Human Resource Information System ASX Listed Company

Question: Describe about the Human Resource Information System for ASX Listed Company. Answer: Introduction The report aims at building knowledge by interviewing a human resource manager and other members related to the department. The report will be mainly focusing on the actions of HRIS. The company selected for the research will be Freedom Foods Group Limited. It is publically ASX listed company for giving a specialized need in the food sector in Australia as well as internationally. The report will be critically analyzed by the help of need analysis; changes occurred in the management as well as integration. Later, there will be a recommendation made on the replacement and modification of system or methods. Finally, a conclusion will be made on the basis of overall analysis and description of the report. Overview Freedom Foods Group Limited is operating in four sectors Freedom foods, Pactum Australia, Freedom Foods North America and Seafood. The company aims in providing Wheat free, Gluten free, low sugar and salt, nut free or highly fortified products involves breakfast of cereals, biscuits, snack bars, almond and beverages of rice. The company is also providing a variety of canned seafood which is covering sardines, salmon, etc,. Moreover, the company will also be providing a product of UHT food and beverage including beverages of dairy milk. The company is situated in Taren Point, Australia. This company is a subsidiary of Arrovest Pty Limited. Freedom Foods Group Limited mission is manufacturing better food. The company aims that people needs are moving towards the safer zone, rich in nutrient and convenient food with longer life. Brands and products of the company are positioned in the market segments of "free from" includes products of foods and beverage which will be free from key alle rgens like gluten, nuts, wheat and diary, whereas maintaining a high profile of superior nutritional. In Australia and New Zealand, there is a strong market presence of FNP with the increasing concentration of export to North America as well as China and Asia. For developing key category and product in the channel with that of Freedom Foods Group, it will be collaborating with two groups and with other business partners for focusing on the formation of the key collaboration (Foods, F.2016). Description Human resource information system (HRIS) is also called human resource management system (HRMS) is moreover a multiplication of human resource and information technology by the help of HR software, which will be allowing activities of HR as well as processes which will be occurring electronically (Al 2012). HRIS will be viewed as the process by utilization of software for huge as well as small business for taking care for some activity, included in the department of human resource, accounting, management and payroll. HRIS will be allowing the company for planning cost of HR more effectively as well as managing and controlling the employees without allocating too many resources to them. In most of the situation, HRIS will be leading to an increased efficiency, when there is a fact of decision making coming to HR. The decision taken during that time will be increasing quality, due to which productivity of managers as well as managers will be increased and will become more effective in fulfilling its duty towards the organization. There are several numbers of solutions offered by the company which is adopted by HRIS which includes solutions in payroll, training, HR, recruiting and compliance (Armstrong and Taylor 2014). Most of the quality of HRIS System will be including flexibility in designing the feature of a database which is integrated into the wide range of available features. To make workforce easily manageable, it will be having ability for creating and analyzing the information more quickly and accurately. Most of the time companies are replacing several systems like personnel database, benefits, and payroll systems. HRIS is the composition of a database, hardware, software and computer applications which are necessary for collecting, storing, managing, recording, delivering, presenting and manipulating data for HR. It is very necessary to note the term system does not only refer to hardware and software. The system involves policies, people, procedures and data necessary for managing the functions of HR. In reality, the technology of computer is not having an aim of managing HR information. Instead, it will be providing a strong tool for "operationalizing" the information for easily obtained information and disseminating as well as ensure a specific organizational HR practices and policies (Bennett and Ho 2014). There is some a different component is called as the subsystem which will be composing an HRIS (Berman et al., 2015). There is employee in the administrating, recruiting, training and development, attendance and time, pension administration, performance evaluation, employment equity, benefits administration and compensation, health and safety, organizational management, payroll interface and labor relations is shown in the figure 1. Figure 1 HRIS Subsystem Source: (Abdelhak et al., 2014) Employee Administration It is one of the major components of HRIS System for administrative function. There are number of information which is included in the HRIS system for each and every employee which is hire date, telephone, name, e-mail address, address, birth date, emergency contact number, sex salary, department code, employee status, location, the starting date of each of the held position, position titles, the benefit of information (Bratton and Gold 2012). Recruitment This subsystem will be including position name and number and the department in which it is residing. It will be accessing the full-time as well as part-time. In few of the cases, online form will be tracking the applicants and then the resumes will be scanned with the help of identified qualification, skills location of work and experience. Time and attendance This division will be calculating the vacation time for example hire date, paid or unpaid leave taken, date of termination and other service which are interrupted. On the overall basis it can be said this section will be taking care the leaves availed by the every employee. Details of policy will be programmed (Buller and McEvoy 2012). Training and development This section will include data related to the skill, competencies, course cost, development and career planning of the employee will be considering the skills and competencies of the employees in company. Pension Administration This section will be containing detailing of the pension scheme and fund contributed by the company as well as the employee. Employment Equity In this section, there is information related to employment of the equity legislation which will be including information by some employees in four dimensions divided by type of industry, information of the geographic region (Davenport 2013). Payroll interface This section of the HRM will be including information related to salary, wages and benefits which will be related to accounting payroll. HRIS will be including payroll component, in sophisticated way and component of payroll (Figueiredo et al., 2016). Performance Evaluation This section is related to the performance rating, kinds of appraisal received by the due to performance of goals and objective of the company. An effect will be there on the performance system of the employee in the company. Compensation and benefits administration Information related to the compensation and benefits plan and policies are included in the subsystem of the company. Policies will be based on the allowance given to the employee for promotion, data related to paying grades and ranging in the position entitled to bonus structure of the company. Organizational Management This is included in the organizational structure and description of job. It will be under the field for entering the NOC (National Occupational Classification) codes. It will be linking to the positions or jobs to particular workers. Health and Safety Workers Compensation Board or an equivalent jurisdiction will be responsible for reporting the accidents happening in the work place as well as in the company. Information in the number of accidents and kind of accident, resolutions, health and safety complaint, claims of compensation and will be related to the forms of the subsystem (Flamholtz 2012). Labor Relations Information related to union membership, list of seniority, resolutions and grievances will be found in the subsystem of the companies HRIS system. Critical Analysis Critical analysis will be done by considering need analysis, changes due to an implementation of the management issues and integration in the human resource management. All the above points will be critically analyzed after interviewing the HR and its team member. There are number of software involved in each and every department of the company, among them some are eDelivery, Sage ERP X3 and NetSuite ERP. Need analysis is an effective training will be resulting in giving high return to the organization which will be more than the initial investment of the producer for administering the training of the employees. Need analysis is the method of collecting, prioritizing and recoding a requirement of HR in the organization. Need analysis will be necessary for discarding an HRIS which is failing to deliver necessary functions (Gatewood et al., 2015). It is necessary for building illogical data is wasted. Need analysis will increase the cost and time in the case of mistake. In HRIS need analysis people involved for interviewing in Freedom Foods Group Limited are manager of food management information system, Statisticians, Payroll staff, etc., Moreover for detail explanation company needs of SDLC (System Development Life Cycle) for fulfilling the objective of the company. While analyzing need analysis there will be Freedom Foods Group Limited it is necessary to find out answer to the entire mentioned questions (Jiang et al., 2012). will be answering an ecological footprint for measuring the impact of human on the ecosystem of earth. It will be typically measured on the ground of wilderness or natural capital consumed every year. One of the common way is that, the company will be analyzing and focusing on the adopting such software which will be reducing the emission of waste and try to utilize the resources of the company in an effective way (Knowles et al., 2014). deals in ways the company will be adopting for reducing overhead costs. There are several ways for reducing the cost of overhead which are mentioned below: The support system which is helping the field employees, supervisors and accounting function are traditionally all-in-house. Improvement in the telecommunication will be making attractive, and outsourcing huge number of data in the IT System, with the help of data warehousing and vendor management. Some or the other alternative should be present for providing advantage through cost-benefit of the employees, which will be examined closely (Marler and Fisher 2013). Multipurpose employees should be employed for better service to the company. will be answering the need of management team in fulfilling the goal of the company. There are number of function that needs to be fulfilled by the HRIS are training and development, workforce planning and risk management. Implementation or change management issues are in huge number, which will be affecting the performance of the company in various ways. Among which few of the issues are lack of training, the staff looking to the change in a negative way, implementation of the change in rule of the company should be done in an efficient way, an unexpected changes. This section will be covering few question will be giving clear view about the issue occurring due implementation of change management. Acquiring and implementing new HRIS software solution can be exciting for the companies because the employees will be considering the ways and solution which will be benefiting the daily lives and helps in saving time. Most of the company are failing to make mistake and get unwrapped in the potential benefit as well as failing in the proper addressing the challenges which will be faced by the HRIS implementation (Mathis et al., 2016). will be answering major technology features used in the company. Feature of the software used are, employee data management, applicants management, document management, employee training data management, project tracking and job opening management. will be answering advantage of the company for implementing modern HRMS. HRMS will be helping enhancing the accessibility. HRMS will be reducing the costs. HRMS will be satisfying the employees through easy access to the benefits of packages, pension schemes and open enrollment. HRM service will be giving strategic function. HRM will be flexible in giving ability to the applicant and integrated to approach. HR Software will be supporting all the major functions of the HR department of the company (McKenzie et al.,2012). will be answering the specific function fulfilled by HRMS. Basically there are number of functions needs to be completed by HRMS, but among them payroll, advantages to administration, recruitment, training system and metrics of HR are the key functions of HR. Payroll will is tend to be one of the common feature of HRMS system. Payroll of the company will be including fully functional ability for reviewing the payroll information and other information particularly to the need of HRMS. An effective HRMS will be eliminating the spent time on each activity (Storey 2014). It will be ensuring that all the employees will be managing the self benefit by adding insurance of spouse and other. Training system will be helping in increasing the efficiency of the company in terms of time management. It will be helping in improving the strategies of the company taken in order to fulfill the goals of the company. Similarly there will be perfect building of the skills, for tracking the efficiency of the management. The Skills of the employee needs to be updated in order to get success in the particular field. Recruitment of the employee will be done in an effective way for enhancing the efficiency of the company. Metrics of HR will be focusing on the capability of the employee in terms of wealth of the company (Mello 2014). Integration of HRMS is done in a strategic way for enhancing the performance of the company. A perfect strategic format will be helping the company in formulating and implementing the integration of HRM for enhancing the performance of the company. Integrating HR strategy aims at making all department work together to achieve business goal of the company. A successful strategy will only be implemented if the business will understand the implemented strategy for the company for fulfilling the HRM goal. Moreover, integration of the HR Strategy will be implemented for improving the position of the company. This concept will be analyzed by answering three questions (Oke 2016). will be answering the incentive plan adopted by the company for increasing the efficiency of the company. There are number of incentive plan available for encouraging the employees of the company. Pay-for-performance, stock option, gain-sharing and recognition are the incentive plans present. Performance-based pay is referred to as the incentive will be given based on the performance of the performance of the employee. Pay-for-performance model will be based on rate pay which will be coupled with the variable rate of paying the individual performance. Stock options are no more necessary for the incentive offered in an exclusive way in the elite of the company executive (Purce 2014). Gain-sharing is in the designed for fostering collaboration, involvement and enhancement in the corporate culture. Recognition will be highly focusing on the achievement of the employee in the front-line employee which will be forgetting the identity in the contributions of the managers which will be impa cting the performance of the company. will be answering suitability of the incentive plan for the company. Incentive plan adopted by the company will be one of the useful methods of increasing the performance of the company in various ways. The employees are the efficient resources for increasing the performance of the company. Incentive plan serves to be medium for increasing the profit as well as wealth for the company (Saini 2013). will be answering the new software needed for implementing the performance of the company. Talentpool, Zoho People and IBM Kenexa are the newly implemented software for improving the performance of the company. The new software implemented cost effective as well as time saving. There are number of software available for improving the performance of the company (Snell et al., 2015). Reports Generated from Human Resource Information System It is seen that this information system comprises of tools that helps to input new information into the system and to edit the existing data. The reports developed from this human management system can be discussed as follows: Succession Planning Freedom Foods Group Limited makes sure that that the employees are recruited and trained in order to fill in the essential roles within the organization through the method of succession planning. It helps to recruit employees with quality and superior knowledge to enhance their talents and skills and motivate them take in more challenging roles within the organization. Timely supervision of this planning will ensure that the employees are trained constantly to solve every role within the firm. Such an activity provides Freedom Food Ltd to hold a strong reserve bench of employees with active knowledge about challenging roles when the existing employees performing that duty move from this position. Such plans are strategic in nature enabling the firm to have extra employees to perform challenging roles when required (Al Ariss, 2012). Compensation Planning Compensation planning is one of the most crucial planning every organization needs to undertake because all the employees and labor working in the enterprise are motivated through the remuneration and compensation provided by the firm. The main objective of compensation planning is to attract and retain the quality work force considering the resources of the firm. Planning also motivates the employees working in an organization to give out their optimum performance. The labor costs related to the production function can be kept within the limit of the organization. The operation of these goals is expensive and thus planning and controlling of such expenses is vital. Therefore, Freedom Food Group Ltd needs to look into the remuneration part of the employees in detail and needs to function a proper labor costing and salary planning to motivate the employees. It is an administrative report as it administers the remuneration activities of the employees. Equal Employment Opportunity Monitoring The firm needs to analyze the that all the employees get equal opportunity to work and receive opportunities so that no one feels that neglected or has a sense of insecurity within the organization. Freedom Food Groups Ltd create equal employment monitoring forms, which creates a strong commitment and thus enhances equality in the opportunity of the employment. Providing the same opportunity to all the employees will motivate them to work harder and will thus increase the competitive edge of the organization. It is thus an administrative and strategic report, which optimizes the level of work within the organization. Decision Making The human management system is beneficial for decision- making because the reports created from this system, enables the top- level management to take crucial business decisions, which is beneficial for the present and future prospect for the organization. This is an operational report, which enables Freedom Food Groups Ltd to move ahead in the current market scenario. Recommendation There are number of recommendations available for improving the performance of the company. The company needs to number of incentive plan for improving the performance of the company. HRM should help in hiring and training the workforce of the employee in the company. HRM should take care of the performance management system of the company. HR should helping in building culture as well as values in the company. HRM will be also helpful in implementing major and important responsibility of the company. HR should hold for maintaining good relations inside the company as well as outside the company. HR should helping in evaluating policies of the company. HR is one of the key components in building team. HRM system should be implemented in a perfect way so that all the resources of the company are utilized in an effective way. HRM will be playing as a legal organization. HRIS will be qualifying specialist advantage of the company. HRM should be created for better implementation of perfo rmance. HRM is one effective department for effective management of the resources of the company. Conclusion The aim of the report for at building knowledge by interviewing a human resource manager and other members related to the department has been done. The report has mainly focused on the actions of HRIS. The report has been critically analyzed by the help of need analysis, changes occurred in the management as well as integration. Later, there has been recommendation made on the replacement and modification of system or methods. Finally conclusion will be made on the basis of overall analysis and description of the report. The report has effectively fulfilled all the goal and objective of the company. On the overall analysis it has been analyzed that company has fully utilized its resources for fostering betterment of the company as well as development of the company. Freedom Foods Group Limited has been effective organization for fulfilling the goals and objective of the company in the human resources department. Freedom Foods Group Limited will be effectively fostering the HRM for we alth and profit improvement. 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