Business case for HRIS

Business case for HRIS Business Case for HRIS Key strategic areas in Insurance sector are employee retention, compensation and reward policy. Retention can be linked directly to talent management and training development. Value added benefit derived from the HRIS can surely revitalise the organisation. The recent recession has furthered the need of lean highly efficient organisations to stem the tide against the recession. The HRIS offers benefits to employees, business as well as the HR department. Benefit for the employees. The HRIS allows immediate access to the employees with whole lot of HR information ie Personal particulars, Disciplinary procedure information, availability of all relevant forms, compensation information, benefit information, leave coordination, managing Tax information and instructions about training and policies. Hence the employee has no longer the need to either go to the HR department or speak to them over the phone. Further more it gives transparency to the functioning of the HR department, which has been the sore point in the employee-HR department relationship. Benefit for the Business. The HRIS impact on the business is far reaching. It not only reduces the administrative costs by reducing the administrative layers but paves a way for Re-engineering. HRIS also brings about enhancement in executive decision making, employee training, better interdepartmental integration and better reporting structure. Thus HRIS helps toward reaching the organisational vision by integration, personnel development, knowledge management and HR analysis. (Mayfield and Lunce, 2003) Further more difficult decisions such as freezing salaries, eliminating overtime, reducing workforce and reducing benefit contributions and redundancy can be handled easily and in a correct manner by HRIS. It provides them with all the information required and also gives them the advantage of structuring the employer data as per their requirement. HRIS also helps managers to evaluate Key parameter Indicators, which are difficult to measure activities, by generation of data in graphs and charts.. Similarly recr uitment system help in maintaining talent pool, which helps the organisation reduce costs by removing the recruitment agencies. Benefits for the HR department The major part of any HR professional daily responsibilities is spent at administrative and advisory role than on the core functionality. Hence HRIS generates time availability to be devoted to the strategic decision making. Furthermore, it aids the department by increasing data accuracy, higher processing speed, better productivity and ability to produce more needful and sophisticated results. (Ceriello and Freeman 1998) Issues in Implementation of HRIS Pre-implementation stage: The basic issue is identification of various HR functions for inclusion in the system. A detailed work flow analysis is required on the cost effectiveness of all available systems and based upon it a thorough customisation suite should be identified which should be in lines with the organisations HR process.(Walker,1993) For this a evaluation team consisting of members from HR, IT , Finance and purchasing department should be formed.(Wisner and Wisner, 1994). Implementation stage: After the selection of the HRIS, next priority should be identification of infrastructure requirements, Inter- department adroitness for incorporation of the system with the organisational needs, formulation of terms and policies for the implementation and identification of the training requirements and testing of the system. A proper project management practises are required to ease out the issues. Training along with the awareness of the benefits of the system should be used as a means for breaking the inertia of existing employee. (Elliot,1999). This stage is for consolidation and all attempts should be aimed at proving and testing the system, prior to it going live. Post implementation. The major feature of this stage is measuring the performance of the system and reorganising the responsibilities of the HR department. Issue in this stage can arise out of adaptive as well as corrective maintenance requirements which can be due to the misinterpretation of directives or due to system limitation. (Ceriello and Freeman, 1998). Issues can also arise out of need for redefining responsibilities of HR managers. (Hagood and Friedman, 2002). Thus in order to reduce the issues in this stage pre-emptive actions need to be taken right at the beginning about defining HR processes and methodical training during the consolidation phase. Successful Implementation. As HRIS brings about critical changes, hence there would be areas which would resist the change (The Interia). Thus the key factor in the success of HRIS implementation is a firm commitment from the Top management,-the sponsors of the project, for providing adequate funding as well as catering to staffing needs of the project. The top brass should assist in formation of a proper steering committee, comprising of all members across the organisation, who can ensure that their line managers have the necessary directives and responsibilities for making the HRIS operational. This committee should resolve major issues and take timely course corrective actions. The steering committee needs to ensure that managers are conversant with the likely changes and garner their support towards this change. This will help set an example and parameter for each members department and will also prepare the ground for dealing with change-management issues. Reference http://findarticles.com/p/articles/mi_m3495/is_n12_v41/ai_19099649/pg_4/?tag=content;col1 http://www.esocialsciences.com/data/articles/Document1206200781.437014E-02.pdf http://www.wkforce.com/human-resources/hris.html

Death of a Salesman :: Literary Analysis, Arthur Miller

What encompasses the American Dream? Arthur Miller’s â€Å"Death of a Salesman† offers a realistic, stark picture of lives overflowing with dreams wished and dreams broken; yet, there are no dreams realized here. Their dreams comprise glory and fearlessness over those which genuinely can be achieved. Although Willy, Linda, Biff and Happy, as individuals, still believe in the American Dream, it’s clear that it represents something different for each. Willy Loman has an innate ability for dreaming way beyond his capabilities. Throughout the play, Willy’s dreams represent more fantasy than truth, a behavior which his boys clearly imitate. Yet, despite the talk, there is an ongoing criticism for the world and the way things work. He brags about his sales for a trip, â€Å"I’m tellin’ you, I was selling thousands and thousands, but I had to come home† (1224). It’s difficult to tell if the stories Willy tells are what he believes to be true or what he imagines is correct; as a result, he continually tells lies to cover his shortcomings and mistakes. On the contrary, with all the â€Å"thousands and thousands† of dollars he is making, he complains about necessary repairs to mechanical objects around the house: â€Å"Once in my life I would like to own something outright before it’s broken! I’m always in a race with the junkyard† (1244)! Willy’s primary escape from reality involves his brother Ben, who typifies the American Dream; however, Willy’s escape with Ben is purely a figment of his imagination. â€Å"Opportunity is tremendous in Alaska, William. Surprised you’re not up there† (1230). His imaginings about Ben, while they appear to be an illusion throughout the story, are thoroughly realistic in Willy’s mind. He truly believes that Ben has reached the pinnacle of the American Dream. Willy refuses to recognize that he does have true abilities, as in the field of construction. He appears at times to have hope for the future, â€Å"on the way home tonight, I’d like to buy some seeds† (1243). Nonetheless, there is a pinning undercurrent of fear for Willy, as Linda discovers, â€Å"†¦sure enough, on the bottom of the water heater there’s a new little nipple on the gas pipe† (1237). Although the illusions that Willy puts forth are real to him, they are, nevertheless, simply that: Illusions. Deep down he knows things are not as they should be, with his family, his job and his life.

The Sons Veto

The Sons Veto Thomas Hardy was an English novelist and poet and his story ‘The Sons Veto’ is based on the rigid class system popular in Victorian England. At that time, women were perceived as having a diminutive purpose with little independence. The restrains of society were clearly seen in Sophy’s character. Hardy opens the story with a detailed description on a woman’s hair. He comments on the fashion of that time. Her name was Sophy and she was born in the country village of Gaymead in a remote nook of North Wessex.As a young girl, she worked as a parlour maid in the house of the reverend, Mr. Twycott. Sophy had a young man named Sam Hobson, a gardener in the village. After a few months, Sophy wanted to leave her job and marry Sam but couldn’t do so after Mr. Twycott’s wife died. She decided to stay back and also had a quarrel with Sam regarding her decision. As time progressed, Mr. Twycott realized how dependent he was on Sophy. He became ill and whilst he was ill, Sophy brought his meals to him.One day, she slipped on the stairs while taking the tray down. She twisted her foot in the fall. Mr. Twycott’s health became better although Sophy was no longer able to walk. The parson felt guilty for her and asked her to marry him; she felt as though she was unable to refuse and felt obligated to marry him in order to be socially accepted. She married the vicar out of respect and not love. She was more concerned over her future and knew that any marriage would mean that she would have a home and a good lifestyle in the imminent years.As the story progresses, Mr. Twycott dies and Sophy raises a son all by herself. The author sets up a social detachment between Sophy and her son, Randolph through the language they speak. Sophy could not formulate sentences correctly and her incorrect grammar would blatantly annoy Randolph. Sophy as a woman had her deficiencies. One day while sitting by her window, she found her childh ood friend Sam. They get together after so many years and after a few days he proposes to her.When she talked to her son he was positive about the idea of remarriage but became angry when he found out that the man was a farmer. In a fit of rage, he made her swear on the cross that she would never marry Sam. One may also interpret it to be Sophy’s fault, which wouldn’t be incorrect, however Randolph gains a sort of power over her eventually leading to her death that could have been avoided had he not been so full of pride for himself.

Audit Disaster Futures Antidotes for the Expectation Gap

Managerial Auditing Journal Emerald Article: Audit disaster futures: antidotes for the expectation gap? Fran M. Wolf, James A. Tackett, Gregory A. Claypool Article information: To cite this document: Fran M. Wolf, James A. Tackett, Gregory A. Claypool, (1999),Audit disaster futures: antidotes for the expectation gap?, Managerial Auditing Journal, Vol. 14 Iss: 9 pp. 468 - 478 Permanent link to this document: http://dx.doi.org/10.1108/02686909910301556 Downloaded on: 04-12-2012 References: This document contains references to 56 other documents Citations: This document has been cited by 11 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 3276 times since 2005. * Access to this†¦show more content†¦Discusses issues associated with the expectation gap and posits that the profession s efforts to educate users as to the nature of the audit process is a necessary, but insufficient, response. A two-part strategy is proposed to effect structural change of the auditorclient environment. Part one of the strategy calls for greater involvement of regulators in selecting the external auditor and requiring auditor rotation. Part two of the strategy proposes market-based instruments, audit failure permits and audit disaster futures, to deal with remaining audit risk. Abstract The expectation gap In current auditing praxis, few concepts are as important as auditor independence. The product of an audit is neither the auditor s report nor the investigation itself, but rather the increased credibility attached to the audited financial statements. The key factor The current issue and full text archive of this journal is available at http://www.emerald-library.com Managerial Auditing Journal 14/9 [1999] 468 ±478 # MCB University Press [ISSN 0268-6902] in enhanced credibility is the perception of external stakeholders that the external auditor ``judge is impartial and without conflicts of interest. Without this perceived independence, an audit report would be viewed as nothing more than a company advertisement. The auditing profession itself recognizes this with its emphasis on independence in appearance as wellShow MoreRelatedAccounting Essay1593 Words   |  7 Pages{draw:g} {draw:g} {draw:g} {draw:frame} Introduction Over the years, with the corporate development and social or statutes pressure, some concepts and standards related with audit is uncertainly or ambiguous. The obvious question is whether auditors should be blame when they failing to warn investors to ailing firms’ financial problems and risks (McNabb, 2009). 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