Introduction
Gladwell Grocery Stores (GGS) has ten stores with Tom Bell working as both the human resource manager and operations manager. He spends more time and gasoline in travelling weekly to the ten stores to perform specified relations functions and recruitment duties like hiring, recruiting and dealing with employees concerns. The grocery payroll system is still based on check printing software and Microsoft excels spreadsheets. GGS profitability is affected by the cost of time and travelling of the human resource. Mr Ben needs help to determine best means to reduce human resource costs and increase efficiency in its functions. If the company had established HRIS all functions would be automated and relieve him from stress.
Background:
In globalization, HRM has been evaluated as a comprehensive and strategic function that is crucial to the growth and success of companies in many industries like food and grocery retailing, and service-oriented retail. In HR people are involved in management at workplaces. GGS is operating from its head office in New York and supplies consumers with merchandise for sale. This entails final step in the value chain that involves products delivery to end-users. 39% of employees at GGS are on permanent terms while the rest are on part-time contracts. This shows that every outlet has at least 21 employees on part-time terms. In the ten stores, the company has about 420-480 employees, 190 of them being on permanent employment terms.
Business assessment
The human resource ensures a motivated and productive workforce through strategic planning and management of workers. In a retail industry like GGS, there are HR challenges that are as a result of employees dealing directly with customers and must be addressed both in long and short term through HR objectives and policies. (Moschetto, 2014) High employee turnover; employees come and go often causing difficulties in training and developing, waste of time on constant recruitment and hiring of new employees. This makes it hard to attain customer loyalty since they encounter new faces on every occasion. A diverse workforce and misconception may course cohesiveness. Seasonal demand affects the retailer and a program to assimilate temporal workers during high demand seasons must be developed.
Recommendation:
There are diverse HR frameworks accessible in the business showcase and the decision is reliant on the requirements of business and determinations. The store, notwithstanding, needs a framework that lays out the three fundamental elements of enlisting and giving worker administration capacities, go about as a correspondence entryway and create compensation data. A framework achieving the three principle assignments will take care of the issue of making a trip week by week to every one of the stores. It will likewise build effectiveness in the procedure of contracting and precision in assignments administration. There are two accessible HRIS in the market that can adequately take care of the issue effectively. The two reasonable frameworks accessible are the workable HRIS and the in particular HRIS.
HRIS type and comparison:
Workable HRIS is enlisting data framework sold by workable programming constrained and intends to supplant messages and spreadsheets with a candidate following framework. Utilizing the framework one can compose sets of expectations, post on numerous activity sheets speak with representatives and calendar exercises. The framework valuing is $188 every month for genius clients with some boundless workers.
The, in particular, HRIS, sold by the specifical organization in an online instalment and advantages stage implied for little and medium estimated business. It can be utilized to deal with all the HR information in one place. The framework can procure representatives, create finance information, and give the examination to specialists. The framework can likewise create timesheets, prepare workers, track candidates, report costs and go about as a correspondence entrance. The evaluating for the framework is $4 per representative in a month.
Suitable System for Gladwell store:
The Namely framework is the most appropriate framework for use by the Gladwell stores as it tackles every one of the issues that Mr Chime faces in administration and voyaging costs. Notwithstanding having correspondence, finance, and enlisting capacities the framework can likewise give examination in light of the execution of every representative.
Identifiable issues
This involves human resource functions that are beneficial to the company and includes;
- Positioning employees for success through ongoing assessment of needs (Delorme & Arcand, 2010). This is done by identifying ability gaps in employees between current and future for competitive reasons. This involves the company’s weaknesses and strength. The critical issue in medium businesses is how to develop potential employees that can multi-task roles in various stages of growth.
- Secondly identifying training and development plans. After highlighting ability and skills gap, training issues are identified. This is important because it helps identify environmental and technological factors that influence business competitiveness ability. Leadership training can promote succession planning. As the company automates software training is required. This increases employee satisfaction and retention leading to successful business and contributes to competitive advantage.
- Finally, effective communication of policies and employees practices. This stimulates teamwork through a proper interaction of employees and minimizes personnel obstacles that may result in problems. Well-defined roles and positions and company’s culture must be clarified to employees. Training policies or forms of guidance must be put in place to avoid liability. Moreover, workforce planning and implementation policies that will effectively suit the company must be established. Moreover, work conditions and environment must be conducive to the staff.
Business proposal
In reference to HR functions, training and development plan for GGS should be well established. The weaknesses of the company highlight the training issues to be tackled. Leadership training will determine successful succession plan for the business and there will be no need of hiring from outside and culture continuity will be maintained. Training employees are beneficial since highly trained employees are retained and motivated boosting customer retention. In this case, both the technological and environmental elements that influence the business ability to compete are established and future strategic plans are outlined. With the adaptation of HRIS which is software that is designed for the medium-sized business that helps to simplify human resource functions in an automated way, reduce cost and minimize waste of time. Employees are required to undergo software training to be acquitted with the new system.
Conclusion
Through HRIS the human resource functions will be centralized. Mr Ben will not undergo the stress of travelling from one store to another to accomplish his duties. Costs of travelling from one store to another will be decline rapidly and time will not be wasted. This is because Mr Ben will operate his functions from one centralized point and will be able to multitask easily. Moreover, the company will be automated in various departments like payroll, training, recruitment and compliance thus reducing the workforce. Employees will be able to handle recurring activities easily through electronic means like filling forms for time off.
HR division is a centre in administration and arranging of the business association and a noteworthy defect in the office may prompt an extreme fall flat or big-time misfortunes that could be tackled by utilizing the most proper HR framework.
References:
Delorme, M. & Arcand, M. (2010). HRIS implementation and deployment: a conceptual framework of the new roles, responsibilities and competencies for HR professionals. International Journal Of Business Information Systems, 5(2), 148. http://dx.doi.org/10.1504/ijbis.2010.030626
Moschetto, M. (2014). Key Trends in Workforce Management and New Challenges for HR. Employment Relations Today, 40(4), 7-13. http://dx.doi.org/10.1002/ert.21428
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