You have been retained by the Vice President (VP) of Human Resources (HR) of this company to recommend to the company an optimum
The Project Task
The two companies you will research are Zenefits and Paycor
You have been retained by the Vice President (VP) of Human Resources (HR) of this company to recommend to the company an optimum (the Best Fit) HRIS and Payroll system that would be appropriate for the concerned company. This company is currently using ADP as the outsourced payroll service and a paper based model for all their HR administrative process.
The VP of HR would like your expertise to recommend to the company an integrated Payroll and HRIS system that would be appropriate for the company and fit the company’s needs. The company does not want to outsource any Payroll to HR Administrative Processes.
Your task in this consulting assignment is to recommend to the VP of HR two to three HRIS/Payroll integrated systems that the VP can include in her final due diligence before she selects the “right” system for the company.
The specifications and features that are her musts are the following:
– Automation of HR Administrative processes.
– A Compensation Administration module.
– A Benefits processing module.
– A Performance Management processing module.
– A Training and Development Administration Module.
– An Applicant Tracking Module.
– Payroll processing with a HR Integration Interface.
– A Time and attendance tracking module.
– An appropriate report generation feature with both custom reporting and standard reporting features.
In summary, she wants to find a single system that fulfills the company’s payroll processing needs and also satisfies the HR department’s needs for automating all regular HR administration processes.
Your task as a consultant is to do a thorough web-based research study to find and recommend to the VP two off-the-shelf purchasable turn-key hybrid Payroll/ HRIS system suitable to satisfy the wants of this company
Remember, the VP of HR must justify the purchase and implementation of the HRIS system to her boss – the CEO. This justification must be done using the Return on Investment (ROI) logic. The ROI of HR programs usually explains the financial return for investing in a program, process, or initiative.
ROI is usually developed for HR Initiatives by calculating the benefit (return) of an investment and dividing by the cost of the investment. The result being expressed as a percentage or ratio.
It is understood that most of the benefits of a HRIS system is in the following, 1) processing time saved, 2) increased productivity, 3) savings in staff costs and 4) increased employee satisfaction. The cost of investment can be calculated direct by recognizing the, 1) cost of the software, 2) the cost of implementation consulting and 3) the cost IT staff who will be engaged to customize the software for the company.
It is also understood that some of dollar value of the benefits is not easily quantifiable.
It is understood that most of the benefits of a HRIS system is in the following, 1) processing time saved, 2) increased productivity, 3) savings in staff costs and 4) increased employee satisfaction. The cost of investment can be calculated direct by recognizing the, 1) cost of the software, 2) the cost of implementation consulting and 3) the cost IT staff who will be engaged to customize the software for the company.
