Define and describe how accreditation is impacting healthcare quality. What are the differences in accreditation for distinct types of entities such as nursing homes, hospitals, and specialty clinics? How does the public view the value of accreditation? Require: 1 page with 2 references Running head: HRIS- PROJECT MANAGEMENT ROADMAP 1 HRIS- PROJECT MANAGEMENT ROADMAP 7 HRIS- Project Management Roadmap February 24, 2018 HRIS- Project Management Roadmap Project Management Process A Human Resource Information System provides various functions that enhance an organization’s performance regarding its human resources. In the development of an HRIS system for Gladwell Grocery Stores, the project management process has to appear followed carefully. The steps explained below (Kerzner & Kerzner, 2017). Project Definition · Scope Statement Development - The aim of developing an HRIS system for Gladwell Grocery Store will be to enhance the organization’s performance management process. · Selection of a Planning Team -The planning team must involve staff from HR, IT and the senior management of the store Project Planning – It requiresIdentification of deliverables. The company must set goals for the HRIS system and create a work breakdown structure for the same. The following table shows needed deliverables for completion. Deliverable Person Responsible Aligning HRIS with strategy HR Manager Approval of HRIS and timeline setting Operations Technical Advising IT Manager System Specific questions Vendor User training and feedback Departmental Managers Budget and Return on Investment benchmarking Finance Manager Project Implementation –This involves installing the HRIS system. AT this phase, staff receives training on how to use the system. The company will observe the order to see how it works. Feedback will be expected at this point so that any arising issues can resolve. Project Management and Control – Projects receive management under specific controls like a budget and risk management plan. It will also involve people management to see whether they have integrated into the system (Kerzner & Kerzner, 2017). Tracking data and reviewing it and the deliverables discussed. HRIS Cost Justification HRIS COST-BENEFIT ANALYSIS MATRIX Direct (Hard) Indirect (Soft) Benefits Revenue Enhancement Better performance management Higher Staff Productivity More customer acquisition-Revenue up by 20% to $600,000 Employees motivated Cost Reduction Reduced cost of performance reviews Reduced performance management paperwork (costs to reduce from $50,000 to $20,000) Less time of performance reviews Progressive performance management Cost New Implementation Costs ($140,000) System Installation Software Licenses Training Admin Bandwidth monthly fees Productivity goes down.

1. Define and describe how accreditation is impacting healthcare
quality. What are the differences in accreditation for distinct
types of entities such as nursing homes, hospitals, and specialty
clinics? How does the public view the value of accreditation?
Require: 1 page with 2 references
Running head: HRIS- PROJECT MANAGEMENT ROADMAP
1
HRIS- PROJECT MANAGEMENT ROADMAP
7
HRIS- Project Management Roadmap
February 24, 2018
HRIS- Project Management Roadmap
Project Management Process
A Human Resource Information System provides various

2. functions that enhance an organization’s performance regarding
its human resources. In the development of an HRIS system for
Gladwell Grocery Stores, the project management process has to
appear followed carefully. The steps explained below (Kerzner
& Kerzner, 2017).
Project Definition
· Scope Statement Development - The aim of developing an
HRIS system for Gladwell Grocery Store will be to enhance the
organization’s performance management process.
· Selection of a Planning Team -The planning team must involve
staff from HR, IT and the senior management of the store
Project Planning – It requiresIdentification of deliverables. The
company must set goals for the HRIS system and create a work
breakdown structure for the same. The following table shows
needed deliverables for completion.
Deliverable
Person Responsible
Aligning HRIS with strategy
HR Manager
Approval of HRIS and timeline setting
Operations
Technical Advising
IT Manager
System Specific questions
Vendor
User training and feedback
Departmental Managers
Budget and Return on Investment benchmarking
Finance Manager
Project Implementation –This involves installing the HRIS
system. AT this phase, staff receives training on how to use the
system. The company will observe the order to see how it
works. Feedback will be expected at this point so that any
arising issues can resolve.
Project Management and Control – Projects receive management

3. under specific controls like a budget and risk management plan.
It will also involve people management to see whether they
have integrated into the system (Kerzner & Kerzner, 2017).
Tracking data and reviewing it and the deliverables discussed.
HRIS Cost Justification
HRIS COST-BENEFIT ANALYSIS MATRIX
Direct (Hard)
Indirect (Soft)
Benefits
Revenue Enhancement
Better performance management
Higher Staff Productivity
More customer acquisition-Revenue up by 20% to $600,000
Employees motivated
Cost Reduction
Reduced cost of performance reviews
Reduced performance management paperwork
(costs to reduce from $50,000 to $20,000)
Less time of performance reviews
Progressive performance management
Cost
New Implementation Costs ($140,000)
System Installation
Software Licenses
Training Admin
Bandwidth monthly fees
Productivity goes down during system installation
Under the benefits analysis in the table above, the organization
will achieve better performance management hence more
customer acquisition, and this will lead to higher sales for the

4. grocery store. Employees will be able to take control of their
performance thus helping them to focus on the customers and
sell more, resulting in a positive effect on the bottom-line.
There will be higher staff productivity due to employee
motivation. The store will be able to realize more sales since
employees are motivated to work and have an aim of doing their
best for the organization.
Under the cost reduction bracket, the company will be able to
reduce many costs associated with performance management as
there will be less traveling through branches to carry out
appraisals. There will also be less paperwork hence saving costs
for the company. Due to the HRIS, there will be less time spent
on performance management since everything will be automated
and performance tracking daily.
There will be new implementation costs as a result of the HRIS.
Some of these costs include the installation of the system and
training of employees to use the same. Other costs will be the
license for the software use which payout annually. Bandwidth
fees must also be paid regularly to ensure the system operates
well.
Cost-Benefit Analysis
Under the benefits, the customer base is expected to increase,
and revenue supposed to go up by 20% hence making it
$600,000/. There will be a cost reduction in transport and less
paperwork, and this is expected to go down from $50,000 to
$20,000.
The new implementation costs will be $140,000 but the
organization will be growing and will collect more revenue.
When looking at the prices against benefits, it is justifiable for
the project to proceed since the costs recover as income
increases.
HR Metrics
The performance metric will bring the most value to the HR
performance function which will be supported by the HRIS
(Ulrich & Dulebohn, 2015). The performance metric involves

5. the following.
· Work quality
· Work quantity
· Work efficiency
· Organizational performance metrics
Work Quality Metric- The grocery store will be able to assess
the employee performance by looking at factors such as
management by objectives where the HRIS will break down the
company goals into individual ones (Ulrich & Dulebohn, 2015).
The HRIS system will also measure the number of errors and
will have an input 360-degree feedback system that will enable
employees to have a broader insight into their performance.
Work Quantity Metric- This will enable measuring of employee
performance through quantity. The number of sales will
determine the output of each employee and will automatically
approach completion by the HRIS. Involving the number of
calls handled and first call resolution. The quality of calls can
also be measured.
Work Efficiency Metric – Considers the resources that have
input times of time and money and the employee output. The
HRIS will be able to calculate this and employees will be able
to monitor their performance online.
Organizational Performance Metric – Calculations completed by
looking at the revenue per employee. The HRIS system will be
able to calculate the income each employee makes for the
grocery store (Ulrich & Dulebohn, 2015). It also looks at
factors such as human capital return on investment, the rate of
absenteeism and the amount of overtime paid by each employee.

6. References
Chen, M. L. (2016). A Study of Critical Success Factors in
HRIS Implementation: Analysis of Innovation Readiness.
Kerzner, H., & Kerzner, H. R. (2017). Project management: a
systems approach to planning, scheduling, and controlling. John
Wiley & Sons.
Ulrich, D., & Dulebohn, J. H. (2015). Are we there yet? What's
next for HR?. Human Resource Management Review, 25(2),
188-204.
Running header: Phase II - Selecting 1
Phase II - Selecting
6

7. Phase II - Selecting an HRIS Application
February 4, 2018
Gladwell Grocery stores is a chain with ten shops. The
workforce mainly comprised of part-time employees. Mr. Tom
Bell is ideally the operations manager. However, he substitutes
as a Human Resource manager. Creating an issue because the
‘human' resource aspect of the chain is under threat of
mismanagement or underutilization. The assessment reveals that
the chain is a prime candidate for an efficient HRIS system.
HRIS Needs Assessment
Considering the grocery chain is mainly composed of part-time
employees, the company is need of a system that will
adequately handle its selection and hiring needs. A method of
this magnitude is a priority for the firm. Secondly, it is quite
expensive and time consuming for the Human Resource manager
to keep traveling to each store for oversight purposes. Finally,
and just as significant, the company needs a reporting apparatus
that can track the productivity of the company's human
resource.
Benefit 1: Selection and Recruitment
In support of the company's staffing needs and requirements, an
HRIS system will provide a sophisticated interface that allows
use by both internal employees (interested in career mobility)
and external job applicants (Bondarouk&Ruel, 2009). The
system will let candidates open positions to submit their
resumes and contact information to the recruiter. The system
will then collect the data and archive the information in a
manner that is easily accessible to the hiring manager.
Therefore, when the manager looks to fill up positions made
vacant by leaving part-time employees, the manager can
conduct detailed searches of collected resumes with the help of
queries that include location, education level, years of
professional experience and their technical ability. As
mentioned, the system will allow existing employees to apply

8. for the new positions, which can be beneficial for the hiring
manager because they can save on operation costs for training
new employees.
Benefit 2: Reporting
Reporting is perhaps the most significant benefit for the grocery
chain because it improves the manager's ability to create reports
and presentations necessary for operations. For starters, it saves
the cost of actually hiring someone to make and take care of
physical copies of data and records. Further, it holds a
comprehensive index concerning electronic copies of
employee's paperwork such as I-9 and W2 forms (Hussain et al.,
2007). It also contains data about salary and incentive
compensation for each employee. Since information about the
employees and records about the business housed in a database,
the manager has the benefit of running various detailed reports
when needed.
Benefit 3: Improve Oversight
The manager can save time and money spent in having to travel
to all the stores. By relying on the HRIS system, the manager
can manage application and interview processes; he can set and
track training goals for new employees and can efficiently
schedule reviews (Bondarouk & Ruel, 2009). The system allows
for results of annual performance appraisals and any
disciplinary actions that have been taken toward staff members
to be incorporated and reviewed on a timely basis. The system
designed in such a manner that sends alerts to employees to
remind them of training goals, objective or actions they need to
take, while also notifying the Human Resource manager if
certain conditions are not met (Bondarouk & Ruel, 2009).
Further, the HRIS system will pro-actively monitor compliance
with regards to the grocery chain company policy, while
requiring the management only to handle cases that need
personal attention.
HRIS Type: Cloud-based/SaaS (Software as a Service)
Cloud-Based software is ideal for Gladwell Grocery stores
because the system is suitable for SMEs. For starters, the cloud-

9. based software is extremely secure because the confidential
information is stored securely in the cloud and authorized
individuals can access the data (Hussain et al., 2007). Further,
the software allows a company to pay for the features that the
business needs. Therefore, a business can select a package that
tailors to its needs at an affordable rate. In this case, Gladwell
Grocery Stores needs a secure, relatively affordable HRIS
system without the need of an Information Technology
department. With the cloud-based software, the chain will save
on the cost of having to implement an IT department because it
can be handled directly by the Human Resource department. The
system is quite uncomplicated, and after going through the
demo, the HR manager could quickly master the system. Saving
the company operating costs because they do not have to hire a
new department (also keeping the HR manager the number of
people he has to manage). Secondly, the company will improve
performance appraisals (which are crucial to strategic human
resource management) because the HR manager will be directly
involved in the oversight process (Cascio, 2018).
HRIS Vendor: BambooHRTM and WorkableTM
BambooHRTM is a cloud-based system, ideal for small and
medium-sized businesses, offering integrated applicant tracking
(ATS), onboarding tools, e-signatures, time-off tracking and
performance management, complemented with easy reporting
and a convenient mobile app for employees. The app can deploy
on several platforms including Mac, Windows, Android Native
and iOS Native. Conversely, Workable is a cloud-based system
that provides a flexible and intuitive interface to track and
manage candidates. It can only deploy on Android Native and
iOS Native platforms. Both systems offer a 30-day free trial,
but the BambooHRTM system is the best choice for the business
because it offers more Human Resource capabilities that the
business needs. The HRIS system is ideal because it allows a
user-friendly, self-service portal beneficial for performance
appraisal, recruitment management, succession planning, ‘time
off' management and training management.

10. References
Bondarouk, T. V., & Ruel, H. J. M. (2009). Electronic Human
Resource Management: challenges in the digital era. The
International Journal of Human Resource Management, 20(3),
505-514.
Cascio, W. (2018). Managing human resources. McGraw-Hill
Education.
Capterra. (n.d.). BambooHR. The Smart Way to Find Business
Software. Retrieved from:
https://www.capterra.com/p/133775/BambooHR/
Capterra. (n.d.). Workable. The Smart Way to Find Business
Software. Retrieved from:
https://www.capterra.com/p/146303/Workable/
Hussain, Z., Wallace, J., & Cornelius, N. E. (2007). The use and
impact of human resource information systems on human
resource management professionals. Information &
Management, 44(1), 74-89.
Gladwell Grocery Stores Case Scenario
Gladwell Grocery Stores has ten (10) stores in upstate New
York. They have approximately 400 – 440 employees. Most of
the employees are part time, with approximately 45% of them
full time. The operations manager, Tom Bell, also acts as the
HR manager and travels to each location each week to take care
of recruiting, scheduling, hiring, and answering questions for
the employees as needed. He also takes care of payroll using
Excel spreadsheets and has computer software to print payroll

11. checks.
Mr. Bell approaches you, an independent HR consultant and
owner of your own consulting firm, for a proposal. He would
like to greatly reduce his travel to each location each week, due
to the increase in gasoline costs. He is curious to know if there
is anything you can suggest in helping him complete his HR
tasks more efficiently and in a cost-effective manner. He hopes
there is some way he can do part of his HR tasks from his office
instead of traveling to each location every week.
Assignment 4: Phase IV – Plan Summary
Due Week 10 and worth 280 points
At this stage, you have a solid understanding of the problem the
company is facing and you have provided a solution for your
client. Now, you want Gladwell Grocery Stores to accept your
project plan. Mr. Bell likes your idea and would like you to
present your project plan to the executive board.
Use the feedback from your instructor on previous assignments,
the textbook, and any other resources provided in the course and
create a professional project plan that you will be presenting to
the executive board of Gladwell Grocery Store.
Please include the following elements:
· Table of Contents
· Executive Summary
· Introduction to the Problem
· Business Analysis
· Proposal Overview
· HRIS Type and Comparison
· Recommendation for an HRIS Vendor
· Project Management Roadmap
· Conclusion

12. Please do not simply copy and paste Phases 1-3. The previous
phases were considered raw data, and now you will be
summarizing and finalizing your findings. You want to apply
critical thinking to describe the data you have obtained.
Write a four to six (4-6) page paper in which you:
1. Identify the current issue that the business is facing and
propose an HRIS solution. Introduce the HR function that you
chose as the focus of your business proposal, and explain the
potential benefit for the business if that function is addressed.
2. Propose a type of HRIS for the organization in the scenario.
Discuss the function that the HRIS serves, and identify how that
system will solve the business issue.
3. Compare and contrast at least two (2) HRIS vendors. Based
on this comparison, make a case for the one (1) vendor that you
recommend for your client.
4. Create a project management roadmap for the client with
projected timelines. Discuss the costs associated with the
implementation, justifying your claims with HR metrics and
cost benefit analysis.
5. Use at least (4) quality academic resources in this
assignment. Note: Wikipedia and similar Websites do not
qualify as academic resources.