Project charter

Project Charter

Author’s Note

Project description

The Human Resource Information System (HRIS) is a system that offers solutions with the automation and integration of services such as; self-service applications, talent acquisition, payroll, better recruitment, job evaluation, succession planning, better recruitment, compensation capabilities, and the organization of employee information. The system is also aimed at achieving business strategies and giving solutions for the firm’s future needs. To top that up, it will aid in the delivery of a full suite of functions and capabilities to meet the current organizational needs.

Project scope

The HRIS will touch on three significant aspects of Human resources: the recruitment module, workforce management, learning, and development. When it comes to recruitment, the application sorting feature works whereby the system is fed a list of standard qualifications that the firm deems fit. All applications that do not have the required qualifications are raked out. Additionally, since different forms are inputted in the system regularly, the new system will make it easy to enter the details.

The HRIS will have an applicant tracking system; each user will be configured to access this feature. Supervision will be made easier and less demanding. Lastly, an integrated workflow management system will be made available. This workflow management system makes the workplace more inclusive and motivating since all employees want to be part of a successful project. High-quality output is subsequent. Workforce management will benefit from linking Customer Relationship Management (CRM) and Enterprise Resource Planning (ERP). Also, employee attendance and leave scheduled will be made available to allow efficient running of the workforce. Learning will be made available through features that provide a centralized learning database and the training sessions, schedules, exams, and assignments that the department will aid in providing. Development is seen when the company incurs lowers training costs and the complete visibility in and of the training process.

Business analysis

The HRIS has ten features that the company ought to have for smooth running and future development. Data management, job opening management, application management, company documents management, Human Resource related documents, project management, employee termination process, Human Resource checklists, safety management, and a shared database. The feature will allow transparent operations in the firm as all aspects of employee management, from employment to job termination, are clearly outlined. The employees also have a common database where they get guidelines of their job description and the hierarchy to follow in case they have an issue.

Cost analysis

The budget for the entire system is $60,000. To break it down, $10,000 will be used to pay the system’s developers, $15,000 will be used to install the system to all company laptops and computers together with their maintenance; it comes as a package deal. $5,000 will be used to train the employees on how to use the system and how to maneuver it.$5,000 will be used to buy space on the cloud where information will be backed up at regular intervals.$20,000 will be used to pay data entry clerks that will be employed on a contract basis. $5,000 will be set aside as a contingency plan.

Business Risk analysis

First, system developers may take up to six months to come up with an error-free system. Second, employees may be rigid and oppose change, and finally, more space will be needed over time; hence more cash will be required for its purchase.

Resource analysis

With the growing traction from our social media pages for our new products, we can make more sales in the next quarter. A portion of the profits from these proceeds can get some of the money to fund this project. We can apply for a soft loan from banks or apply for a grant to cover the rest.

Project authority

(Julio Cesar Cheo)

Approval

(name of the project sponsor, i.e., the bank of your choice)

Citations

Moussa, N. B., & Arbi, R. E. (2020, April). The Impact of Human Resources Information Systems on Individual Innovation Capability in Tunisian Companies: The Moderating Role of ACommitment. European Research on Management and Business Economics, 26(1), 18-25. Retrieved from https://doi.org/10.1016/j.iedeen.2019.12.001

Shahreki, Jaya, G., Raman, K., Chin, A. L., & Chin, T. S. (2019, December). The Effect of Human Resource Information System Application on Employee Satisfaction and TurnoverIintention. ProQuest Journal, 7(2), 1462-1479. Retrieved from https://www.proquest.com/openview/03195719b799dc4395ac430d44bbb35b/1?pq-origsite=gscholar&cbl=4916366