The Implementation of the HRMS System - Essay Example

Castle’s Family Restaurant Business Plan: Stage III Contents Executive Summary 2. Introduction 3. Company Review 4. Business Analysis 5. Comparison 6. HRMS Vender Recommendation 7. Conclusion Executive Summary The Castle’s Restaurant is a company, which deals with a good number of clients and employees within an expanded area of doing their business. The HR manager faces a lot of challenges in trying to meet the HR functions since she strains from one point to another in fulfilling her roles. The restaurant has decided to develop as software, which will make the company cost effective and reduce paper and outdated means of filing information. The company’s objective is to develop and implement a system, which will make the company become more effective and efficient in its HR functions (Becker, 2001). Human Resource Management System Introduction After thorough research on the kind of the system, which will be the best for the Castle’s Restaurant as a consultant company, we proposed that the company should use the HRMS software. The duty in place now is the implementation of the software into the company’s system. The business will analyze the risks, assumptions and the impacts of implementation of the recommended software for the restaurant. The paper further will look at the direct significance the HRMS can play as a strategic role, in the performance of the restaurant, (Grant, 2007). The paper will critically examine the role of the HRMS in assisting the Castle’s Restaurant Resource Manager to develop business strategy, thus fostering the restaurant‘s performance. The proposed HRMS implementation faces some number of challenges, which range from administrative, managerial, and financial challenges. The potential HRMS system is to deliver the strategic proficiencies, which will remain mostly unrealized, and that it will boost administrative efficiency of the restaurant or on the other side, obtain conformity. The specific challenges the restaurant will face in the implementation of the proposed HRMS software are maintaining the restaurant organizational attention, addressing the main complexities associated with the people management and managing user acceptance of the change of the system. The current HRMS software will automate and develop administrative and compliance of the customary performed by the corporate departments, thus facilitating the outsourcing of the human resource. The implementation of the HRMS will entail strengthening the technological advance within the restaurant. The HRMS will replace the manual system where it has involved in administrative functions of the restaurant. Company Review The Castle’s Restaurant Company had a problem in the human resource department where the human resource had to travel over different business locations to supervise the HR activities. According to the HR manager, there was the need to develop a system, which can solve the company’s management issues. The other problem the HR department was to seek was the introduction of the modern payroll, which would employ the use of the modern payment system. This was meant to reduce the use of the paperwork within the company. The other problem in which the restaurant management was struggling was the training, monitoring, recruiting and administrative duties. As a consultancy company, we suggested to the Human Resource manager Mrs. Morgan to use the HRMS software system, which was adequate in solving the company’s problems and is also a cost-effective software. The HRMS system will allow the restaurant to handle the large numbers of workers distributed in various locations where the company has its outlets (Grant, 2007). The software was meant to integrate the diverse factions of the company so that management will be simplified. The HRMS system will enable the restaurant to track the employee’s productivity and vital information needed ion the promotion criteria. The system if introduced to the restaurant will reduce the expenses incurred in the company and will boost the efficiency of the company. The grand challenge, which the company, must tackle at this time is the implementation of the HRMS software, which will assist the company in achieving its objectives. However, the implementation process has many implications, which the company must be well conversant with. The obstacles, which can arise in the implementation process, include the financial issue, the impact of the implementation to the employees of the restaurant, and technological challenges (Becker, 2001). Business Analysis The Castle’s Restaurant business involves dealing with customers in different locations. This means the HR manager will always have an upheaval task in coordinating the activities of the company. The HR manager will be needed to follow the progress of the workers within the company by tracking them in a daily basis. This will mean the HR manager will have to travel in a daily basis, thus wasting company’s time and money. Initially the restaurant used the manual method of filling the company’s records on the employees and financial matters thus were making the company to be ineffective. The implementation of the HRMS software will solve most of the challenges, which the company faced initially, but the company should in a position to face and overcome the challenges that will come with the implementation of the new software system. The HRMS system will provide the company with a sense of solvency and adequacy in its operation plans (Becker, 2001). Comparison The Castle’s Restaurant Company was given two software systems but one was recommended for the implementation process due to its effectiveness to solve the company’s issues. The consultancy company provided a detailed research and recommended that the company should implement the HRMS software, which has a higher capacity to handle the data of the large population of employees. The other system – HRIS - will handle less number of employees as compared to the other software system. The HRMS software system will handle many functions of the restaurant as compared to the HRIS system. HRMS software system is more comprehensive in its functionality as compared with the HRIS software system, which is less comprehensive. As compared to the HRIS system of Hr management, the HRMS system is more cost-effective to the company’s objectives as compared to the HRIS (Zuboff, 1988). HRMS Vender Recommendation The function of the implementation process is to upgrade the HRIS system by utilizing the functions within the company, which are of a strategic nature thus, contributing effectively to the functions of the HR. Research indicates that the changes in implementing the HRMS system is hindered by the technological changes and the challenges specific to HR. The nature of the implementation process will spell out the complex nature of management to the people, the function of HR in the company, the technological issues in the management process, and the allocation of the resources in the company. The research outlined many recommendations concerning the functionality of the HR. The software of the HRMS provides access to automation of the existing services and provides alternatives to the time consuming of HR functions. The system, according to research is more interactive thus, will provide the company with the necessary structures to have the intimate relationship with the employees. The system eliminates all the complexities associated with the system, which was mostly paperwork that led to increased costs of the institution. The new HRMS system will reduce such inconsistencies, thus reducing the costs incurred by the company (Grant, 2007). The results of the research support structure and add further insights into knowing how the management practices will impact on the capability for HRMS to support a more strategic contribution to HR functionality. Some of the HR risks, which might challenge the implementation of the new system, include the inconsistencies, which will arise from the significance attributed to HRMS. Such inconsistencies will lead to difficulties in sustaining the management commitment to the system. The other challenge is the question of resources to upgrade the new system. Underestimating the complexity of the HRMS system and its impact on the behavior and structures of the restaurant is another challenge to the company’s upgrading of the system. The other challenge in the implementation process is the user acceptance on the new system within the company. In addition, underestimation of the significance of change management will impact the success of the implementation process (Becker, 2001). Conclusion The implementation of the HRMS system plays a crucial role in the shaping the company’s nature of management and its operations. It also shapes the users perception and behavior. The HRMS system is challenged by issues, which range from technological complexity, management issues, and commitment to the system by the company, administrative issues, and the implementation process. The HRMS aims at fostering the strategic function of the HR roles within the company. The system also increases the opportunities for automation of the company’s structure and issues related to outsourcing thus securing the HR function (Grant, 2007). References Becker, B., Huselid, M., & Ulrich, D. (2001). The HR scorecard: linking people, strategy, and Performance. Boston. BO: Harvard Business School Press. Beatty, D. (2001). A Framework for Transforming Your HR Function. New York, NY: McGraw- Hill. Grant, D., Dery, K., Hall, R., & Wailes, N. (2007). Human Resource Information Systems Usage in Australian Firms: a survey. Mimeo: University of Sydney Grint, K., & Woolgar, S. (1997). The Machine at Work: Technology, Work and Organization. Cambridge, CA: Polity Press. Zuboff, S. (1988). In The Age of the Smart Machine. The Future of Work and Power. Oxford: Heinemann Professional Publishing Ltd. Read More