Castle’s Family Restaurant
Keisha Bellamy
Rockieve Rocky Givian
Anthony Hutchinson
Kenrissa McPhee
DeVry University
Introduction
Various parts of HRIS systems have been well-thought-out to support Castle’s Family Restaurant and Mr. Morgan save time and money. Jay Morgan currently holds the Operations/HR manager position and has been making use of out-of-date procedures for punctuality, personnel assistance, and payroll. Mr. Morgan is seeking the implementation of a more effective structure, that will allow him to succeed in more capacities and save as much as possible as it relates to time and travel. The succeeding passages beneath will give you a business assessment, the identified problems, and an HRIS needs assessment of Castle’s Family Restaurant.
Business Assessment
The Castle Family Restaurant consists of eight restaurants in northern California with an average of 300-to-340 employees. Jay Morgan Manages the business and doubles up as the operations manager and human resource manager. The restaurants are spread over a wide geographic area, and the manager has to travel to each location to facilitate recruitments, hiring, scheduling, and employee engagement. Out of its 340 employees, 60 % are part-time employees; therefore, the manager has to create weekly shift schedules, assess employee performance and fill emerging vacancies. Also, the restaurant market faces significant booms and recessions. For instance, some restaurants need extra help during summer and local sporting, academic, and business events. Morgan currently uses an excel spreadsheet to track workforce changes, prepare payrolls, and only manages face-to-face employee interactions.
Identified Problems
The below problems have been identified:
Castle’s Operations Manager, Jay Morgan, has been given additional responsibilities of a Human Resources as he is the only manager.
Only 40 percent of Castle’s employees are full-time.
Payroll is also completed by the Operations Manager with the use of an Excel spreadsheet.
Paychecks are also printed by the Operations Manager using a computer application.
The Operations Manager travels to each location for several hours only to fulfill a Human Resources assignment. Mr. Morgan does not appear to have the automation in place to easily and remotely handle the payroll and all eight restaurants, thus the HR function of Payroll will be examined. This function is a top priority because it will save time and money. In this case, the resource-based view theory (Kavanagh, 2012, p 293) would be important being that Castle’s lacks the automation that would minimize Mr. Morgan’s journey time while also providing the cost-effective conclusion he desires. This appears to be a resource that can assist Mr. Morgan in achieving his objectives.
HRIS Needs Assessment
The human resource information system (HRIS) is an innovative technology that automates human resource functions to increase operational efficiency. When dealing with an extensive employee database, there is a need to ensure efficiency and time saving for proper management and business success. An HRIS realizes several benefits for the organization because it “trails employees’, applicants’ and contingent workers’ demographics, performance appraisal, professional development, payroll, recruitment, and retention” (Hosain, Manzurul Arefin & Hossin, 2020). Furthermore, human resource practices are unique business resources that increase firm-specific competitive advantage; the HRIS system enables the business to create unique processes that positively influence strategic practices. The Castle Family Restaurant is a large business with over a hundred employees; therefore, it needs a distinct human resource management process that increases its competitive advantage and ensures operational efficiency. This paper provides a needs assessment for Castle Family Restaurants and highlights the benefits of finding a suitable HRIS and aligning human resources practices to the said system.
CONCLUSION
Mr. Morgan is searching for ways to be more efficient to the business and that will cut costs for the company. The Castle’s Family Restaurant feels that using a system that focuses on Compensation and Benefits will be a great access to the business. Some areas that have been labeled as need improvement would be recruiting, performance, payroll, and ways to reduce his travel expenses. We will suggest that HR convert over to an automated system for the employees and the management team. This system will be very useful for and help improve the day-to-day operation of the business.
The use of HRIS will be effective in helping Mr. Morgan with his duties. This will be a great access in cutting the time he spends traveling and many of his daily responsibilities will soon be performed remotely. Many of the HR functions will be automated and the employees will be able to view and update various information. We have chosen a system that fits the needs of the company and can be upgraded as the business grows.
References
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). HR ADMINISTRATION AND HRIS. In Human resource information systems: Basics, applications, and future directions (2nd ed., pp. 293, 295). Los Angeles: Sage.
Hosain, S., Arefin, A.H., & Hossin, M.A. (2020). The Role of Human Resource Information System on Operational Efficiency: Evidence from MNCs Operating in Bangladesh. Organizations & Markets: Policies & Processes eJournal.
HRIS Course Project Team Collaboration Report
Project Segments & Due Date
Research – list names of contributors
Writing – list names of contributors
Editing – list names of contributors
Dates of Team Meetings – provide date & who attended
Stage 1 (week 2)
Keisha Bellamy
Rockieve Rocky Givian
Anthony Hutchinson
Kenrissa McPhee
Keisha Bellamy
Rockieve Rocky Givian
Anthony Hutchinson
Kenrissa McPhee
Kenrissa McPhee
July 11, 2021(Keisha, Rockieve & Kenrissa)
July 17, 2021(Keisha, Kenrissa, Anthony logged in but seem like he was having issues connecting to the call)
Stage 2 (week 5)
Final Project (week 7)
PPT (week 8)
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