The paper "Star Industries Current Human Resource Information Systems " is a good example of a human resources case study. Star industries is a medium-sized organization that deals with the manufacturing, wholesaling, and retailing of quality windows and doors for both residential and commercial premises. The company has been in business for over 30 years and they mainly compete in the higher end market However, with increasing business competition coupled by the global financial crisis, Star industries have decided to embark on a very aggressive diversification and expansion plan within Australia, and possibly outside the country by venturing into the South East Asia market whereby the company itself is also planning to raise some additional capital from the Stock market within 18-24 months.
The same organization will also be seeking higher-level quality assurance status in order to further consolidate its dominant position as the preferred supplier for its kind of products. In order for these changes to properly materialize, company-specific information has to be collected, analyzed, and distributed through the internal Human Resource Information Systems (HRIS), but the main drawback lies with the fact that the current system is obsolete and cannot stand up to the envisioned challenge.
This is so because the current HRIS system has been mired by the absence of a centrally managed information process, general inaccessibility by the staff, inability to deliver strategic useful information, and poor privacy controls among others. These issues need to be expediently addressed for the company to realize its long term vision hence growth. These particular impediments to the companies overall growth, therefore, calls for an upgrade or even entire overhaul of the current HRIS. This is so because, with the envisioned strategy, the company’ s management will require the Human resource division to provide to them some detailed understanding of the current skill base and a mechanism that will enable the company’ s management to consistently monitor while evaluating the required training programs and at the same time receiving feedback.
Due to the planned expansion, the companies staff numbers will also significantly increase because there will be new factories and satellite offices. This situation will require the company to devise comprehensive ways of gathering, maintaining and using human resource-related information because the company will be forced to utilize a variety of flexible employment arrangements which range from permanent, casuals, part-time employees, contractors and sub-contractors that will definitely lead to an enhanced mix of employment and remuneration structures across the entire organization. This, therefore, requires the company to deploy an HRIS that will enable the organization to meet its key objectives of attaining Quality assured status within 18 months.
This status can only be attained when both internal and external processes and systems, have been comprehensively documented. Star industries Current Human resource Information Systems Star industries are currently using an outdated HRIS system that is associated with a lot of bureaucracy.
The company has employed manual filing methods whereby the same duplicate documents have to be maintained by different departments such as HR, line managers and finances. The organization has no policy whatsoever to collect and maintain information that relates to employees, and also the capacity of locating information whenever it is being demanded. The current system is not automated hence not centrally managed whereby retrieving some specific information is very time-consuming.