ASSESSMENT 4 – Research Ass. Draft (10%) – submit through Turnitin: 4 October
ASSESSMENT 5 – Research Ass. Final (30%) – submit through Assignment dropbox: 18 October
Aim
These assignments are aimed at building on knowledge demonstrated in assessments 1 and 2 as well as developing and/or enhancing your knowledge and understanding of human resource management information systems, needs analysis, implementation and change management issues,
and the extent to which HRIS‟s are used to facilitate and support administrative, operational and strategic decision making.
Point 1
Needs analysis
Implementation
Change management issues
Support administrative operational and strategic decision making
Group membership
You can work in a group or individually on this assignment. If you work in a group it will be expected that you collaborate in the research and writing. Submissions should be edited to ensure that there are no noticeable differences in writing and referencing styles between authors.
Learning outcomes
On successful completion of Assessment 4 and 5, through relating theory to practice, you will be able to:
demonstrate knowledge of the administrative and strategic value of an HRIS and Web-based HR;
demonstrate knowledge of issues relating to the analysis, implementation and maintenance of HRIS's and their subsequent level of use;
demonstrate knowledge of the change management issues involved in the implementation of an HRIS;
show evidence of enhanced personal knowledge that contributes to the effective management of human resources.
Research Report
Visit an organisation and assume that this organisation has felt the need for some critical review of their HRIS and its efficiency, with a view to implementing minor or major modifications. Assume further that you have been retained by the organisation, as an external consultant, to carry out this review and analysis.
You are required to interview the Human Resource Manager (and/or other appropriate person(s)). To carry out your detailed analysis you may also need to spend time observing the HRIS under your investigation (if this is possible).
Guidelines for structuring and writing your assignment
1 Title page with names and student ID numbers of group members, organisation, interviewee details (name, position, telephone number) and date of interview.
2 Introduction
3 Brief description of organisation, e.g. mission statement, industry sector, size (no more than half a page).
4 A description and critical analysis of the HRIS used in this organisation. Areas to cover should include:
a brief history/value of the HRIS‟s in this organisation (Di Cieri; Fletcher; Tansley et.al.)
a critical analysis of the system with reference to relevant theory (suggested readings are indicated). Issues to be analysed include:
needs analysis/ROI (Meade; Pisello)
implementation/change management issues (Dong; Tansley et.al.; Tansley & Newell; Teo et.al.)
integration (Tansley et.al; Teo et.al.; Haug et.al.)
data integrity (Gracen; Harris; Sopocci; Haug et.al.)
web-based HR (Ngai et.al.; Gainey & Klaas)
reporting: is the reporting level administrative, operational and strategic? Has HR been transformed through an integrated system that allows for all levels of reporting? (Ngai & Wat; Tansley et.al.)
additional information you feel is relevant.
5 If the organisation has implemented SAP-HCM, a brief discussion of why SAP-HCM is the most suitable system for this organisation.
If the organisation is using another HRIS, briefly discuss the feasibility of changing to SAP-HCM. Why would it be unfeasible/feasible/wise/unwise?
6 Conclusion
7 Recommendations or an explanation of why recommendations are not necessary.
8 List of references (not a bibliography), listing only references cited in the assignment.
9 Appendices if relevant
Assessment criteria
Assessment 4: Draft assignment (Mark 10% (80÷8)) – Submit through Turnitin
Structure and write your assignment following the guidelines above.
Introduction and brief description of organization 5 marks
Description and critical analysis of HRIS 40 marks
Relate theory to practice, referring to theory and citing references throughout this section
Discussion of SAP-HCM in this organization 5 marks
Recommendations and conclusion (recommendations arise from the critical analysis and issues and must be actionable) 10 marks
Referencing and list of references 20 marks
Assessment 5: Final assignment (Mark 30% (60÷2)) – Submit through Assignment Dropbox
Structure and write your assignment following the guidelines as well as addressing the issues raised in the feedback on your draft assignment.
Introduction and brief description of organization 5 marks
Description and critical analysis of HRIS 30 marks
Relate theory to practice, referring to theory and citing references throughout this section
Discussion of SAP-HCM in this organization 5 marks
Recommendations and conclusion (recommendations arise from the critical analysis and issues and must be actionable) 10 marks
Referencing and list of references 10 marks
9 | P a g e
OR, ALTERNATIVELY
ASSESSMENT 4 – Literature Review Draft (10%) – Submit through Turnitin: 4 October
ASSESSMENT 5 – Literature Review Final (30%) – Submit through Assignment Dropbox – 18 October
Aim
These assignments are aimed at building on knowledge demonstrated in assessments 1 and 2 as well as developing and/or enhancing your knowledge and understanding of web-based human resource management information systems and the extent to which they enable HRIS‟s to be used to facilitate and support administrative, operational and strategic decision making.
Learning outcomes
On successful completion of Assessment 4 and 5 you will be able to demonstrate at least three of the following:
knowledge of the administrative and strategic value of Web-based HR applications and the HRIS;
knowledge of issues relating to the analysis, implementation and maintenance of Web-based HR applications and their subsequent level of use;
knowledge of the issues related to the use of an web-based HR applications;
evidence of enhanced personal knowledge that contributes to the effective management of human resources.
Literature Review (Individual or in pairs)
Select one of the following topics:
Employee and/or manager self-service
E-Recruiting
E-HR
HR Shared services
You are required critically analyse relevant literature and include examples where relevant. These examples may be from a case study, but you must not use complete case studies.
Define the concepts and critically analyse the topic. Use the literature to present a case for adoption of the web-based application or service. While ensuring you discuss the strengths and weaknesses, present convincing arguments for the adoption of one of the above. Refer to relevant theory throughout the literature review; this is a review of various authors‟ findings or theories.
Guidelines for structuring and writing your assignment
Abstract - An abstract includes a short statement of the topic; a brief description of how you‟re going to analyse the problem/topic; a condensed summary of the findings.
Introduction – In the introduction you state the aim of the literature review and give a background to the topic. You might like to include an interesting point or statistic to capture the interest of the reader. Conclude with a sentence outlining what you intend to discuss in the remainder of the assignment.
Definition (brief – no more than 2 paragraphs)
Critical analysis of strengths, weaknesses, issues, etc. relating these to case study examples at least four times. In this assignment you should integrate various academic sources to develop your critical analysis. Use phrases such as: According to Ngai et.al. (2007); Teo et.al. (2006) suggest/contend/point out, etc; this is supported by Brown (2009) who believe; etc. This is active development of your critical analysis and can be complemented with the more passive style of citing references in brackets at the end of sentences or paragraphs.
Brief analysis of how the application or service is contributing towards HR. For example, is it improving efficiency and effectiveness? Is it contributing towards HR becoming a strategic partner? If so, how?
Conclusion – A conclusion should not include any new concepts, ideas or references and is generally two to three paragraphs in length. Here you want to persuade the reader, based on your literature review, how you believe the benefits outweigh the weaknesses or otherwise; that the application/service provides benefits for organisations (and of course this would depend on factors you have identified as influencing the adoption of the application/service); etc.
List of references and referencing. Only include references cited in the assignment and use the Harvard referencing system.
Assessment Criteria: Draft Assignment (Mark 10% (80÷8)) – Submit through Turnitin
You should structure and write your assignment following the guidelines above. The marks allocated for each section will be as follows.
Abstract 10
Introduction 5
Definition 5
Critical Analysis including the application/service‟s contribution to HR. 30
Conclusion 5
References and referencing 25
Assessment Criteria: Final Assignment (Mark 30% (60÷2)) – Submit through Assignment Dropbox
You should structure and write your assignment following the guidelines plus feedback on the draft. The marks allocated for each section will be as follows.
Abstract 5
Introduction 5
Definition 5
Critical Analysis including the application/service‟s contribution to HR 30
Conclusion 5
References and referencing 10
Moving to E-HR: a literature review about the E-HR related issues
Abstract
The purpose of this review is to explore the issues associated with the electronic human resource (E-HR), with a particular focus on E-HR strengths, weakness; critical analysis the implement issues such as change management and top management support; the beneficial factor to HR using the information technology. Information technology is widely used in the HR area, especially nowadays, the HR is moving to secondary generation. With the use of the electronic technology, the HR function can run more effective within an organization, this not only benefit the organization, but also satisfy the employee. Research into the implement the E-HR, there are still numerous issues during the implementation period, it will harm the company if the project cannot manage these risks during the change. Although it might be risky in implement the E-HR, it is no doubt that E-HR is use to facilitate and support administrative, operational and strategic decision making.
Introduction
In the present stage, the human resource (HR) is moving to more strategic (Ward, 2009). It is different from the first generation of HR; the first generation solves the business need through the system integration, such as recruiting, learning, performance (Ward, 2009). It is technical oriented and utilizes the HR module as an individual one. Compared with the first generation, the second generation is now realizing technology is part of the solution; the more important piece is the content and the service (Ward, 2009). The traditional HR is now moving toward the E-HR, according to Pass (cited in Ngai et.al, 2007), E-HR offers great potential for a wide variety of context and services including employee self-service, the production of reports, the sharing of information and the administration of functions, which will greatly fit the second generation HR requirement. So more firms continue to set up HR applications to meet the organization needs, Overman states that '94% of organizations reported providing at least some HR online access to their salaried employees, and 72% noted that some online access was available for their hourly employees' (Cited in Gainey and Klaas, 2009).
The purpose of this review is to explore the issues associated with the electronic human resource (E-HR), with a particular focus on E-HR strengths, weakness; critical analysis the implement issues such as change management and top management support; the beneficial factor to HR using the information technology.
Definition
Critical analysis
Brief
Conclusion
Reference lists
Ward, M 2009, 'Human capital management: 2nd generation', Industrial and Commercial Training, vol. 41, no. 4, pp. 212-4.
Ngai, E, Law, C, Chan, S & Wat, F 2007, 'Importance of the internet to human resource practitioners in Hong Kong', Personnel Review, vol. 37, no. 1, pp. 66-84.
Gainey, T.W. & Klaas, B.S. 2009, "The Use and Impact of e-HR: A Survey of HR
Professionals", Vol. 31, No. 3, pp.50-55.
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