You work for a small manufacturing company located in Western Pennsylvania. The company employs
100 people in their Western PA facility. Recently, the company acquired another manufacturing
organization that has locations in Tennessee, Oregon, and West Virginia. As a result, you have added an
additional 150 employees to the payroll. Employees range from skilled labor to high level engineers and
technicians. You are the HR Director at the company. You have an HR Generalist who works in your
department as well as a Benefits & Payroll Specialist. Due to the acquisition, you have recently hired a
Recruiter to handle additional staffing you foresee in the future. This person just started within the last
month. You have been given the “go ahead” by management to purchase a new HRIS in order to better
manage the employment relationship from recruitment, to onboarding, benefits & compensation,
training, and separation. Additionally, this system will help you partner with other departments to
become more efficient at achieving strategic objectives.
While the needs of the organization are varied your top five priorities are as follows:
1) Cost. You have not been given a set budget but you need to incorporate ACTUAL figures in your
final proposal (i.e. how much does each “piece” cost? What is the annual cost for the system?
What is the “bottom line?”) You may have to actually pick up the phone and call for potential
quotes.
2) Applicant Tracking. The system must have a dynamic applicant tracking component that allows
you to gather applications, candidate information, and store it/communicate it to other
departments as needed.
3) Workforce Management. The system must allow for easy-to-use management of
candidates/employees so that managers and employees can make hiring, promotion, pay,
benefits, etc. decisions with ease.
4) Benefits & Payroll Compliance. The system must be able to handle all benefits and payroll
information and assist with compliance issues with different federal and state regulations.
Employees need to be able to use self-service to make benefits changes on their own.
5) Security, Confidentiality, and Accessibility. Information must be available only to those who
have required access to the information.
Using the five demo videos as a foundation for your research, you are tasked with fully investigating the
options given to you. You do not need to investigate additional systems.
Your paper should discuss the following in 4-5 pages:
a) Introduction
b) Review of problem
c) Brief explanation of why HRIS are needed to make HR more strategic
d) Product options and a brief overview of the pros and cons of systems
e) Your selection for the best system and your reasoning why it’s the best fit
f) Specific, APA-formatted, researched information that further details the system and its components’
functionality as well as the benefits of having an HRIS in a company like the one described (a minimum
of 7 REPUTABLE sources, no wikipedias or blog sources). Your textbook should be a source.
1. You should treat me like the CEO and explain why I should allow you to invest in this system
g) A proposed timeline and plan for implementation including who will do what both in your department
and in the company at large (i.e. managers will need what training?, employees will need what training?,
your staff will do what?)
h) Challenges to implementation based on research (i.e. what are common issues that HR leaders face
when implementing a new system?)
i) Conclusion