Assignment 2: Joe Salatino, President of Great Northern American Case Study
Dr. Bobbie G. DeLeon
Bobbie.deleon@strayer.edu
HRM 520 – Human Resource Information Systems
FALL 2012
COURSE DESCRIPTION
Analyzes information technologies and systems used to maintain data relative to the human resource needs of an organization. Learners examine how human resource management systems are integrated into larger organizational databases and systems. These systems and technologies are evaluated for their effectiveness of achieving human resource and organizational goals.
INSTRUCTIONAL MATERIALS
Required Resources
Gueutal H., & Stone, D. (2005). The brave new world of eHR: Human resources management in the digital age. San Francisco: Jossey-Bass.
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). Human resource information systems. (2nd ed.).
Thousand Oaks, CA: Sage Publications, Inc.
Supplemental Resources
Galagan, P. (2011). The burgeoning metrics market. T+D, 65(7), 26-28.
Pfieffelmann, B., Wagner, S. H., & Libkuman, T. (2010). Recruiting on corporate web sites: Perceptions of fit and attraction. International Journal of Selection & Assessment, 18(1), 40-47.
Project Management Institute (n.d.). General format. Retrieved from http://www.pmi.org/
Society of Human Resources Management (n.d.). General format. Retrieved from http://www.shrm.org
COURSE LEARNING OUTCOMES
1. Analyze the strategy of the organization, the HR strategy and HR programs with HRIS.
2. Analyze key elements of the design in database HR relationships and evaluate system considerations in the design.
3. Create an HRIS needs analysis and evaluate the acquisition process.
4. Analyze HR metrics to support the justification of the cost of an HRIS system.
5. Create a project management plan and prepare the organization for the implementation.
6. Analyze the complexities of HRIS administration.
7. Analyze talent management and its importance to the organization.
8. Evaluate the use of the Internet to achieve organizational recruiting, training, and
Bobbie.deleon@strayer.edu
HRM 520 – Human Resource Information Systems
FALL 2012
COURSE DESCRIPTION
Analyzes information technologies and systems used to maintain data relative to the human resource needs of an organization. Learners examine how human resource management systems are integrated into larger organizational databases and systems. These systems and technologies are evaluated for their effectiveness of achieving human resource and organizational goals.
INSTRUCTIONAL MATERIALS
Required Resources
Gueutal H., & Stone, D. (2005). The brave new world of eHR: Human resources management in the digital age. San Francisco: Jossey-Bass.
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). Human resource information systems. (2nd ed.).
Thousand Oaks, CA: Sage Publications, Inc.
Supplemental Resources
Galagan, P. (2011). The burgeoning metrics market. T+D, 65(7), 26-28.
Pfieffelmann, B., Wagner, S. H., & Libkuman, T. (2010). Recruiting on corporate web sites: Perceptions of fit and attraction. International Journal of Selection & Assessment, 18(1), 40-47.
Project Management Institute (n.d.). General format. Retrieved from http://www.pmi.org/
Society of Human Resources Management (n.d.). General format. Retrieved from http://www.shrm.org
COURSE LEARNING OUTCOMES
1. Analyze the strategy of the organization, the HR strategy and HR programs with HRIS.
2. Analyze key elements of the design in database HR relationships and evaluate system considerations in the design.
3. Create an HRIS needs analysis and evaluate the acquisition process.
4. Analyze HR metrics to support the justification of the cost of an HRIS system.
5. Create a project management plan and prepare the organization for the implementation.
6. Analyze the complexities of HRIS administration.
7. Analyze talent management and its importance to the organization.
8. Evaluate the use of the Internet to achieve organizational recruiting, training, and