Castle's Family Restaurant: HR Assessment Term Paper

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An HRIS would enable Morgan to manage these operations for the business in a unified fashion. Since every restaurant is relatively similar in terms of its operations and HR needs, all could operate using the same accounting approach to these business elements and all such functions could be unified using HRIS.

A Human Resource Information Systems (HRIS) can track a variety of workplace needs, including (most critically for Castle's) the need for "complete integration with payroll and other company financial software and accounting systems" and management of records regarding employee attendance, hours and disciplinary information (Heathfield 2011). Critical functions such as employee's variable hours and the different seasonal needs of the restaurant regarding labor could be easily tabulated using an HRIS. If all restaurants were equipped with the software, Morgan could manage such elements virtually from his office.

It should be noted that Morgan does not necessarily need every possible function that an HRIS can provide for a workplace. For example, "high potential employee identification" and applicant tracking, interviewing, and selection over a long duration are not necessary for a casual restaurant (Heathfield 2010). Employees rarely stay at Castle's for a long period of time, and even if they do, bonuses are accorded based upon worker's performance serving customers in the form of tips rather than directly through HR. Workers are less likely to need to manage their benefits and performance reviews at a relatively low-key restaurant vs. A white-collar office environment.

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By allocating the initial funds to ensure that there is a terminal at every Castle's, at which managers can enter employee hours, schedules, and keep track other HR-related needs, such as applications and verified IRS and citizenship data, Morgan's paperwork and travel time will be substantially reduced. This will result in cost savings in the long run. It should be noted, however, that HRIS does not obviate the need for hands-on management. Morgan will still need to check in to make sure employees are working in an efficient fashion and adhering to legal and company-wide policies. HRIS can provide stored pdf files of employment manuals with a click of the mouse for individual managers, but Morgan must ensure that the restaurants within the chain are compliant. He is still the HR manager, and must still travel to exercise oversight. However, now his trips can focus on quality improvement, rather than the nuts and bolts of payroll and other pro forma matters......

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