HRIS needs of STEP – Human Resources Management (HRM)
Work type: Research paper
Format: APA
Pages: 1 pages ( 275 words, Double spaced
Academic level: Undergrad. (yrs 3-4)
Subject or discipline: Human Resources Management (HRM)
Title: HRIS needs of STEP
Number of sources: 1
Paper instructions:
Please read all directions entirely, or you might do this wrong or do more than needed. Either way, let’s avoid that by reading first. Included are the sections of the paper you are adding to. There are several parts to the paper uploaded. I left them in sections so that you can have an easier time looking through each section coming up with a recommendation.
This is a Human Resources Strategic Staffing Plan for a fictitious company created by my group. You will need to use the paper included in the files section to provide the recommendation needed below:
HRIS
Describe the HRIS needs of the company STEP (i.e., for each section of this project, consider whether you will need some HRIS vendor or software package to assist with supporting).
- Create a schema or chart that depicts these needs and possible solutions.
Sections to include in your written assignment:
- Company HRIS Needs-Tashina
- Schema/Chart (information only needs to be highlighted or bulleted)
You are ONLY to do the (properly cited only if necessary) description of STEP’s HRIS needs. You should include a bullet point list for the Schema/Chart, but you DO NOT need to do the chart. You DO need to provide the information for the chart in the write-up. You can even underline or highlight the needs and solutions in the write-up if that is easier for you. I need a quick way to reference it to find the information so they can complete the chart. No fluff needed, just the facts, cite if needed.
There is a course project overview, a project template, and a rubric included for your reference. You only need to read those in their entirety if you are confused about the assignment and need more clarification. That is why they are included. At the stage this paper is in you should only need to read the directions provided above, the paper to give the recommendation on, and maybe the grading rubric to make sure all the information required is present. If you have any questions do not hesitate to message me.
Course Project Overview
TABLE OF CONTENTS
Human Resource Plan
Objectives
The Human Resource (HR) plan is a comprehensive document that links business strategy and workforce strategy toward the goal of aligning the human resource function with the strategic objectives of the company. The plan consists of an HR approach to identify, analyze, and connect the organization’s stakeholders with competencies, competitive advantages, processes, and methodologies concerning the goal of optimizing overall business performance. It selects a strategical framework and then identifies critical functions and their deliverables toward the achievement of that strategy. The ultimate objective is to synthesize all previous HR coursework into a formalized plan that shows how HR can foster the performance of an organization’s goals.
Guidelines
- Download the HRM601 Project Template from the Files section of the Course Menu. All teams must use this template.
- At least 10 authoritative, outside references are required (anonymous authors or web pages are not acceptable). These should be listed on the last page titled References. The textbook can count for one of these references. Resources from the Files section of the Course Menu may also be used. Use the Keller Online Library to assist you with finding other sources.
- Appropriate citations are required.
- All DeVry/Keller University policies are in effect, including the plagiarism policy.
- An accompanying presentation will also occur with your project.
- Any questions about this project should be discussed in the Course Q & A Forum.
Milestones
- Teams will complete graded drafts of each module weekly, except the HRIS section, which is only provided in the Final Paper. The content of the paper will run about 25–35 pages (guideline). Strive for concise prose; edit for brevity.
- Each draft will have a primary author.
- Teams will also complete a graded Team Charter by the end of Week 1.
- In Week 8, teams will make a final oral presentation of the Course Project and submit the Final Paper along with peer reviews.
| Week |
Module Drafts |
Team Points |
| 1 |
Team Charter |
25 Points |
| 2 |
Company Background and HR Strategy Drafts |
25 Points |
| 3 |
Staffing Strategy Draft |
25 Points |
| 4 |
Total Rewards Strategy Draft |
25 Points |
| 5 |
Training/Learning Strategy Draft |
25 Points |
| 6 |
Performance Management Draft |
25 Points |
| 7 |
No draft due (work on HRIS and final synthesis) |
0 Points |
| 8 |
Final Paper |
435 Points |
| 8 |
Final Presentation |
200 Points |
| 8 |
Peer Review |
75 Points |
Week 1: Team Charter
In this section, you will begin your Course Project, which is to develop a human resources plan for a fictitious business chosen by your team.
The first order of business is to join a team, select a team leader and section manager, and create a Team Charter.
Please note: All members will work together on all weekly submission drafts and the Course Project Final Paper.
Week 2: Company Background and HR Strategy Drafts
Download the HRM601 Project Template from the Files section of the Course Menu. You will see that each section of your paper is provided and explained there.
For your Week 2 draft, you should complete Parts I and II (the Company Background and HR Strategy). The total of these two sections should be about five pages. Include at least two references this week.
Week 3: Staffing Strategy Draft
Complete Part III of the Project Template section for this week’s draft. This section will be about three to five pages. Include at least two outside references this week, in addition to those used last week.
Week 4: Total Rewards Strategy
Complete Part IV of the Project Template section for this week’s draft. This section will be about three to five pages. Include at least two outside references this week, in addition to those used in the last two weeks.
Week 5: Training/Learning Strategy Draft
Complete Part V of the Project Template section for this week’s draft. This section will be about four to six pages. Include at least two outside references this week, in addition to those used in the last three weeks.
Week 6: Performance Management Draft
Complete Part VI of the Project Template section for this week’s draft. This section will be about three to five pages. Include at least two outside references this week, in addition to those used in the last two weeks.
Week 7: HRIS, Final Project Synthesis, and Presentation Preparation
Complete Part VII of the Project Template section, and begin the Project Synthesis. There is no draft due this week. The HRIS section will be about two to four pages. Include at least two outside references this week to information about your two compared HRIS vendors or software packages. These will not be scholarly resources but links to actual company websites about the software or package used.
Work together as a team on synthesizing the project.
Prepare your presentation PowerPoint, and practice the Team Presentation. Each team member must have a role in the presentation.
Week 8: Course Project Final Paper, Final Presentation, and Peer Review
Submit your Course Project Final Paper and deliver the presentation according to your professor’s timelines provided in course announcements. See the grading rubric in the Files section of the Course Menu for grading point allocations for drafts, the Final Project, and the Final Presentation. Each student must also fill out and submit a peer review document, providing feedback for all team members (excluding yourself).
Format Requirements
Use all the templates! (See the Files section of the Course Menu.)
The following are the best practices in preparing this paper.
Teams must use the template in the Files section of the Course Menu for their papers. Use APA sixth edition formatting and style for citations and references. Font should be 12 point and Times New Roman or similar.
Teams must use the PowerPoint template in the Files section of the Course Menu for their presentations. Presentations will be no more than 25 minutes each with a 5-minute question and answer session. All team members must appear for and participate in the presentation. Tips for the presentations follow.
- Include a catchy introduction.
- Provide a quality background to the company.
- Explain the HR Strategy and persuade the company to adopt it.
- Describe the staffing strategy in terms that make listeners get motivated and excited.
- Provide insightful information about the new total rewards plan.
- Link Performance Management to all elements of the HR strategy and company performance.
- Explain the HRIS vendor solution to the one area you discussed in your paper.
- Have no more than one slide per plan topic.
- Use the PowerPoint template and keep it clean and neat.
- Everyone must present.
- Speak clearly and with a smile and excitement. (Even if handling via remote conference call; listeners can hear the smile in your voice!)
Teams must use the Team Charter Template and the Peer Review Template in the Files section of the Course Menu.
Failure to use required templates may result in unnecessary loss of valuable points.
Performance Appraisal Method
The STEP performance evaluation may be performed twice a year annually, once every six months/interim, or once a year. The core idea of the assessment is to measure the employee’s efficiency and to feed him. Identify places where enhancements are needed, such that preparation, therapy, instruction, duties restructuring, and incentives and benefits are given to ensure consistency of corporate priorities and expectations to the workers’ objectives and objectives (Idowu, 2017).
STEP needs various priorities to define particular evaluation priorities, such as enhancing information literacy, improving leadership skills, improving product understanding and increasing competitiveness, etc.
At this point, STEP should set some expectations, and companies will determine employees’ results. Both parameters help to determine whether workers have achieved or failed to achieve the targets. STEP must ensure the requirements are transparent and that no doubt is present (Dijk & Michal, 2015).
This is the hardest part of the evaluation of the results. At this point, the STEP organization wants to analyze its employees’ results. It is necessary to ensure that there is no bias in the calculation. A second significant concern is the choice of evaluation approaches such as self-esteem, upwards assessment, 360-degree assessment, etc. STEP organization evaluation strategy defines the assessment process.
To evaluate the outcome of the evaluation, STEP must equate current success with the default criteria. It needs to aid between normal effective outperformance to actual results. This refers to the final step of the process is done.
It is the last step in which the STEP Organization will discuss the review’s findings with its personnel. The organization must ensure that workers are aware of the feedback. The organization has to treat this very closely as input on results will lead to some workers’ emotional overflowing.
Feedback Methods –
`It is essential at STEP for our management and human resource teams to provide all of our employees with performance management feedback. Not only does this allow our leaders to track employee performance, it also allows employees to see and track their own performance. It is important for employees to remain in the loop with their performance so that they are able to see what they are doing well and what they may need more training or motivation in. At STEP we provide our employees with ongoing feedback on their performance instead of one annual feedback meeting. We want our employees to see their performance throughout the year and feel that this helps to motivate our employees to perform stronger.
At STEP, we provide our employees with feedback a few different ways. First, we give feedback to our employees with self-appraisals. We give every employee a self-appraisal form to fill out and offer their honest opinion about how they believe their work performance has been. We do these every three months so that we can provide ongoing feedback but give the employees enough time to work on their accounts if they need to. After they fill out these self-appraisal forms, we have each employee meet with their manager to receive managerial feedback. This allows each employee to compare their self-performance observation with their management’s observation of their performance. They can then work to align their performance needs.
This takes us to STEP’s following feedback method, which is managing by objectives. This feedback is in place for management to evaluate their employee’s performance and results. STEP has their management team work together to set employee goals and standards. Though we have set standard goals for all employees, we also have goals set for each individual job position. These goals that management has set are focused on our company values and goals. After we set goals with each employee, we focus on implementing an action plan for each employee and each area of work.
We have chosen as a company this feedback method because it is more than just providing our employees with ongoing feedback. It is also helping them to grow into stronger employees and reach their given goals. It helps create a culture of inclusion in the workplace and strengthens the relationship and communication between management and employees.
Training and Development-
Training and Development is a continuous process that starts when an employee begins work, helping them build skills for high performance and team spirit.
Total Rewards provides monetary beneficial and developmental rewards to employees when they reach the company goals. It helps create goals within the company to help motivate an employee’s work environment.
Talent Management involves attracting and retaining high-quality employees by helping them develop skills and motivate them to improve their performance and stay with the company. Talent management improves business performance to help make employees more productive.
Human Resource Information Systems (HRIS) is an important tool that stores employee records and makes them accessible. HRIS is used to gather, store, and analyze information regarding the company’s human resources. HRIS helps keep track of the hiring process and makes sure that the candidate has the skills and is a good match for the job. The HRIS helps identify the recruiting needs of an organization. HRIS manages the employee database, applications, keeping track of benefits, payroll, work schedule, attendance, sick and vacation leave, and performance management.
HRIS can be used to generate a detailed human resource inventory report. These reports are used to identify the number of people and some of the skills that are necessary to support certain business plans; evaluate the skills and strengths of staff. Other things that can be identified are individuals ready for training and Development, those ready for promotion, and transfers; lastly identify skill gaps that may be a threat to the organization’s ability to meet goals necessary to be successful.
What they all have in common is they all collect data and gather the information that would create an effective workflow and improve efficiency. Technology is growing daily and with HRIS it will help store information that will help keep the company up to date. With our company using HRIS, we can effectively track employee’s salaries, insurance benefits, and retirements. This will help keep track of the company expenses and analyze and other changes which will be helpful when we are preparing for open enrollment. The Human Resource Information System will help decrease any potential risk the company may face by keeping a record of employee training, incidents, or workers compensation claims. HRIS will help the company by assisting with ways to improve the conditions of the workplace by recommending safety training and making sure the company complies with federal and state labor laws. Depending on our company needs we will use the HRIS to help with performance reviews and training. When reconstructing positions and giving income increases, we will need to make sure this information is accessible to managers and the human resource department.
Policies on Performance Improvement, Discipline, or Termination
STEP’s policies and procedures have been birthed from best practices across Human Resouce Professional accredited platforms and working with consulting firms like Accenture to ensure the best practices are adaptable, practical, and support our business initiatives. STEPS progressive discipline policy and procedures are designed to provide a structured corrective action process to improve and prevent a recurrence of undesirable employee behavior and performance issues (SHRM, 2020).
Progressive Single Discipline Policy and Process and Purpose-
The methodology used is progressive so that the individuals can course-correct while still reserving the right to skip steps depending on the infraction and facts of each situation. The factors that will always be considered are whether the offense is deemed a repeat offense despite coaching and development, coaching, training issues, employees’ records based on tenure, and the impact of the conduct and performance issues to the organization.
Step 1: Verbal Warning-Within five business days, the supervisor will prepare written documentation of verbal counseling. The employee is expected to sign the documentation to demonstrate his or her understanding of the issues. The corrective action-failure to sign does not dismiss the disciplinary action the employee is on.
Step 2: Written Warning- Written Warning involves more-formal documentation of the performance, conduct, or attendance issues and consequences. Management will outline the implications for the employee of their continued failure to meet performance or conduct expectations.
Step 3: Suspension and Final Written Warning–When instant action is necessary to ensure the employee’s safety or others, the immediate supervisor may suspend the employee pending an investigation.
Suspensions recommended as part of the typical progression of the progressive discipline policy and procedures are subject to approval from a next-level manager and HR.
HR will guide to ensure that the discipline is administered without jeopardizing the FLSA exemption status.
Pay may be restored to the employee if an investigation of the incident or infraction absolves the employee of wrongdoing.
Step 4: Recommendation for Termination of Employment-The last and most profound step in the progressive discipline process is a recommendation to terminate employment. STEPS will try to exercise this policy’s progressive nature by first providing warnings, issuing a final written notice, or suspending the employee from the workplace before proceeding to a recommendation to terminate employment. However, STEPS reserves the right to combine and skip steps depending on each situation’s circumstances and the nature of the offense. Furthermore, employees may be terminated without prior notice or disciplinary action (SHRM, 2020)
References
Dijk, D. V., & Michal, S. M. (2015). Performance Appraisal and Evaluation. doi:10.1016/B978-0-08-097086-8.22034-5
Idowu, A. (2017). Effectiveness of Performance Appraisal System and its Effect on Employee Motivation. doi:10.20321/nilejbe.v3i5.88
Progressive Discipline Policy – Single Disciplinary Process. (, 2020). Retrieved from SHRM Better WorkPlaces Better World: https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/progressivedisciplinepolicy.aspx