Castle’s Family Restaurant has eight restaurants in the northern California area with approximately 300–340 employees. Most of the employees are part time, with approximately 40% of them full time.The operations manager, Jay Morgan, also acts as the HR manager and travels to each location each week to take care of scheduling, recruiting, hiring, and answering questions for the employees as needed. He also takes care of payroll using an Excel spreadsheet and has a computer application to print payroll checks. Mr. Morgan approaches you, an HR consultant, for a proposal. Due to the increase in gasoline costs, he would like to greatly reduce his travel time for visiting each location each week and wonders if there is anything you can suggest to him to help him complete his HR tasks 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 (HR Technology Case Scenario: Three-Stage Project). In the case of Castle’s Family Restaurant, there is a need of a better and more efficient way of communication. I would assume that company could keep going the way they are going at this moment, but it would not be as rewarding and finically thriving as it could be if they consider a change to a better way of communicating. The Castel’s Family Restaurants has been very successful and productive, but there is the possibility to more growth.Operations and HR Manager (Mr. Jay Morgan) has grown along with the company over the years and it seems that he realized that something has to change. He has to decide which location will be used as his main office and he has to switch to a HRIS that will fit the company’s needs and expectations. The company is already doing great and with those changes it will thrive more and Mr. Morgan will save money and time, while doing most of his HR duties out of his main office. HRIS TYPE I did some excessive research about several HRIS systems that are offered.Hundreds of companies sell some form of HRIS systems and every HRIS has different capabilities. This is why the research process is very important. It helped me to determine which one will fit Mr. Morgan’s and the family restaurant needs the best. An effective HRIS system for this case needs to provide information about employees, former employees, and applicants. It needs to track pay raises and history, payroll, pay grades and positions held, performance development plans, training received, personal employee information, applicant tracking, interviewing, and selection.An appropriate HRIS system for Mr. Morgan enables employees to do their own benefits updates and address changes, thus freeing him for more strategic functions. Additionally, data necessary for employee management, knowledge development, and career growth and development should be facilitated. The two types that are interesting for Mr. Morgan would be the hard-coded one for local installation on the computers at the restaurants or the one that will be online as a Software as a Service (SaaS) system, usually over the Internet via web sites or Intranet systems. ehow) To sum it up the system I picked for this case includes the following solutions. Employee Information| The software maintains a database of information on employees past and present, including such data as pay rates and personal information. | Work Time| The HRIS system is tracking the employee work-time. This is very important because most employees are paid hourly. | Payroll| It will track the time an employee spent working each day. It will also conduct necessary accounting and print the actual paychecks. Benefits Administration| Medical coverage and retirement accounts will be managed and employee information such as salary and paid time off will be tracked. | Performance| It will track performance reviews and performance issues which will help to decide whether to offer an employee a promotion or a boost in pay| HRIS VENDOR CHOICE: I picked two vendors and listed their product, overview, strengths, and challenges. The first vendor is SuccessFactors and its web address is sucessfactors. com. The HRIS system is Employee Central 2. . Overview: Leveraging its deep performance management beginnings, SuccessFactors has developed an innovative HR Business Suite product for small, mid, and large sized organizations using a highly usable, collaboration-friendly interface. Strengths: SuccessCloud, a first-of-its-kind technology partner program, allows third-party applications and data from other business systems to connect and integrate with its BizXsuite. Business workforce analytics and benchmarking allow for predictive modeling reporting using 2000+ built-in metrics.Mobile applications support project collaboration and recruiting. Challenges: Although it has highly integrated payroll partnerships, it is the only vendor in this evaluation to not offer payroll administration as a native part of its application. SuccessFactors a high energy offering; though it may be intimidating to more traditional HRIS users. Corporate wide training and cultural adjustments will be required to get employees, managers, and HR professionals collaborating through the system. The second vendor is Ascentis and its web address is ascentis. om. The HRIS system is Ascentis HR. Overview: Strongly focused on the mid-market (75-2,500 employees), Ascentis is the product of a 2007 merger between EBS Online, a payroll services company, and Ascentis. Ascentis serves over 1,400 clients. Strengths: Ascentis provides strong payroll functionality as well as integration with other providers. Its partner network of benefits providers is robust, particularly for US-based clients. Over 300 standard reports provide new SaaS clients with a lot of out-of-the-box options prior to customization.Challenges: US-based support limits global scalability, and a low number of international clients despite the vendor’s longevity is indicative of a limited geographic focus. While Ascentis plans to add advanced modules (recruiting was just released in May 2011), it has not mastered the “integrated talent management” suite like its competitors. Each vendor offers a different feature set and it is important to concentrate on what is right for MR. Morgan and the restaurant. The following table will show which features are present with the two chosen vendors. | Time and Attendance| Position Mgmt. Expense Mgmt. | Perf. Mgmt. | Absence Mgmt. | Succession Planning| Recruiting| Learning and Dev. | Benefits Admin. | SuccessFactors| Feature Fully Present| Feature Fully Present| Feature Absent| Feature Fully Present| Feature Absent| Feature Fully Present| Feature Fully Present| Feature Fully Present| Feature Absent| Ascentis| Feature Absent| Feature Absent| Feature Absent| Feature partially present/ pending| Feature Fully Present| Feature Absent| Feature Fully Present| Feature Absent| Feature Fully Present| (McLean&Company, 2011) Vendor EvaluationViability: Vendor is profitable, knowledgeable, and will be around for the long-term. Reach: Vendor offers global coverage and is able to sell and provide post-sales support. Strategy: Vendor is committed to the space and has a future product and portfolio roadmap. Channel: Vendor channel strategy is appropriate and the channels themselves are strong. | Overall| Viability| Reach| Strategy| Channel| SuccessFactors| Exemplary| Exemplary| Exemplary| Good| Exemplary| Ascentis| Good| Good| Exemplary| Good| Good| (McLean&Company, 2011) After comparing the two vendors I decided to choose SuccessFactors.There were several reasons why I chose SuccessFactors. First of all, the vendor evaluation conducted by McLean & Company shows that the overall evaluation for SucessFactors is exemplary. I want for Mr. Morgan only the best. Second, SucessFactors has more present futures available and the one that are present will benefit Mr. Morgan such as, time and attendance, recruiting, and succession planning. And last but not least, SuccessFactors has developed an innovative HR Business Suite product for small organizations, which is also very user-friendly. CONCLUSION Mr.Morgan and the Castel’s Family Restaurant are a small organization. Mr. Morgan needs additional help with his HR functions. I decided that an HRIS system would be the perfect solution for him. It will help him to get many HR duties done much quicker and it would safe him travel time because he could access the system from different computers. It also gives the employees to do their own benefits updates and address, which saves Mr. Morgan additional time. Even recruiting will be easier for him. After some excessive research I picked two vendors and compared those.Both vendors have many positive aspects, but I decided that SuccessFactors is the best fit. It offers the HRIS system Employee Central 2. 0. , which will be of tremendous help for Mr. Morgan.