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Essay / Research Paper Abstract
This 6-page paper provides information about and HRIS solutions to Kudler Fine Foods current human resources system. Bibliography lists 6 sources.
Page Count:
6 pages (~225 words per page)
File: AS43_MTkudlhris.doc
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Unformatted sample text from the term paper:
Foods is doing quite well (if expansion is any indication), there are indications that Kathy Kudlers human resources information system is somewhat outdated. In a three-store chain, the current system
isnt necessarily a problem. But if Kudler wants to expand - and as regulations and legislation pertaining to human resources becomes more stringent - the organizations current system isnt going
to be very effective or efficient. Kudler and HRIS Challenges The main problem with Kudler Fine Foods current financial system is
its less a "system" than it is a patchwork quilt of a lot of different things. Lets take a look. Payroll. Payroll
is handled by Quick Books and are managed centrally by an accounting clerk. Employee information stored includes personal, tax exemptions, hire and seniority dates and the managers name. Changes to
the information are done manually and submitted to the clerk for inputting. This is inefficient. Time sheets. Employees fill out time sheets
manually each week, the store manager approves them, then faxes them to accounting. The data is then re-entered into the payroll system. This is time-consuming and could lead to inputting
errors. Employee files. These are at each store by the store managers, are on paper, and are kept in a locked
file cabinet. The employee files include the job application, performance reviews, I-9 forms performance management issues. This, too, is inefficient. Lack of a centralized, and electronic, database means an inefficient
distribution of employees or resources. Furthermore, managers track time-off and vacation, which should be a payroll function. Applicant tracking. Local store managers
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