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Topic:

Human Resource Information Systems in Melbourne Dairy Export

Essay Instructions:

Human Resource Information Systems in Melbourne Dairy Export

Melbourne Dairy Export (MDE) is an Australian infant formula company (a hypothetical company) founded in 2012 and went into administration in 2013. As well as serving in Australia, it also holds licences to sell products in China and Vietnam, New Zealand and Singapore. It was from 2015 to 2016 one of the two co-major sponsors of the Richmond Football Club. MDE runs a fully integrated model, being one of the only producers in the world which owned its own farms, processing, and blending and packaging facilities. It is, at one point, one of only eight companies in Australia with a CNCA licence to export infant formula to China.

 

In 2013, MDE secured a 15-year deal, worth $9 billion AUD overall, to sell infant formula to China with Hong Kong Food. By 2016, they had 35 branches across Australia. In 2016, MDE announced they will have three subsidiaries in China, two in New Zealand and in the case of Singapore and Vietnam, one each, with their headquarter in Melbourne, Australia. In Dec. 2017, the Department of Human Resources published their annual report, indicating that the company including all domestic branches and international subsidiaries has over 35,000 people working for them worldwide, making MDE as a global corporation. During the year 2018, the company experienced so much difficulties in managing human resources such as payrolls, recruitment, etc. and administration tasks such as generating reports, diary management, etc. internally across Australia and externally in its subsidiaries. 

 

It is clear that this global corporation needs standardized HR practices in order to function successfully. The top management in MDE is also concerned about the overall employee satisfaction. Having an HRIS means a strategic investment to reduce the company’s costs across the globe and therefore, in Feb. 2019, CEO Taylor Newman introduced a new policy for implementing an HRIS in MDE in 2020. Her aim was not only to automate the HR services but to transform HR functions in the entire company. She had several meetings with top managers in the company to see how to transform MDE to take it out of its current difficult situation. The strategy behind this HRIS implementation is standardization of all HR practices throughout the organization around the world. Also she wanted to automate all administrative and transaction tasks from the HR personnel in all locations around the world.

 

Taylor understands that the company may experience challenges during the HRIS implementation. However, she is aware that the HRIS implementation in MDE is essential and it can create many opportunities for employees and the company.

 

To end these concerns, the company has decided to employ you as an HRIS consultant. You would be responsible to identify and discuss two important challenges and two important opportunities that an HRIS can bring to the company.  

Description of Assessment Task 2

 

1.1 Purpose of the assignment:

 

This assignment is designed to evaluate students on their ability to:

 

 Reflect critically on current human resource management theories and practices in the context of an HRIS technology.

 Reflect critically on current human resource management theories and practices in the context of an HRIS technology.

 Analyse and critique the challenges of and opportunities to HRIS in workplace practices.

 Analyse and   critique   the process of   developing   and   effectively utilising   HRIS   in   modern organisations.

 

1.2 Assignment Requirement

 

You must critically analyse and comprehensively discuss two opportunities and two challenges of implementing an HRIS in the company (MDE).

 

You must use relevant theories, concepts, terms and definitions and literature review relating to the topic.

 

You must apply a argumentative approach to your discussions (known as an essay format) by using valid, relevant and effective examples and references.

 

You must carefully follow the structure and presentation style of an academic essay. For example, your work should not have too many headings. It is better you just divide your work into Introduction, Body and Conclusion (do not use it as a heading).

 

 

1.3 Other Requirements and Resources

At least 12 peer-reviewed academic journal articles or book chapters beyond 2006. Conference proceedings and web pages would NOT be accepted.

You must cite (reference) all arguments brought to your work.

Your reference style must follow APA referencing style: http://www.lib.latrobe.edu.au/referencing-tool/apa-6

Make sure you write your essay using third-person language.

Your references as well as pictures and tables (if applicable) would not count for your wordings. Only the text (introduction, body paragraphs and conclusion) would be counted.

Essay Sample Content Preview:

Human Resource Information Systems in Melbourne Dairy Export
Student’s Name
Institution affiliation
Course number/name
Instructor name
Due date
Introduction
According to Buzkan (2016), the Human Resource Information System (HRIS) is an operating system that helps to address information or data flow needs of different human resources, financial, strategic planning, and bookkeeping operations in any business setting. HRIS is usually described as an ideal mix or combination of human resource and information technology elements that help to influence business growth (Shiri, 2012). HRIS usually puts more attention on ensuring proper accountability and record-keeping in an organization. Alam et al. (2016) indicated that any company's human resources department is critical to its overall success. Its many interfaces serve as a solid basis for the company, providing everything from bright and creative employees to corporate training administrations, opportunities for staff growth, and perhaps more. Because employees are most companies' single most considerable expense, HR assists them in getting the most out of this valuable resource. HR departments must have the appropriate tools and assets in place (Aggarwal & Kapoor, 2012). HRIS frameworks were gradually changed into the HR work process and choice stream frameworks, introducing a Relational Database Management System (RDBMS) and database programming in the mid-1980s. As a result of this shift, HRIS frameworks moved away from manual accounting and semi-automating HR forms (Buzkan, 2016). This essay focuses on the opportunities and challenges associated with the implementations of HRIS in an organization focusing on Melbourne Diary Export (MDE).
HRIS implementation in MDE
HRIS has a big influence on MDE since it needs standard HR processes to run its processes both at local and international operations in the different branch locations in China, New Zealand, Singapore, and Vietnam. Utilizing HRIS in HR processes requires integrating several applicable frameworks, such as a labor database and financial frameworks, into a one particular HRIS that has control in every company’s operation. A successful HRIS installation must have three key elements:
Create an HRIS to manage MDE processes and techniques– HRIS helps to investigate the particular methods and work processes involved in payroll administration, recruitment, and HR duties like report production and diary management (Gupta, 2013). After creating the HGRIS, it is also essential to examine how MDE requires the framework to function and ensure that HRIS can handle the company's current operations.
Incorporate the MDE's recorded data or information into the new or other frameworks. Integration of the data may need approved arrangements and require employees to do duties differently (Karikari, Boateng, & Ocansey, 2015). Training should be planned following the requirements. It's occasionally useful to present the framework to a small test group ahead of time to get input on continuing the preparation.
Planning for the framework, taking into account the amount of time and money needed and preparation and exchanges is also an important element. Implementing an HRIS will take time, ef...
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