Castles Family Restaurant - Business Analysis and Human Resources Information System - Example

Castle’s Family Restaurant Business Plan: Stage III DeVry Table of Contents Table of Contents 2 Executive Summary 3 Introduction 4 Company Review 6 Business Analysis 7 HRIS Type/Comparison 9 HRIS Vendor Recommendation 11 Conclusion 13 References 14 Executive Summary In the present competitive business scenario due to globalization and advent of technology, organizations are required to conduct their operations with better effectiveness with the assistance of innovation. In this regard, Castle’s Family Restaurant facing different HR issues relating to travel costs and employment of both part-time and full-time employees for which HR operations are conducted in an expensive along with time-consuming manner. Operations and acting HR manager named Jay Morgan faces challenges in conducting HR operations effectively. Subsequently, the restaurant is required to adopt HRM technology i.e. ‘Human Resource Information System’ (HRIS) with the aim of ascertaining that HR information is managed substantially. By implementing HRIS, Castle’s Family Restaurant would be able to manage employee information in an integrated manner. Different HRIS vendors that include HRMS Solutions and People-Trak provide HRIS system implementation services. HRMS Solutions is identified to provide better services from purchase to implementation stage with better added features. In this context, the restaurant should seek that HRIS system implemented by HRMS Solutions would be able to conduct HR operations with better accessibility, efficiency and knowledge. Subsequently, the restaurant with the assistance of HRIS would be able to ensure that Mr. Morgan is capable of managing HR related data in an effective manner. Implementation of HRIS system would assist the restaurant in building better competitiveness and performing its operations in a sustainable as well as profitable manner. Implementation of HRIS system would result in increasing the operating cost of the restaurant in the short run. While, in the long run, the restaurant with the assistance of HRIS system would be able to perform its operations in a better profitable and competitive manner as compared to other restaurants operating in California. Introduction In the present scenario, market condition has intensified with competition owing to globalization and advent of technologies. The changes in the market scenario have resulted in altering the approach of conducted business operations. Consequently, business operations are required to be managed in an effective manner. Subsequently, ‘Human Resource Management’ (HRM) plays an important role in ensuring that internal operations and workforces are managed and coordinated successfully so that business operations are conducted in accordance with business objectives. Additionally, organizations with the assistance of HRM are facilitated in performing their business operations effectively and building competitiveness (Itika, 2011). Subsequently, HRM of an organization is required to adopt ‘Human Resource Information System’ (HRIS) with the aim of managing and planning workforces. HRIS is a type of software with the assistance of which database comprising information about employees are entered, manipulated as well as stored in an effective manner for accomplishing business objectives successfully. Businesses with the assistance of HRIS are also facilitated in managing information of employees on the global context. HRM and HRIS are two important factors to be considered by organizations so that business operations are managed effectively in the current changing market conditions and business context (Khera & Gulati, 2012). Correspondingly, the assignment emphasizes the plan based on which the HRM and HRIS should be implemented in order to manage employees for ensuring that business operations are performed in accordance with business goals along with objectives. Company Review Currently, globalization and advent of technologies have augmented market competition. In this context, information technologies are identified to be implemented in different departments as well as in functions of an organization for enhancing business performances and competitiveness. In this context, Castle’s Family Restaurant operating in the Northern region of California as a medium sized restaurant chain is recognized to face different issues relating to travel cost along with managing records of employees among others. The restaurant chain has been operating with eight restaurants in the area. The restaurant possesses both full-time and part-time employees with around 300-340 employees of which most of them are part-time employees. The restaurant is also identified as a growth industry owing to better market opportunities for the development of the tourism sector in California. In addition, the restaurant with the assistance of innovation is poised to take advantage by building competiveness and effectiveness in business processes. Subsequently, the restaurant by adopting innovation would be facilitated in performing its operations competitively and sustainably in future. The Operations as well as the acting HR manager of the restaurant named Jay Morgan is entrusted with the responsibility of managing the employees in all the different restaurants. Additionally, the manager is also accountable for managing different operations that include hiring, scheduling, answering queries of employees and recruiting. The manager is required to visit every restaurant on a weekly basis with the aim of managing as well as coordinating the activities of employees so that business operations are conducted on the basis of business objectives (Kavanagh, 2012). Mr. Morgan maintains records of employees relating to payroll as well as printing payroll checks with the assistance of computer application and Excel spreadsheet. In this context, the manager with the increasing gasoline cost perceived that maintaining records of employees is time consuming and costly. Moreover, the manager is recognized to face challenges in maintaining records of part-time employees. Subsequently, the challenges faced affected in smooth functioning of Castle’s Family Restaurant for meeting its long-term strategic goals in the changing contemporary business environment. Correspondingly, the restaurant is required to adopt effective HRM practices in order to enhance business operations to a large extent. The restaurant should adopt HRIS with the intention of identifying as well as managing the requirement of labor significantly for overall success (Kavanagh, 2012). Business Analysis In the contemporary business environment, Castle’s Family Restaurant is required to manage as well as coordinate the HR operations with the aim of ensuring that records of employees are managed effectively. The restaurant has been facing the issue of managing the records of employees in a time efficient manner, as Mr. Morgan is required to travel in all the eight restaurants on a weekly basis for recoding information about employees. In addition, the manager is also required to manage the records of employees working as part-time employees. The manager uses Excel spreadsheet and computer application for recording data of employees. Subsequently, the present procedures used by the manager are identified to be ineffective owing to challenges posed for recoding information of employees working on a part-time basis. The increased cost of gasoline is another challenge faced by the management of the restaurant, as the travel cost has augmented the overall operational costs. Additionally, the manager uses traditional methods of recording information of employees due to which the competitive position of the restaurant is adversely affected (Kavanagh, 2012). In this context, Castle’s Family Restaurant is required to implement HRIS. In the present changing business scenario and market conditions, HRIS is determined as an emerging concept, which is integrated with HRM, so that resources comprising technologies, capital and labor are aligned as well as balanced. The restaurant implementing HRIS will be facilitated in recording and managing data of employees effectively. HRIS will also aid the restaurant in enhancing employees’ skills, corporate culture and management systems as well as processes in an immense way. Correspondingly, the restaurant by implementing HRIS will be able to conduct its business operations with better sustainability, profitability and competiveness. HRIS is an important element with the assistance of which HRM practices of the restaurant are enhanced. In addition, HRIS also facilitates Mr. Morgan in performing different HR operations that include staffing, planning, salary forecasts, employee relations, compensation program and pay budget effectively as compared to previous procedure of maintaining information of employees. In this respect, HRIS is identified to be an effective HR tool with the assistance of which the manager would be able to manage risks associated with the management of employee data. The restaurant will also be facilitated in managing HR operations of the eight restaurants in an integrated manner (Bal et al., 2012). Respectively, the restaurant with the implementation of HRIS is able to develop a centralized system based on which employee information is recorded, managed and stored successfully. Contextually, the issues and challenges faced by the restaurant can be mitigated effectively with the aid of HRIS. HRIS system will ensure in improving administrative efficiency and procedure of decision making (Boateng, 2007). HRIS Type/Comparison In the contemporary business environment, HRIS is adopted as an innovative tool with the assistance of which HR functions and information technologies are integrated in order to ensure that business operations are conducted in accordance with business objectives. HRIS comprises four systems that entail operational HRIS, tactical HRIS, strategic HRIS and computerized HRIS (Kumar, 2012). The types of HRIS are described in an elaborated manner hereunder: Operational HRIS Operational HRIS is an effective way based on which information regarding employees is recorded and managed successfully. The data of employees facilitates HR managers of organizations in ensuring that employee information is checked on a regular basis and accordingly, effective decisions are made related to HRM. The operational HRIS comprises information of different aspects including position of an organization, governmental regulations and workforce regulations. Correspondingly, there are different systems that include ‘employee information system’, ‘applicant selection and placement information systems’, ‘position control system’ and ‘performance appraisal information system’ which are integrated with operational HRIS with the aim of managing HR operations in an effective manner. Subsequently, operational HRIS aids an organization in managing personal information, identical position, performance as well as productivity data efficiently (Kumar, 2012). Tactical HRIS Tactical HRIS is a system with the assistance of which HR managers of an organization are able to make effective decisions based on which resources would be allocated successfully. In this regard, tactical HRIS assists in making decisions about recruitment, job design, job analysis, compensation plan of employee and training as well as development decisions. Subsequently, HR managers of organizations with the assistance of tactical HRIS are able to ensure that resources are allocated effectively (Kumar, 2012). Strategic HRIS Strategic HRIS assists an organization in adopting ‘strategic human resource management’ practices with the aim of ensuing that business operations are performed in a strategic long-term manner. Strategic HRIS assists managers of an organization in formulating plan for workforce and labor negotiation process. Workforce planning is related to the formulation of strategic planning on a long-term basis. The dimension of strategic planning aids organizations in ensuring that quality products and/or services are offered in accordance with the requirements of customers. On the other hand, labor negotiations ascertain that HR managers with the assistance of different ad hoc reports are able to conduct negotiations in an appropriate manner (Kumar, 2012). Computerized HRIS Computerized HRIS signifies that different HRM software is developed with the aim of conducing HR operations in an effective manner. HRM software including HRIS is developed for ensuring that HR data related to employee files, position files, job design files and job analysis files among others are managed in an integrated way. Subsequently, the integration of different HR related files will facilitate the HR manager of Castle’ Family Restaurant is managing information of employees in an effective manner (Kumar, 2012). Respectively, these types of HRIS can assist HRM of organizations in managing workforces efficiently. In this context, Castle’s Family Restaurant is required to adopt operational HRIS with the aim of ascertaining that employee data is scrutinized on a regular basis, which would facilitate Mr. Morgan in managing information of employees’ i.e. both part-time and full-time employees in an efficient manner. Additionally, the manager would be able to ensure to record, store and analyze HR data in a time-efficient and cost effective manner. HRIS Vendor Recommendation HRIS vendors are companies providing HR solution technologies to organizations so that they are able to conduct their HR operations in an effective manner. HRIS vendors also provide different HR software to organizations with the endeavor that HR operations are performed in a cost effective and standardized way with better accessibility. HRIS vendors comprising HRMS Solutions and People-Trak among others provide HR solution services to organizations with the aim of ensuring that HR and information technology are integrated for successful management of workforce. HRMS Solutions and People-Trak provide HR solution services economically. HRMS Solutions provides advisory services to clients from purchasing to implementation process of software technology. HRMS Solutions provides software technology that best fits an organization so that HR function and business operations are conducted effectively. The vendor ensures that clients are offered with appropriate technology based on which HRM functions are managed in accordance with business objectives. The vendor is also equipped with qualified consulting and sales team in order to ensure that services are offered beyond the expectations of customers (HRMS Solutions, 2014). On the other hand, People-Trak also possesses trained consultant efficient in providing quality services to customers on the basis of needs of clients. Additionally, People-Trak provides competent as well as timely support services to clients (People-Trak, 2014). In this context, Castle’s Family Restaurant is required to use HRMS Solutions for implementing the HRIS software. The restaurant with the assistance of HRMS Solutions vendor would be facilitated in ensuring that Mr. Morgan is able to perform HR operations in an effective manner. Additionally, HRMS Solutions would facilitate the restaurants in having different added featured services that include training and development services, salary planning as well as payroll services, and time and attendance maintenance services among others. Responsively, the restaurant by implementing HRIS from HRMS Solutions would be able to ensure that HRIS system is installed in accordance with the requirements of the restaurant. In addition, the manager would be eased in supervising day-to-day operations with better knowledge, efficiency along with accessibility of HRIS system. Subsequently, by implementing HRIS system of HRMS Solutions, Castle’s Family Restaurant would also be able to ascertain that HR operations are conducted in a better coordinated along with systematic manner (HRMS Solutions, 2014). In this respect, the manager of Castle’s Family Restaurant would be able to conduct operations in a better integrated manner with all HR data. Correspondingly, operating cost of the restaurant can be minimized and operations can be performed time-efficiently by implementing the HRIS system which would facilitate in ensuring that business operations are conducted in an aligned manner with business objectives. Subsequently, the restaurant would be able to provide products and/or services in accordance with the needs of customers as well as employees. Additionally, by conducting operations according to the business goals the restaurant would be able to improve competitiveness and profitability (HRMS Solutions, 2014; Kumar, 2012). Conclusion It can be comprehended from the above analysis that in the contemporary business environment, organizations are required to manage HRM effectively with the aim of supervising workforce successfully. Castle’s Family Restaurant is identified to face the challenge of managing employee data owing to increased travel cost along with possessing both part-time as well as full-time employees. In this regard, the restaurant is required to adopt HRIS system with the aim of ascertaining that HR operations are performed in an integrated way. Additionally, the restaurant should seek for HRMS Solutions for implementing HRIS system, as the vendor is identified to provide effective solution for managing HR operations with better added features. References Bal, Y., Bozkurt, S., & Ertemsir, E. (2012). The importance of using human resources information systems (HRIS) and a research on determining the success of HRIS. International Conference, 53-62. Boateng, A. A. (2007). The role of human resource information systems (HRIS) in strategic human resource management (SHRM). Retrieved from http://files.spogel.com/abstracts/p-1802--hris_in_shrm.pdf HRMS Solutions. (2014). Explore solutions. Retrieved from http://www.hrmssolutions.com/hris-solutions/ Itika, J. S. (2011). Fundamentals of human resource management. African Public Administration and Management Series, 2, 1-215. Kavanagh, M. J., & Johnson, R. D. (2012). Human resource information systems. Retrieved from http://online.vitalsource.com/#/books/9781452241111/pages/41400273 Khera, S. N., & Gulati, K. (2012). Human Resource Information System and its impact on Human Resource Planning: A perceptual Analysis of Information Technology Companies. IOSR Journal of Business and Management, 3(6), 6-13. Kumar, R. (2012). Human resource information system: An innovative strategy for human resource management. Gian Jyoti E-Journal, 1(2), 1-13. People-Trak. (2014). Services. Retrieved from http://www.people-trak.com/services/ Read More