2 Kiwanda Human Resources and Technology 3/30/2014 Introduction The business of manufacturing warehouse human resource office is working to provide products to approximately 1300 companies. That business is constituted of around 1200 employees and they have an aim of achieving 12% growth annually. The issue faced by business is the proper management of workforce and several issues in the effective process of recruitment. The reason is that business is still following old manual and paper work methods for record keeping and this thing has once delayed recruitment process even for six months. Further various errors have been identified in the working of human resource, therefore I as a human resource consultant is going to recommend helpful tactics in this paper that can mark a difference for that business. Analysis A business where such a huge workforce is already working, here the recruitment process must and always be considered as the strategic function instead of just tactical one. In the provided business background it seems that business has linked its business needs and mission and vision of organization. But issues are arising in the effective recruiting process (Vasudevan & Sinha, 2009). The business background and majority of organizations having large workforce contain some inherent paradox and same is the case with this business. A huge effort is consumed in maintaining the quality of hires (Vasudevan & Sinha, 2009) and in this case numerous problems are encountered by the business. The background scenario shows that a lot of paper work and manual work for such a huge workforce is creating numerous issues. Various delays have been seen in new hires and to the most wrong job offers are sent to those who have not applied for that respective job. I believe that this thing is not only an issue for the human resource department but it is also spreading a negative image of the business and organization in the market. It is really important for the business to present a positive image in the market especially when it is working with 1300 companies. This thing can influence people and then they will start taking the business seriously and then it can attract best workforce when employment opportunities arise. This business has numerous employment opportunities and various vacant positions that need to be filled along with the additional hiring for improving growth ratio. But the severe problem lies in the management of things and this thing can hinder the higher profitability and better returns for that manufacturing warehouse business. Moreover, when a company starts facing troubles then it has an effect on the entire corporate culture (Dobelli, 2008). A proper treatment should be made compulsory for employees. The creation of good experience for all employees working in the organization is the most important thing so that employees working can act as an ambassador for your business and creates an aspirational image of the organi.

1. 2
Kiwanda
Human Resources and Technology
3/30/2014
Introduction
The business of manufacturing warehouse human resource
office is working to provide products to approximately 1300
companies. That business is constituted of around 1200
employees and they have an aim of achieving 12% growth
annually. The issue faced by business is the proper management
of workforce and several issues in the effective process of
recruitment. The reason is that business is still following old
manual and paper work methods for record keeping and this
thing has once delayed recruitment process even for six months.
Further various errors have been identified in the working of
human resource, therefore I as a human resource consultant is
going to recommend helpful tactics in this paper that can mark a
difference for that business.
Analysis
A business where such a huge workforce is already working,
here the recruitment process must and always be considered as
the strategic function instead of just tactical one. In the
provided business background it seems that business has linked
its business needs and mission and vision of organization. But
issues are arising in the effective recruiting process (Vasudevan

2. & Sinha, 2009).
The business background and majority of organizations having
large workforce contain some inherent paradox and same is the
case with this business. A huge effort is consumed in
maintaining the quality of hires (Vasudevan & Sinha, 2009) and
in this case numerous problems are encountered by the business.
The background scenario shows that a lot of paper work and
manual work for such a huge workforce is creating numerous
issues. Various delays have been seen in new hires and to the
most wrong job offers are sent to those who have not applied
for that respective job. I believe that this thing is not only an
issue for the human resource department but it is also spreading
a negative image of the business and organization in the market.
It is really important for the business to present a positive
image in the market especially when it is working with 1300
companies. This thing can influence people and then they will
start taking the business seriously and then it can attract best
workforce when employment opportunities arise. This business
has numerous employment opportunities and various vacant
positions that need to be filled along with the additional hiring
for improving growth ratio. But the severe problem lies in the
management of things and this thing can hinder the higher
profitability and better returns for that manufacturing
warehouse business. Moreover, when a company starts facing
troubles then it has an effect on the entire corporate culture
(Dobelli, 2008).
A proper treatment should be made compulsory for employees.
The creation of good experience for all employees working in
the organization is the most important thing so that employees
working can act as an ambassador for your business and creates
an aspirational image of the organization in the market. This
thing will bring potential candidates for the business but all
these things can be done once issues and complexities in the HR
department get resolved (Vasudevan & Sinha, 2009).
Furthermore, the managerial staff who is managing all the
workforce of approximately 1200 employees seems to be less. It

3. appears that paper and manual work has to be managed by these
people but due to lesser managerial posts such delays in hiring
staff are seen. The other thing can be the change of manual
process and introduction of some technology that can resolve all
issues. Similarly problems are also there for the Benefits
Specialist and his quality of work is also affected that needs to
be resolved.
The usage of automated accounting program is a good initiative
but it also involves various disadvantages if not used and
maintained properly. Companies and businesses when change
the style of doing businesses or make some changes, as in this
business case, then these changes have an impact for the
accounting system too. For proper and effective functioning the
re-evaluation of the system is a must thing and certain changes
are need to be made in system for the efficient processing of
information (Vanbaren, n.d.). The problems faced by this
business showed that it could be possible that re-evaluation of
the system was not done.
The analysis done has exhibited that most of the issues are
arising by following the old paper work and manual system for
keeping records. This manual work is consuming more time and
demand more energies from employees and that is the reason
that businesses got stuck only in these complexities and could
not move further. That’s why now I am going to recommend
methods for solving these issues and complexities of the
business.
Recommendations
After analysing the business background and consulting other
studies, it seems that automation of human resource and the
usage of technology could be the best solution for this business.
The integrated HRIS can help to reduce the errors and
productivity loss that are linked with the analysing and
inputting the same information in different systems. By the
automation of human resource system less time would be
required and consumed for the administrative tasks while more

4. time could be spent on the major HR activities like recruitment,
benefits analysis, and employee retention and that is what
required by that manufacturing warehouse business (Meister,
2002).
I have said earlier that human resource staff is less as compared
to required work done. If company automated their operations
and HR functions then it allows human resource workers to free
up. The usage of technology will allow them to perform their
duties more efficiently like instead of spending whole day on
keeping records manually they can finish that thing earlier and
can focus on more strategic processes that are required and
beneficial for the growth of that business (“Benefits of
Automating Human Resources,” n.d.).
Another benefit associated with automating human resource is
an increase in productivity and profit. By performing their tasks
efficiently and quickly employees can become motivated to
their work as the feeling of accomplishing goals lies in them. In
fixed time employees can done more and get more in that money
if the automation of human resource is done precisely
(“Benefits of Automating Human Resources,” n.d.).
There are various technologies and software existing in the
market that can help to make human resource functions more
effective. Like Kronos Workforce Central is the complete set of
human resource and workforce management application as it
includes various functions of HR. This technology is already in
use by thousands of companies operating in more than sixty
countries.
Kronos technology is quite suitable for the business as it can
manage workforce effectively. Numerous workforce planning
features are existed and that is what required by the business.
This application is known for fulfilling business needs both now
and in the future.Moreover, another suitable technology for this
business is the Infinisource Time Force Software. This
technology can help in recruitment process by keeping the
accurate record of employees and other schedules. Time
wastage is one of issues faced by that business and this

5. technology can eliminate the risk of time theft along with the
reduction of errors.The best thing regarding these technologies
is that they also provide training for its usage and other services
for its proper functioning. The only best solution for
manufacturing warehouse business is the automation of human
resource functions and the elimination of manual and paper
work pattern. Today, technology is embedded in each and every
function of the organizations and it becomes necessary to adapt
these changes if they want to sustain in this technological
environment.
Conclusion
The business background of manufacturing warehouse has
depicted numerous human resource problems and most of them
is raised due to the prevailing manual and paper work pattern
for keeping record. The analysis done has showed that most of
the energy of employees got wasted in this system even then the
accuracy cannot be guaranteed and numerous delays and errors
came to forefront. The world has rushed towards technology and
in order to sustain in this competitive environment it is essential
to switch towards technology and human resource automation
that can solve numerous issues and make the business more
productive. Some technologies are suggested that can be quite
helpful for the business and can save money and time along
with guaranty growth and enhanced productivity. The only
requirement is the accurate installation of technology and its
proper usage. Once this method is applied then business will
start focusing on the important strategic processes instead of
administrative tasks.
ReferencesDobelli, R. (2008, October 5). The significance of a
good public image. Live mint. Retrieved March 28, 2014, from
http://www.livemint.com/Consumer/7Svgyj4USIAST4XC1
e7JpM/The- significance-of-a-good-public-
image.htmlMeister, S. (2002). Automated HR reduces errors,

6. boosts morale. Dayton Business Journal. Retrieved March
29, 2014, from
http://www.bizjournals.com/dayton/stories/2002/06/10/foc
us2.html?page=all
Unicorn HRO. (n.d.). Benefits of Automating Human Resources
– An Overview. Retrieved March 28, 2014, from
http://www.unicornhro.com/articles/benefits- of-automating-
human-resources--an-overviewVanbaren, J. (n.d.). The
Disadvantages of Accounting Information Systems. eHow.
Retrieved March 29, 2014, from
http://www.ehow.co.uk/list_6767205_disadvantages-
accounting-information- systems.html
Vasudevan, S. & Sinha, A. (2009). Recruiting and Retaining a
Large Workforce_ Lessons from the BPO Sector. MicroSave.
3/25/2014
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Introduction
Now that we have considered so many of the current challenges
in health care, social positioning, and
financial realities, we will look at some of the innovative
responses that current experts are working on. The
Government of Canada, like so many other countries, is working
hard to reshape, rethink, and regroup to
prepare for the challenges presented by the country's changing
demographics and needs, in the pursuit of
quality care, ethical responsibility, and respect for the older

7. population. This module will focus on a recent
plan that is centred on positive change.
Topics and Learning Objectives
Topics
Population demographics, health care, and the economic and
social impact on urban and rural settings
Resources for social support and health care
Policies related to older adults, current and needed
Learning Objectives
By the end of the module, you should be able to:
1. Appreciate the major and unique demographic shift currently
happening in the country where you live or
work.
2. Examine the social changes that the demographic shift will
incur.
3. Discuss changes and responses necessary to address changing
needs.
Required Readings
Readings
Sinha, Samir. (2012). Living Longer, Living Well.
Assignments

8. Discussion
Read Dr. Samir Sinha’s report, which was submitted to the
Minister of Health and Long-Term Care
and the Minister Responsible for Seniors (Ontario Government),
called Living Longer, Living Well.
Give your opinions about the possibilities presented by the
models suggested. You'll find the
report here and in Additional Materials.
Read and respond to others on the Discussion Board.
Government and Aging Policy
Programs for the elderly make up the largest part of the welfare
budget. The elderly depend on welfare
http://www.health.gov.on.ca/en/common/ministry/publications/r
eports/seniors_strategy/docs/seniors_strategy_report.pdf
http://www.health.gov.on.ca/en/common/ministry/publications/r
eports/seniors_strategy/docs/seniors_strategy_report.pdf
3/25/2014
2/2
benefits for most of their income. This budget will increase as
the population of seniors grows but will continue
to fall short of their needs. As a result, the state has already
started to redefine its role in providing income
support. There is constant debate over removing Old Age

9. Security (OAS) or means testing it, so that the
middle-class senior would lose this right, which was previously
always afforded to Canadian citizens. Doing this
will create a new welfare state composed of middle-income
seniors.
Instead, more government planning is required to redistribute
wealth between the young and the aged and to
decrease government funds to the middle class—while ensuring
that they do not suffer financially as a result.
Seniors need more government agencies set up to explore new
ways to control the budget and plan and
implement proposed changes.
W hat Can a Senior Do?
Lobby for programs that meet senior needs or save the
government money, such as:
The health-promotion model
Home care
Educational programs
Senior-housing programs
Heath care changes to promote aging in place
Political Activism
What motivation will fuel future political activism among
seniors, since it remains very low at present? In the

10. future, political activism among seniors will be improved by:
Higher levels of education
Better health care
Organizations that support activism
More free time
An increased number of seniors, which creates a large voice
Better incomes
Increased social programs for seniors
2
Kiwanda
Human Resources and Technology
3/13/14
Introduction
The human resource departments have now gained a corporate
importance and different technological solutions have been
made for the proper and efficient working of this department.
Numerous HRIS vendors are operating in the marketing along
with their numerous technological products and services range.
The issue of our company is the administration of benefits and

11. in this paper I am going to discuss the suitable technology that
can help to resolve this issue.
Issue Focus
From a long time our company is facing difficulties in the
administration of benefits. A proper establishment, maintenance
and management of benefits have become a vital issue in our
company. The effective administration of benefits is not only
good for the employees but also for the company itself. But
complexities in this process have also effected the performance
and motivation level of employees and if same goes on then in
long run company has to face the huge number of resignation
letters. In order to solve this problem, help has been gained
from a technology that can efficiently keep the records and also
manage them properly and timely.
Suggested Application
NuView Systems, Inc., is the company/vendor offering its
software NuViewHR that works best for the benefits
administration. The reason of selecting this software is that the
benefits administration comes under its focus areas along with
the payroll services, employee benefits that have a direct impact
on the administration of the benefits.
NuViewHR is available in three deployment models that are
Hostes, SaaS, and on Premise. It also allows customization for
the third party integration. Its flexibility is its biggest
advantage and especially the global flexibility. It allows various
offices of different countries to use the same database in their
respective currencies and languages. As far as its total cost of
the ownership is concerned then it got reduced with the passage
of time without any involvement of vendor. One of the
weaknesses includes its reporting features that cannot be
customized as compared to competitors and its support service
does not offer any help desk or live chat (“NuViewHR,” 2014).
This software technology allows employees to step in an open
enrolment wizard that guides a company through the benefit
election process for enhancing the accuracy of data. NuView
HRMS allows and offers employees a broad range of benefits

12. that are specifically discussing the needs of employees. All
benefits have some eligibility queries with some eligibility date
and the employee has to be included in this benefit and the
communication is made towards other vendor or carrier (“HR &
Benefit Administration,” 2013).
Vendor selection and evaluation
NuView Systems keeps its specialization in the HRMS/HRIS
that enables the business strategies to work efficiently through
the usage of an advanced HR technology platform. The reason
of selecting this vendor is that they deliver business values for
obtaining some strategic results that are our main focus.
Moreover, the software they are providing have capabilities that
can help us in resolving our company’s issues. A detailed plan
has been made that work for the administration of benefits.
The HRMS solutions provided by that vendor help to maintain a
broad range of employee and company data that help to
compensate the staff, demographic information and the
administration of benefits of the employees. The system
provided can help our company to figure out and display the
data we need in an efficient manner and also include that in ad
hoc or standard reports by assisting the Human Resource
monitor through the entire process of enrolment.
The software designed for benefits administration by this
vendor maintains a wide range of data like photograph,
employee demographics, safety, background, skills, education,
salary, compensation, bonuses, benefits elections and costs,
property assigned, immigration information, grievance tracking,
entity assigned, certifications and licenses, previous
employment, absence accruals, specific documents of employee,
and workflows that can enhance the skill assignments (“HR &
Benefit Administration,” 2013).
Another plus point of this vendor is that they provide the
implementation of HRIS and assists in all projects. Moreover,
on-site training is arranged along with the data conversion and
ongoing HRIS support to their client companies.
Strategic result

13. The profitability of human resource department has now become
a corporate reality. The technologies formed for achieving the
strategic targets have gained huge importance. These companies
have engaged their HR departments in fulfilling strategic
objectives that have created huge and better shareholder returns
than those companies who have not. Such companies are now
demanding that human resource departments must concentrate
on the employee performance maps towards company’s strategic
objectives.
NuView HR is also an initiative that focuses on the people,
processes and the strategies so that a business/company can
remain competitive by enhancing the profitability ratio. This
technology is fruitful for managing the benefits of employees
and it’s a key for achieving the organizational goal.
The selection of this vendor is important as they provide
flexible solutions for the companies and help organizations to
boost up their productivity, improvement in their work flow and
greatly help to align the human resource programs with the
organization’s objectives and strategies.
Although NuView is one of the smallest human resource
software vendor as compared to SAP, Oracle, Workday etc. But
sill their products are designed in a way that enable business
strategies to compete with larger foes. Moreover, this vendor
has an aim of strategic partnerships that assists companies in
providing value added content and various other important
services that can enhance and sharpen the strategic results.
Conclusion
As an HR consultant I have noticed the problem of benefits
admiration in the company and suggest NuView HR technology.
This software is quite flexible in terms of currency and
language and its cost got reduced with the passage of time. A
benefit election process is present for the accuracy of data along
with some benefits eligibility queries. The reason of selecting
NuView systems is its efficient performance, implementation,
onsite training and availability of various employees’ related
data. This technology will surely help the company in gaining

14. strategic results.
References
ITQuick. (2014, February 3). NuViewHR. Retrieved March 10,
2014, from http://www.itqlick.com/Products/4476
NuView Systems, Inc. (2013). HR & Benefit Administration.
Retrieved March 12, 2014, from
http://www.nuviewinc.com/hr-benefits-administration
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