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HRIS (Human Resource Information Systems) are needed to enable beneficial HR management and payroll functions. This system allows companies to keep track of data pertaining to employees like name, address, phone number, social security number, job title, employment history and education. This article explains how in order for companies to have a strong Talent management system they must first have their HRIS in order. The HRIS should be in order because it can provide the Talent Management Systems with data that can make auto processing easier and faster. Job codes, job titles and job grades are data elements in an HRIS that can help span all Talent Management modules. In result, this can make recruiting, retaining, and rewarding employees a simpler process.

Not all ADP systems are created equal. While the system is advertised as scalable In my experience the options for smaller operations leaves much to be desired. They have become the most prevalent system and can be a valuable experience for anyone entering the job market.

A human resource information system comes with three major applications - talent acquisition, talent management, and talent optimization - all this with the effective backing of data.

This article basically talks about a successful adoption of HRIS system for Wente Family Estates. This company is comprised of numerous business units including a vineyard and winery, a restaurant, and a world class golf course. Their HR team and managers are responsible for a wide range of people, jobs, and related to the company's workforce. So they needed a solution for better talent management, sustainability, and improved time management and selected the Ultimate Software's HRIS system. The HRIS system enables HR team to easily assess employee performance against measurable goals and job competencies, create employee development plans, identity high performing employees for key positions, and build an environment that maximizes talent and rewards their best performers. Besides, it enables their employees to go online to view relevant details about their hours worked and schedules. It also enables managers to log on to the system at any time to stay on top of hours and labor costs so that they can quickly make decisions such as modifying schedules or job responsibilities, if needed, to control costs.  This type of cloud based HRIS system will bring many benefits to companies comprised of diverse business units to manage their human capital.

For large corporations is indispensable to count with the right HRIS that will assist the companies to organize in a logical order all the such as employment activities and job analysis.

This article discusses the growth of the hospitality industry as the labor sector experiences a slow down. The CBRE projects that although labor issues are worse in the suburbans areas finding the right talent or retaining has become harder in all markets. In addition, the industry is facing challenges in areas like gender equity, insurance requirements, and controversial political considerations for example lower-paying jobs such as dishwashers, line cooks and wait staff have shown more talent shortage because typically those positions are filled by undocumented immigrants.

Very insightful article in regards to hospitality industry and labor section experiences a slow down.Quite a few hotel companies are experiencing this shortage of candidates and retaining employees due to several factors, pay being one of them. Marriott gave out significant raise to keep the talent they already had on staff across many different departments. "There is a talent shortage for all levels, but is more so for lower-paying jobs like dishwashers, line cooks and wait staff. Crackdowns on illegal immigrants, many of whom have filled these positions for decades, are also affecting business." There are alot of hotels experiencing shortage described above.

I admire that the article mentioned many of the labor issues area result of undocumented immigrants leaving their job positions because of the political climate against undocumented individuals in addition to low pay. The affect of it can be seen throughout the industry.

This article outlines some best practices in the hospitality industry. These include: Talent Mgmt. & High Levels of Customer Centricity, Executing Enterprise-Wide Transformation, and Lessons from Industry Leaders.

There are few processes about how to select a HRIS technology. What is the degree of flexibility and scalability that the HR information technology software provides? HR professionals should determine if the software can import data from multiple Excel spreadsheets, databases, and paper documents and the level with which it can interface with all kinds of systems and data. Will the HR information technology be able to grow and scale with the organization? Is the HR information technology software able to integrate with other systems? HR can obtain greater efficiencies when data and other employee information entered into one system can be shared with another system. Who is responsible for implementing, or building, the solution? What level of training is involved? HR should have a clear understanding of the level of training and technical expertise that will be required and the amount of time expected. If training is involved, is there a charge? What types of maintenance and upkeep are required? What security measures are built into the HR information technology? If the software is available online, through an ASP or SaaS model, the provider should offer daily backups, backup servers, and added protective layers. Will employees be able to enroll in benefits plans and make changes in real-time to their personal data and plan choices? The system should clearly present the plans available and enable employees to make selections at their convenience, simplifying these actions throughout the process with wizards.

This article is a result of qualitative research that was conducted in the hospitality industry properties in Ghana. The authors interviewed several hotel HR managers to analyze how HRIS influenced the manpower activities in the company. Among the rationales of using HRIS in the hotels, the following were mentioned: HRIS gives general and holistic knowledge about operations (this information could be shared with other departments); gathers data to improve decision-making process; provides a variety of reports to boost organizational and administrative functions. One of the opportunities that were mentioned was identifying strategically important key staff and preparing successors for them. HRIS also finds the unfilled positions and selects the most appropriate candidacy who is later trained and waits his turn to succeed. Talent management within the company was named the most important part of the system. The advantages of the HRIS include a possibility to fill a position fast with promoting the right trained person to the team. The research identified the challenges of the HRIS in the hospitality field such as forecasting demand and supply of labor, access to information, cost of recruitment and workforce shortage. However, HRIS is extremely important for maintaining the functional waiting list for training programs so that the pipeline of new employees could be implemented and appropriate training for the right persons in the right time would be made. The holistic nature of the HRIS was outlined in the article making it crucial for management and no-management personnel to understand the new working realities.

In 2017, Royal Caribbean announced they were making a huge investment in technology that will make the cruisers' experience easier, more seamless and a lot more fun. They are developing a new app that will first include a cruise schedule and on-board activities. This app will eventually grow and include registration, excursion bookings and facial recognition plus games built in. Royal Caribbean believes to stay competitive you need to stay on top of technology and include it wherever you can. As of this article, the app was available on 2 of their ships and will hopefully be added to their entire fleet (including all 6 of their brands) within the next few years. The company believes in creating this technology from within the company and outsourcing as little as possible.

the articles gives a detailed definition of the HRIS and the benefits it presents to companies . it also touches on different platforms that companies decide to choose to work on the HRIS.

Before the pandemic, companies were afraid to invest in cloud due to the concerns of the cost, time, and security. But in today's world technology is something companies need to adopt. It's time for travel companies to see the cloud for what it is, the passport to future value. All sections can benefit from this technology including hotels, airlines, and airports. This is the best time to invest into technology to benefit the industry by taking a deep relook at strategy, organization, practices, technology, and talent function. As travel is being rebuilt, cloud-related investments will deliver higher returns on capital than investment in new aircraft, new hotels, and new ships. This is the perfect time to invest into cloud adoption.

The current trend of human resources software is towards global. Every major human resources software vendor is trying to appeal to multinational companies looking to handle their global workforce through a single, cloud-based human resource system that can manage everything from payroll and administration talent and learning management. Four Seasons Hotels and Resorts at Toronto had trouble transferring managers from one location to another and researching HR when they open new hotel. This is because they did not have certain standardization of compensations and they too much relay on paper-driven systems. Today, Four Seasons Hotels and Resorts are enabled to check compensation information on anyone at specific property as well as locations employees want to work in the future by using Workday's a global human capital management system. Moreover, Four Seasons' managers and employees working at the properties around the world will be allowed to use the system in various languages.

Industry events have been emphasizing the importance of conducting advanced training programs to produce qualified personnel and provide unique services that meet the requirements of travelers and tourists. Greater focus is recommended towards promoting creativity and innovation across the travel and tourism market which is in need of 'travel consultants' rather than just 'ticket clerks,' for example. IT development is playing a vital role across the industry as an effective means to obtain services in a quicker, easier and more reliable manner. Online booking, for one, has received highly positive response from customers and has driven tourism companies and travel agencies to invest in the latest systems and talents to achieve greater customer satisfaction. Bin Mahfouz added that it is vital to adopt advanced IT systems that can support effective and convenient online services. Such systems, he said, promote competitiveness and help meet and exceed customer expectations."Rapid changes and fast-paced digital developments have influenced the Elaf Group of Companies to undertake major investments across the Saudi travel, tourism and hospitality sectors and beyond to keep pace with international developments and resolve competitiveness-driven challenges to reach a wider segment of customers. Some of the areas we are focusing on are the installation of better IT systems, the expansion of our hotel portfolio, and advanced training to enable our personnel to meet the many needs of our customers," said Bin Mahfouz. 

Going Green is something we all hear about in todays market and the importance of it. Many big business have been finding ways to go green any chance they get. However, with small businesses they have been slower to go green. Embracing sustainability practices for your business is something that should be practiced at any business no matter what size. With small businesses it's much more easy to move towards sustainability versus larger ones. Though their IT department don't have the financial resources of enterprise businesses. Their sizes gives them the ability to change direction quickly something that happens when initiating green practices. There are six reasons why you should embrace sustainability, which are it attracts talent, it's a market differentiator, more efficient, reduce risks, and most importantly customers demand it.

Who doesn't like to "feel good" when choosing to use a product or stay somewhere. Going green makes perfect sense. Companies that adopt green policies and procedures allow their guests to feel better about choosing their goods and services.

This article talks about the many different roles of being a hotel accountant. As the article stated, every hotel has its own financial department that has their own criteria. It is impossible to get a specific detail on how or what is it that you will be doing at your job. Each hotel and hotel chain chooses to employ their finance team's talents, since many hotels utilize their financial employees in different ways and hotels of various sizes have differing department structures. According to the article, the three major broad categories that you may fall into working as a financial accountant for a hotel are; accounts receivables, guest service, audits training, and month end reports. Work done in accounts receivables is basically retrieving debts that are owed to the hotel by different companies who hold a credit to the hotel. Guest services includes dealing any financial guest service issues. Last but not least, auditors include counting inventory, reviewing financial paperwork and investigating discrepancies found in the expense ledger.

I don't understand the title of this post. Specifically "BUsing." Please clarify.

I am also confused with the title, but I really interested in this article. It is true that it is impossible to give a detailed description of how each hotel or hotel chain chooses to employ their finance team's talents. Nowadays, many hotels utilize their financial employees in different kinds of ways.

M3 is a leading provider of accounting and analytic software, business intelligence and operations reporting. The company has been providing accounting assistance to customers for 15 years and has relied heavily on the feedback of their customers to improve their services. As a result of their customers wanting to outsource their accounting functions M3 has developed a customizable software that allows customers to choose from basic accounting functions to a complete accounting cycle depending on their business needs. By using M3PS and outsourcing accounting needs customers will be able to focus more on management functions as well as guest experience. M3PS launched operations on August 1st and since then has expanded its services to over 100 hotels as well as other businesses. M3PS is providing customers with outsourced accounting assistance from a team of CPAs and business professionals that have years of hotel accounting experience. Also, M3PS is saving customers from having to invest a large amount of time and money on IT infrastructure costs.

Where the article I posted emphasizes a total PMS solution, this company focuses primarily on back office functions. This doesn't make it wrong. On the contrary, if the firm is able to conduct all the back office functions and remain integrated with the existing PMS, it could be beneficial. That is of course, if the money being saved by exporting these functions to external CPAs outweighs the costs of keep the functions in-house.

This article is based on SIM's top 5 largest IT investments of 2017, which I found interesting to share, as we learn about I.T. investments. They ranked business analytics as the number one of IT investments, as companies are always looking to hire the best talent. Next on the list is custom software development, as new technologies now allow access to different applications to work together. Furthermore on the list, are cybersecurity, cloud computing, and CRM, which is no surprise as they are growing tools in today's technology driven industry. Overall, I agree with SIM's list, as these top 5 investments are clearly necessities to success in today's tech-driven industries. 

The article reads about the new HR management software that is being adopted by different companies, including Trivago, to manage HR responsibilities. This software can be buit to fit the company's needs and help managers and employees have HR information and processes right at their fingertips.

The article I chose was about Halogen Performance, which was about software that helps links employee goals to any of the organization goal that they may support. I learned from this article that managers get a dashboard and report that will him them know every employee progress. This software allows suppliers to provide feedback and also employees can see the feedback that the managers leave for them. This also allows employees and managers to discuss expectation and also to meet on a regular basic. This software allows managers to learn a lot about HR, which is great.

My article is about the Halogen software and its features in the hospitality industry. Halogen software delivers service brilliance, with HR software that empowers hotel and services employees to achieve performance. Halogen improves productivity, it can also reduce errors and maintain compliance.

This article is very interesting because it shines light on the importance of using technology for HR purpose. It discusses the issues being faced that need to be resolved. It is important to note the generational differences and the social responsibility aspect.

I liked this article, but thought that it could have been more detailed. It offered many suggestions, but not that much intel into the systems that have been created or are in use to actually connect with candidates. For example, video interviewing. The best fit for the job might not always live close enough to travel for an interview. Skype interviews have become increasingly popular with hotels allowing them to quickly interview candidates without a person having to carve out a large portion of their day. The article did touch on the importance of following up very quickly which I agreed with, my property specifically is down 42% of our management due to hiring processes that are often drawn out.