Keeping
Vacation
Holidays
Leaves for sickness and other reasons
Evaluation and Performance appraisals
Recruitment

In addition, the following features are desirable:

Resource allocation management
Succession planning
Payroll functionality integrated with financial software for compensation and benefits management. Skills management.

The Human Resource Information System solution must fit the particular configuration of the Bank since recruitment is considered for Tobago. Furthermore, the HRIS must be fully web integrated self-service functionally so staff could check and update data online.

Weaknesses/Opportunities

The Main Issue at the Agricultural Development Bank is that there are little or no formalized HR practices. Well written job descriptions for each job in the organization is the foundation of human resource management. Job functions must be detailed and unambiguous. These can then be used as a benchmark for effective job evaluations and appraisals as well as performance management, training and recruitment decisions. At present, certain HR functions are neglected, inefficiently performed or delayed because of a lack of procedure or official personnel assigned to carrying them out. 1.The Payroll function must be transferred from the accounts department and move from a semi-manual preparation to one which is automatically generated. 2.In addition, there is no means for time keeping and management of sick and vacation leave. 3.The translation of a worker from the probationary period is dependent on an appraisal from management and is generally accompanied by a pay increase. Often this is delayed as management continuously pushes it down its list of priorities. This process should also be automated. 4.Benefits and compensation are determined by the banking union and is currently administered by the Finance department. This function should be transferred to the appropriate department.

Promotion rarely occurs since there are no proper procedures in place for succession planning and if someone is promoted its usually someone who’s entirely new to the function and not someone who’s trained and qualified for the job. Therefore there is a bias for advancing.

Aims & Objectives

The Executive of the Agricultural Development Bank are interested in having an online solution that handles the day to day HR administrative duties. These Include: 1.Self-service functionality that allows employees to update their personal information. 2.Forms such as sick leave and vacation application forms can be filled out and submitted online. 3.Staff manuals for orientation and training must also be available online. 4.Online access via the internet is especially desirous as members of staff may be located throughout the country. Time and attendance tracking is another important feature for the bank since this will help to automate and update the absenteeism record. Resource allocation management.

1.The system should be able to track what resources have been allocated to members of staff. For example, the tracking of laptops issued to senior management. The software solution must be capable of being integrated with the financial package. There must be a document management feature to manage applications and resumes. Skills management to record the varying skill set available at the bank is absolutely necessary since this will be useful for succession planning and for training investments. The HR system should be one that integrates payroll to manage benefits and compensation in addition to salary....
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