Reference no: EM133266847

Assignment:

Jordyn Cameron is Director, Human Resources for TDO, a 900 employee organization that manufactures and distributes computer games. Like many other organizations of this kind, only the payroll of TDO is computerized and all other employee information processes have been, and continue to be handled manually. Recently, Ms. Cameron attended a demonstration of an HRIS and believed that TDO should purchase and implement this HRIS. Cameron has completed a preliminary estimate of the costs and the entire project is expected to cost $150,000 up-front, with annual maintenance fees of $15,000.

Having worked with the president for a number of years, Ms. Cameron is painfully aware that Human Resources must demonstrate that it can earn its keep; she and her associates will only succeed in obtaining the necessary approvals if they can present compelling evidence that the HRIS can pay for itself and generate ongoing, real savings. In short, they must cost justify the purchase of the new HRIS based on the upfront costs as well as ongoing cost and financial benefits over the next three years to further complicate matters Mrs. Cameron has learned that the marketing department is processing the purchase and installation of a new information system that has a 55% ROI over the three years and senior management has told her that they can choose one of the two projects!

THE FACTS

Over the past year TDO has averaged 40 vacations per year. At TFO an HR recruitment specialist annual salary 52,000 and a clerk annual salary 26,000 handle all the recruitment activity upon analysis, it was determined that each vacancy on average required 16 hours of the HR specialist time and a further 18 hours by the clerk before the vacancy was closed under the current set up. by using the HR to streamline the hiring process, Mrs. Cameron was confident that the amount of time required for each of these employees in filling positions could be reduced 40%. Like most office environments the office staff at TDO oh worked 37.5 hours a week.

By using the applicant tracking future to log all applications that apply throughout the year Mrs. Cameron was also confident that the entire 6500 annual for the seasonal plant employees will no longer be required.

Traditionally, TDO had contracted out the complication of equity compliance report, and use a former employee to maintain a weight/salary, survey database that was relied on to the established the salary policy for TDO both of these services which are now costing TDO 40,000 annually could be completed in house at TDO it they had this HRIS. mrs. Cameron was planning to add both of their responsibilities to the job description of an existing part-time clerk (job rate $18.00 per hour) since it will only take a additional four hours per month to complete both the pay equity report and the wage/salary database work with the HRIS.

Finally, after extended negotiations with the plant union TDO had agreed to implants a full scale, benefit and pension package, for which Miss Cameron had already received budget approval for the hiring of an additional two clerical position to implant and administer the new benefits. The pain level for this type of clerical position is currently 26,000 per annum with the capabilities of the HRIS. Miss Cameron is prepared to guarantee the president that the new benefits/pension ministration functions in the HRIS will not be require the hiring of these two additional employees

What annual saving and the company expect regarding the HR recruitment?

What are you saving? Can I come to expect regarding the HR recruitment clerk?

What annual saving can the company expect regarding advertising

What annual saving as a company, expects regarding the pay equity compliance report and the Waze/salary database?

What annual saving and the company expect regarding benefits?

Should the company proceed with the HRIS? Make sure you justify your decision and fully explain?