Preview

H2O Can Expand Operations from Germany Into the Us

Powerful Essays
Open Document
Open Document
30882 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
H2O Can Expand Operations from Germany Into the Us
Work Contracted for the H2O Corporation By Kibitzer Inc.
Kathryn Dulanski—kdulanski@hotmail.com
Bethany Dutes-- bdutes@my.devry.edu
Eugenia Greaves-- Greaves92@hotmail.com
Tracy Miller-- miller.tracy27@yahoo.com
Sherry Montgomery-- sherry.montgomery@hotmail.com
Keller Graduate School of Management
HR600 Human Resource Planning
February 24, 2011
Brian Nisbet

Table of Contents

Background & Introduction

Outline and Review of HRIS Systems

Explanation of Manpower and Technology Needed to Operate HRIS

Assessment of the importance of the HRIS function within an organization
Metrics HRIS system can produce for the organization
Best practices of 5-10 US organizations
Key action items for H20 implementation of effective HRIS system
Overview of Staffing Methods

Cost per Hire Staffing and Training Requirements

Consideration of Recruitment/Time to Fill Vacancies

Unique/Best practices for Staffing

Review of Training and Development-Strategic Alignment

Cost Analysis of Training Program – In house vs. Consultant

Best Practices for Training and Development

Recommended Training and Development Programs

Overview HR Functions- Outsourced

Benefits/ Cost Savings of Outsourcing

Best Practices- Outsourcing

Key Actions and Recommendations- Outsourcing

Overview of Performance Management Philosophies

Analysis of Best Practices – Theory

Analysis of Best Practices- Applied

Table of Contents (Con’t.)

Recommendation PM Program

HR Budgets- Components/ Elements

Cost Reduction Strategies

Budget Cut Recommendations

Summary of HR Department Budgeting Challenges

Recent Practices from 3-5 US organizations

Review of Typical US Rewards Programs.

Analysis of Best Practices for Compensation, Benefits, and Perks

Consideration of US Taxation requirements (Social Security, Medicare, etc)

Best practices/Unique Compensation Methods for Attracting and Maintaining Employees

Recommendation of Rewards



Bibliography: Davison, B. (2001). Workforce, The Importance of Cost Per Hire, 32-34. Human Resource IQ. Retrieved January 16, 2011from http://www.humanresourcesiq.com/glossaryterm.cfm?searchterms=Cost-per-Hire Marquadt, K. (2005). Nice work and you really can get it. Kiplinger’s Personal Finance, 59(80, 24-26, Retrieved from EBSCOhost on 1/23/2011. Owens, D.M. (2009) “College Recruiting in a Downturn”. HRMagazine, 51-54. Pritchard, C.W. (2007). 101 Strategies for Recruiting Success, 17-21, 5p United States Department of Agriculture Farm Service Agency Retrieved January 24, 2011 from: www.apfo.usda.gov/FSA/hrdapp?area=home&subject=mgrs Vivian, M., (2003, February 23) Adler, P. (2003). Making the HR Outsourcing Decision. MIT Sloan Management Review. http://www.allbusiness.com/human-resources/workforce-management-employee- records/2975100-1.html Bevitt, A., & Alistair, M., (2010) "Business Training Just Got Easier - and Less Costly - with New Online Learning Program from Prfessor.com". PR Newswire. FindArticles.com. 04 Feb, 2011. http://findarticles.com/p/articles/mi_m4PRN/is_2010_Dec_2/ai_n56406688/ DeSmet, A T+D. FindArticles.com. 04 Feb, 2011. http://findarticles.com/p/articles/mi_m0MNT/is_6_56/ai_89149209/ HR Best Practices at FedEx, a Best Company to Work For, January 26, 2008 – Business Imbrogno, D. (2010). The Outsourcing of HR. Quality.49 (12), 34-35. Retrieved from EBSCOhost on 1/31/2011. Indradevi,R.R. (2010). Training for Most Capable Workforce. Advances in Management, 3(12), 49-54 Interview: Wal-Mart’s Green Human Resources Best Practices By Bill Roth | April 7th, 2010, http://www.triplepundit.com/2010/04/interview-walmart-green-human-resources-best-practices/ Jonah Arellano "Training employees". Rural Telecommunications. FindArticles.com. 04 Feb, 2011 Steven, Lohr. Study Finds That Online Education Beats the Classroom. August 19, 2009 http://bits.blogs.nytimes.com/2009/08/19/study-finds-that-online-education-beats-the- classroom/?hp Retrieved 02/02/2011 from http://findarticles.com/p/articles/mi_m3495/is_2_50/ai_n11841923/pg_2/?tag=content;col1 Lievens, F & Corte, W., (2008), Development and test of a model of external Kavanagh, M.J., & Thite, M. (2009). Human Resource Information Systems Basic, Applications, and Future Directions. Thousand Oaks, CA: Sage Publications Inc. The Business Forum (2010): HRIS, PeopleSoft, Web Strategies & all that.  "How Technology is Changing Human Resources Management"

You May Also Find These Documents Helpful

  • Satisfactory Essays

    Rio Tinto Case Study

    • 654 Words
    • 2 Pages

    What role would an HRIS have to play in managing a RIF? The role of Human Resource Information System(s) in any organization is to give employee asset visibility to enable management decisions and planning easier. In a perfect world, all employee records from hire to decision time would give a more complete picture on all employees past, present, and future value to the organization. The comprehensiveness of…

    • 654 Words
    • 2 Pages
    Satisfactory Essays
  • Powerful Essays

    Bsa 375 Sr-Rm-022 Part 1

    • 1418 Words
    • 6 Pages

    | In 1992 Riordan Manufacturing opened its doors to the Human Resources Department. At that time the system, HRIS, was integrated to be cohesive with the financial system. Now, 20 years later, the system has seen better days as it continues to utilize both outdated hardware to run the system and processing methods for the current data associated with the system. Riordan Chief Operations Officer, Hugh McCauley, has reached out to find a single standalone solution to their need for an updated HRIS. This solution is aimed at becoming more sophisticated, state of the art information system in the Human Resources Department.…

    • 1418 Words
    • 6 Pages
    Powerful Essays
  • Better Essays

    HRM Guide, US Human Resources, Integrating HR Technology. Retrieved January 10, 2013, from http://www.hrmguide.com/technology/hr-technology-awards.htm Kavanagh, M.J., Thite, M. (nd). Human Resource Information System: Basics, Applications and Future Directions. Retrieved January 10, 2013, from http://books.google.com/books?id=b87i7eoSPHkC&pg=PA16&dq=hris+system…

    • 1119 Words
    • 4 Pages
    Better Essays
  • Powerful Essays

    Mr. Hugh McCauley, COO of Riordan Manufacturing has issued a Service Request SR-rm-022 to Smith Services Consulting Inc. desiring to integrate the existing variety of HR tools into a single integrated application using today's existing tools in the HR system. This request will affect all plant locations of Riordan Manufacturing. Riordan would like to take advantage of a more sophisticated, state-of-the-art, information systems technology in their Human Resources department. The expected results will define the business requirements for the development of an HR system to support the objective of this request. The objective is to create a detailed system design and a project implementation plan required to complete the project. The project should be completed in approximately six months, so the new system can be utilized in the second quarter of next year (Apollo Group, Inc. 2011).…

    • 1520 Words
    • 7 Pages
    Powerful Essays
  • Powerful Essays

    SR-rm-022 HR System Analysis xxxx BSA/375 February 27, 2013 xxxx SR-rm-022 HR System Analysis The SR-rm-022 service request asks for the development of a new application for Riordan Manufacturing’s human resources department. According to the Apollo Group Inc. simulation (2011), Riordan Manufacturing would like to “Integrate existing variety of HR tools into a single integrated application in order to take advantage of a more sophisticated, state-of-the art, information systems technology in our Human Resources department.” Therefore, this paper will discuss the key factors required to analyze the HR system tools. The key factors required for such development are Riordan key stakeholders, Joint Application Development, Use Cases, Process Models, Data Models, efficient gathering information techniques, and project scope.…

    • 1472 Words
    • 6 Pages
    Powerful Essays
  • Good Essays

    The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires timely and accurate information on current employees and potential employees in the labour market. With the evolution of computer technology, meeting this information requirement has been greatly enhanced through the creation of HRIS. A basic assumption is that the effective management of employee information for decision makers will be the critical process that helps. A HRIS is concerned with activities related to employees and potential employees of the organization. Because the human resources function relates to all other functional areas in the business, the HRIS plays a valuable role in ensuring organizational success. Some of the activities performed by the HRIS are workforce analysis and planning, hiring, training, job and task assignment and many other personnel related issues (Stair R,2006,241).…

    • 2511 Words
    • 11 Pages
    Good Essays
  • Better Essays

    Kavanagh, M. & Thite, M. (2009) Human Resource Information Systems, Basics Applications and Future Directions. Retrieved September 9, 2011 from Devry Ebooks.…

    • 1016 Words
    • 5 Pages
    Better Essays
  • Better Essays

    SCOPE The scope of this project is to analyze the HR system to intergrate the existing variety of tools in use today into a single intergrated application.…

    • 869 Words
    • 4 Pages
    Better Essays
  • Good Essays

    Evaluation Criteria Paper

    • 906 Words
    • 4 Pages

    Lippert, S.K., & Swiercz, P.M. (2005). Human resource information systems (HRIS) and technology Journal of Information Science 2005 31: 340 DOI: 10.1177/0165551505055399…

    • 906 Words
    • 4 Pages
    Good Essays
  • Satisfactory Essays

    Project Management

    • 329 Words
    • 2 Pages

    References: Kavanagh, M., & Thite, M. (2009). Human resource information systems: Basics, applications, and future directions. Thousand Oaks, CA: SAGE Publication, Inc.…

    • 329 Words
    • 2 Pages
    Satisfactory Essays
  • Powerful Essays

    Salary and Merit Pay

    • 1841 Words
    • 8 Pages

    References: Kavanagh, M. J. Thite, M. & Johnson, R. D. (2012) Human resource information systems (2nd ed.).…

    • 1841 Words
    • 8 Pages
    Powerful Essays
  • Better Essays

    |Strayer university | |Systems Consideration in HRIS | |Week 3 Assignment – HRM520 | | |…

    • 1062 Words
    • 5 Pages
    Better Essays
  • Better Essays

    Sr-Rm-0022

    • 1353 Words
    • 6 Pages

    SR-rm-022 Part 1 You name here BSA/375 2/26/2013 Mr. Bassett, Mark T. Human resource management systems, are the backbone of every company in existence today they significantly improve the seamless proficiency; they are the bottom line of a company. In response to the request made by COO of Riordan Manufacturing Hugh McCauley, the purpose of this service request is to provide a way to integrate a variety of existing Human Resources (HR) tools into a single integrated application so that the company can take advantage of a more sophisticated, state of the art, information system in the Human Resource department.…

    • 1353 Words
    • 6 Pages
    Better Essays
  • Better Essays

    SR-rm-022 Part 1 Your Name Here BSA/375 Date Instructor Name A good human resource management system can significantly improve the bottom line of a company. In response to the request made by COO of Riordan Manufacturing Hugh McCauley, the purpose of this paper is to provide a way to integrate a variety of existing HR tools into a single integrated application so that the company can take advantage of a more sophisticated, state of the art, information system in the Human Resource department.…

    • 1385 Words
    • 6 Pages
    Better Essays
  • Powerful Essays

    1. How would you evaluate Benefast Partners’s strategy? Human Resource Information Systems can be defined as a database that designed for keeping and recording the essential employees or personnel data in the organization and it can be modified accordingly to the needs of the organization and able to fit in to the organization accordingly to what industries. The purpose of HRIS is not only to keep the information for the personnel but also as a tool to manage the employees within the organization in such efficient ways. As a client of HRIS product, the organization should know what their needs before they begin to use the product from the HRIS vendors to fits their needs. On the other hand, a vendor that supplying the product to HRIS clients should build the product that may fulfill their clients’ needs as could and possibly to fulfill more than 75% of the client’s satisfaction in order to achieve the standard of good application or HRIS product.…

    • 1400 Words
    • 6 Pages
    Powerful Essays