Castle Family Restaurant Business Plan
Although the roles of the HR at Castle Family Restaurant are clear and contribute significantly to the success of the firm, Mr. Morgan feels that the company needs to come up with a centralized information system that will aid him to conduct HR services appropriately. Importantly, the Human Resource Information System (HRIS) will help the enterprise in the different ways that include keeping the HR information in one location instead of multiple places where the restaurant has opened its branches. Thus, the purpose of this business plan is to propose the Human Resource Information System (HRIS) that the Mr. Morgan can use to run the human resources functions. The proposal will start by providing the company assessment; explore the HRIS type that suits the restaurant, and the HRIS vendor who will suitably supply Mr. Morgan with the HRIS Software.
Business Review
The company is located in Northern California, and it has eight branches. As a medium sized business, Castle Family Restaurant has employed both full time and part time staffs who are set to carry out different tasks to meet the need of the customers. The firm has 300 to 340 workers, with 40% working as full-time employees and the majority working under part-time programs. The company has the department of the operating manager and HR under the name of Mr. Morgan, as the personnel who conduct the management and employment tasks simultaneously. To ensure that the hiring services are efficient and a key to the development of the business, Mr. Morgan travels from one location to another, which allows him to complete major HR tasks identified by the company. In addition, the HR at Castle is assigned to vital responsibilities that involve overseeing the overall activities that conducted in the restaurant on a daily basis. Other key roles of the HR at Castle Family include answering questions that relate to the employees’ needs, facilitating employee’s payment in time, recruiting, and hiring new staffs. In turn, the company values the necessity of using technology tools in conducting HR services. In essence, the current tracking methods that the enterprise use to facilitates payroll tasks is an excel spreadsheet that is attached to a computer. The computer used by the HR at Castle Family has an application that prints the paychecks for documentation and effectiveness. Therefore, as the company utilizes technological devices to enhance its functionality, it is believed that if the company executes the HRIS software, the HR department will become more useful and manage to minimize the operational costs.
Business Analysis
The HR manager at Castle is an influential person. Most of the works with which he is assigned to initiate are carried out manually, and this may make the company fail to achieve its overall goal. In the coming years, Castle is expected to expand, and the company will have to employ more staffs. Consequently, this will make the work of the HR manager complex and more stressful because he will be required to travel to each location more frequently if the company continues doing most of the HR tasks manually. As the enterprise grows, it needs to consider the usefulness of implementing the technological system in every department that is concerned with the aspect of hiring and managing the employment activity. Aslam (2013) has argued that the use of technologies to operate business activities, such as HR services, transforms the business and its performance, as the technological systems increase the expectations of the HR while making the manager performs his or her work competently and in a professional manner. It implies that for Castle Company to make working aspects easier for the HR, and it will be better to implement a technology software that will make the HR department more effective, reduce the human errors in the management of HR activities, and process hiring and employment much faster.
In most of the modern organizations, technology is playing an important role (Khashman & Khashman, 2016). The HR at Castle employs a manual method to run and record information relating to the HR activities, and this may affect the decisions done in the company or even the employee’s effort to ensure that the business achieves its objective. Based on extensive literature, Karikari, Boateng, and Ocansey (2015) posit that HRIS becomes more efficient in the cases where it provides better information that will assist the HR to implement the decision of hiring processes or meeting the needs of the staffs. Castle have not implemented HRIS system, which makes the company spends more on the human resources activities and implement decisions that do not comply with the interest of maintaining a large number of full-time employees. In this context, it is apparent that HRIS system that will be implemented at Castel will not only modify the human resource department, as the software would benefit both the HR and the entire company when it comes to making the decisions relating to the employment activities.
Types of HRIS
Some of the recognized benefits of HRIS are that the system can easily serve as a database for different HR functions including human resource planning and help the HR carry out training and appraisal programs comprehensively (Patel, 2015). After assessing the HR problem at Castle Restaurant, the recommended HRIS is decision support system (DSS). This HRIS will help the HR manage staffing needs, assess the labor market, and analysis the skills of employees before hiring processes are executed. Decision support system is a critical HRIS program that human resources manager can apply to make employees managerial decisions and support strategic decisions associated with the hiring processes (Battaglio, 2015). The support that this HRIS have will be of benefit to Mr. Morgan because it will help him act intelligently in his decision-making process, as well as will allows him to implement decisions that increase the quality of the HR activities in the organizations.
As it is the work of the HR at Castle Company to process tasks such as hiring and enrolling employees in different branches, the decision support HRIS system can help the HR to work in one location while carrying out the recruitment tasks. Broadly speaking, Mr. Morgan can use this HRIS system to plan on the salary of the new recruits, manage the training of the new employees, and to develop employees where necessary. Chack (2013) posits that a substantial decision support system is a data processing and analysis tool that HR can apply to make predictions and decisions that will support the employment activities. Clearly, it is apparent that if Mr. Morgan uses the decision support system to carry out Human resources activities, this will improve the functionality of the organizations and aid the HR in making hiring decisions that are supportive.
Compensation and benefits information system is another HRIS system that is recommended for the HR at Castle restaurant. This HRIS may support a variety of tactical human resources decision, especially when the decisions relates to employees remuneration. According to Bidgoli (2004), compensation and benefits information system is an important HRIS that managers in an organization employ to reduce labor costs while ensuring that the business attracts and retain desirable employees. For the case of Castle Restaurant, the system will support the HR keep in line regulations relating to employees remuneration, benefit, as well as the reimbursement report that is needed by the owners of the restaurant. With Castle business employing more than 50% of its employees to work on part-time programs, the compensation and benefits system can assist the HR to make timely judgments on the salary decisions and facilitate payment on time. When one looks at this system, it is evident that if used it will boost the work of Mr. Morgan, and the HR can use the system to succeed the business.
Comparison of the HRIS System
From the analysis of the selected system, it can be said that HRIS is a system that automates the HR activities. Hence, for the current HR issue at Castle and the benefit of each system that has been recommended, compensation and benefits information scheme is the HRIS system that the company needs to consider, as it will promote the business and makes the HR department an active sector. The use of printed materials to facilitate payment activities may become problematic, but when the company uses compensation and benefits information system, it will alleviate these problems and improves the extent to which the restaurant is facilitating activities that relate to the employee’s remuneration and other activities. For this reason, this proposal has identified compensation and benefits information system, as the HRIS program that will make Mr. Morgan conduct his roles and responsibilities positively.
Recommended HRIS Vendor
Varieties of HRIS vendors are available, and only the best are needed to help Morgan to manage the restaurant employment activities. However, for the HR manager to select the most prominent vendor, this assessment compares two supplier who seem qualified to supply Castle restaurant with the compensation and benefits information system. Paycom is one of the leading vendors that can provide Castle Company with the system that it require for strengthening its HR department. The software is known for its web-based services with the aim of helping human resource manager to administer workforce data and remuneration processes. Paycom is also known for its role in supporting businesses that seek to store HR information in a single database so that they can offer comprehensive reports that are supported by data and evidence (Paycom, 2017). As Paycom primary goal is to produce HR solutions by the use a specific database, the supplier proclaims that the technology that employers use to hire new employees is the same system that HR are supposed to use to pay the employees, train them, and ensure that they comply with the working regulations. Epic Software or Epicor Service is another vendor that can supply Castle Family Restaurant with the system it requires. The company is the suitable option for Castle Family because it provides its customers with the application that include salary and compensation systems, which is a beneficial tool for the HR department for medium size enterprises (Epicor, 2017). The two company has the eligibility of supplying Castle Company with what it needs, but only the best company is selected.
Although both vendors can be relevant to Castle’s Family HR, it is suggested that the implementation of Paycom will extensively solve the HR problem at the restaurant. Paycom has more HRIS features that Mr. Morgan needs, and for this reason, it will be appropriate for the company to implement its services, as the software offered by the supplier will provide the restaurant with all the tools that it needs to make the HR department stronger and effective. On the other hand, Paycom has various services that are online convenient, which means that the HR at Castle will no longer drive to each location conducting his daily routine. For example, since the software that Paycom provides is fully automated, Mr. Morgan can carry out the tasks of hiring new staffs, answering employees question, and plan for payment while still at the company’s headquarter. Finally, the supplier will automate the remuneration activities, which will make Mr. Morgan stop using the Excel spreadsheet and a computer application to publish the payroll documents. In this case, the software will allow the HR deposit salary direct to the employees’ account, which will assist employees to check their payment automatically. From this statement, it can be argued that due to its beneficial features, Paycom Software will supply Castle with a system that will make the company function appropriately.
Conclusion
From this proposal, it is evident that having HRIS to manage the human resource activities help a firm accomplish its goals on time and make strategic decisions that that will benefit every person working at the company. Based on different factors relating to Castle Family Restaurant, it is noted that the firm is still doing some of its function in the old way and this may affect its future success and expansion. If the HR manager at Castle implements the HRIS software as proposed in this paper, this will be a vital investment with potential benefit for the company and the human resource manager. Lastly, making the HR department automatic is an effective strategy that will help the company minimize HR operational costs and transportation expenses that the HR manager incur when traveling from one location to the other to facilitate HR activities. The system proposed here will make the HR department improve and user-friendly for the subordinate and their leaders.
References
Armstrong, M. (2006). A handbook of human resource management practice. London: Kogan Page.
Aslam, H. D. (2013). Importance of human resource management in 21st Century: A theoretical perspective. International Journal of Human Resource Studies, 3(3), 87-96.
Battaglio, R. P. (2015). Public human resource management: Strategies and practices in the 21st century. Los Angeles, CA: SAGE.
Bidgoli, H. (2003). The internet encyclopedia, Volume 2. Hoboken, MA: John Wiley & Sons.
Chack, K. D. (2013). Decision support system for human resource management of the organization. International Journals of Management Research and Business Strategy, 2(3), 105-111.
Epicor, (2017). Enterprise Software. Retrieved from http://www.epicor.com/mena/services/default.aspx
Karikari, A. F., Boateng, P. A., & Ocansey, E. O. (2015). The role of human resource information system in the process of manpower activities. American Journal of Industrial and Business Management, 5(06), 424-431.
Khashman, I. M. A. & Khashman, A. M. (2016). The impact of Human Resource Information System (HRIS) applications on organizational performance (efficiency and effectiveness) in Jordanian private Hospitals. Journal of Management Research, 8(3), 31-44.
Patel, J. (2015). Understanding human resource information systems, & its importance in organizations. Journal of Research in Management & Technology, 4(4), 11-19.
Paycom, (2017). Paycom transforming the HR technology. Retrieved from http://www.paycom.com/
