Castle family resturant Hris analisis Research Proposal

Castle family resturant Hris analisis - Research Proposal Example The evaluation reveals that each HRIS type has its own sets of advantages and disadvantages, and is suited for different kinds of business settings and organizational size. The large vendors have robust and fully functional solutions that span not just HR but the whole slew of offerings associated with full-blown enterprise resource planning software for large corporations whose operations can span continents and include manufacturing and other complex business and supply chain processes. To these belong the software offerings from SAP, PeopleSoft, Oracle, Microsoft, and other large vendors with matching global scale operations and reach. On the other end are small niche solutions that target small and medium enterprises, as well as open source software that are supposed to be free, but of course require paid consulting to implement and maintain. Then there are hosted solutions, with systems such as HRIS and ERP being offered as SaaS, or software as a service, which is the recommende d HRIS type for the Castle Family Restaurants. ... INTRODUCTION The idea of implementing an automated Human Resources Information System for the Castle Family of Restaurants makes business sense from the point of view of streamlining HR operations and in the process saving the organization time and money that can otherwise be funneled into activities that help grow the top line revenues, or else funneled into cost savings that can positively impact the bottom line, or profits. The current state of things is inefficient as far as the management of the HR function is concerned. The trips to the sites are necessary on the part of the key HR person, Jay Morgan, only in so far as there are no alternatives to doing the things that he has to do during those trips. The money spent on travel, if there are non-travel alternatives to doing those HR tasks effectively, can be substantial in the long run, and can help defray the expenses to be incurred from procuring the HRIS. Moreover, there are operational benefits in other areas of the HR funct ion as well, that can accrue from the implementation of an HRIS. The management of temporary staff can benefit from an automated HRIS, in ways that cut costs in many measurable and not immediately measurable ways. A temporary staff pool efficiently managed can be, for example, a more motivated staff pool, which may have positive impact on the quality of service they give at work, which in turn may impact business viability via improved customer experiences, more return business, and more sales. If staff queries and concerns are addressed promptly and well, via an HRIS system that does away with waiting lines and delays from manual processes, the result can be a more efficient and motivated workforce as