P5 Project Proposal 2

Sarah Stottsberry

Recommend HRIS System (Broader Scope than Proposal 1)

Background

When I started with Resource Systems, in November, 1999, there were approximately 30 total employees. During the past 2-3 years, we have grown significantly, with total employees currently at 69. We currently do not use a formal HR system. However there are aspects of the internal operations programs that we use to support HR. For instance, SalesLogix is used for housing employee information, but this system is also used for tracking customer information. While this gets us by, there are HR activities like performance reviews, time clock information, and vacation and sick time request services that we don’t offer because we are using SalesLogix. One possible solution would be to purchase and use a Human Resource Information System(HRIS) that could handle these processes along with offering other valuable services.

Adding Value

An HRIS system could handle the paper challenges that we have today regarding timesheet approval and performance reviews. It could also offer an array of services that we currently are not able to offer to Resource Systems employees. As we grow, finding the right product will be imperative to the success of our H/R department.

The Challenge

Since I generally work with development of products designed for our customers, I seldom get the chance to review technology for internal processes. Additionally, I envision having to meet with various departments in order to get a feel for the H/R needs from all sides of our company.

Issue Identification

Knowledge, Skills, Abilities, Attitiudes

Specific Tasks

  • Acquire a good understanding of H/R applclications that Resource Systems currently uses and how they relate with MAS-90(Accounting) and SalesLogix(Sales)?
  • Gain an understanding of attitudes and viewpoints of Current H/R system including daily processes, applications used, and attitude toward what people expect as opposed to what they experience.
  • Acquire an understanding of the RS payroll process.
  • Gain an understanding of the biggest “challenges” faced by the H/R department
  • Gain an understanding of the biggest “challenges” with H/R that are felt by other departments.
  • Gain an understanding of the processes already in place to foster change in the H/R Department.

General Learning Outcomes:

  • Demonstrate an understanding of H/R Processes and Technologies that are appropriate for specific company sizes.
  • Demonstrate an understanding of the breadth of H/R systems that are available. In this, be able to note commonalities and differences.
  • Determinebest-practices for formulating a Cross-Team Requirements Specification for an H/R System.
  • Demonstrate ability to determine best practices for formulatingaVendor Product selection
  • Demonstrate ability to perform basic ROI Analysis and to provide best practices for ROI analysis.
  • Demonstrate an understanding of the relationship between H/R Applications and Employee Satisfaction. Where do they meet? How do you measure?
  • Formulate a recommendation that defines processes to take, best-practices, desirable time of execution, and ways to avoid common pitfalls of selecting an HRIS.
  • Understanding of how to initiate and manage “change”with respect to implementation of an HRIS.

Possible Learning Modules

  • H/R History and Best Practices: June 15
  • H/R Needs Assessment: June29
  • H/R Technology Analysis July 13
  • Final Recommendation: August 3

IPR/Brief: Internal Project Review. 1 page every 2 weeks.

Wednesday: 5/28/2008 Refined statement of project.

  • Learning Outcomes
  • Task List
  • Projected Statement of Deliverable (not reflection)
  • Set of milestones: Could be action plan

John Stinson

740-331-0165