· HRIS TYPE COMPARISON · Available HRIS Applications There are three main types of HRIS applications. These are Core HR, Workforce Management, and Strategic HR or Talent Management (Westfall, 2015). The Core HR covers the day-to-day HR functions of any scale and type of business operation, i.e., administration of salaries and benefits, tax filing compliance and personnel tracking. Workforce management offers software solution to aid in scheduling and tracking workforce. This is suited for organizations with employees that work on shifts, which makes tracking of time and attendance critical to comply with labor laws. Strategic HR, on the other hand provides a more advance and strategic tool for recruitment, training and development, and performance management. It is aimed at maximizing human resources and retaining them (Appendix A). The choice of appropriate HRIS solution may depend on the company’s current situation. Appendix B shows the differences among small, medium, and large scale enterprises that may serve as determinant on what HRIS solution would be appropriate for each one (Institute Empowering Medium Business, n.d.). For smaller (<100 employees) to medium size businesses (100-999 employees) struggling to manage growth, such as the case of Castle’s Family Restaurant, it is advisable to prioritize the immediate need of eliminating paper and manual driven process, and getting employee records and basic compensation and benefits right. This will help the business owners and management to concentrate on their strategic plan to grow the company, and at the same time ensure compliance with labor laws. Capital may also be limited at this stage that investment in IT technology such as HRIS would have to be rationed in proportion to other business priorities. Given this, if management have to prioritize their choice, the Core HR, specifically Payroll software application (Figure 2) could be the best solution for them in the meantime. Figure 2 Source: http://www.softwareadvice.com/ca/hr/payroll-software-comparison/ It should be noted however that as the company continues to grow into the category of large scale companies with access to more capital, the concerns would be more for the long term sustainability of the business’ success. In people terms, this means ensuring that recruitment of/existing employees are fit for their positions, continually trained, kept happy, and are retained to achieve company goals. This is where Strategic HR application of HRIS is best suited to address these considerations. With this in mind, when beginning to choose any HRIS system, it is advisable to consider factors such as scalability and flexibility of the system to accommodate expansion of the organization and integration of current system to other HRIS softwares should the company pursue purchasing Strategic HR applications later on (Westfall, 2015). · Acquiring HRIS vs. Outsourcing When deciding to automate HR payroll processes to ensure m.

1. · HRIS TYPE COMPARISON
· Available HRIS Applications
There are three main types of HRIS applications. These are
Core HR, Workforce Management, and Strategic HR or Talent
Management (Westfall, 2015). The Core HR covers the day-to-
day HR functions of any scale and type of business operation,
i.e., administration of salaries and benefits, tax filing
compliance and personnel tracking. Workforce management
offers software solution to aid in scheduling and tracking
workforce. This is suited for organizations with employees that
work on shifts, which makes tracking of time and attendance
critical to comply with labor laws. Strategic HR, on the other
hand provides a more advance and strategic tool for
recruitment, training and development, and performance
management. It is aimed at maximizing human resources and
retaining them (Appendix A).
The choice of appropriate HRIS solution may depend on the
company’s current situation. Appendix B shows the differences
among small, medium, and large scale enterprises that may
serve as determinant on what HRIS solution would be
appropriate for each one (Institute Empowering Medium
Business, n.d.). For smaller (<100 employees) to medium size
businesses (100-999 employees) struggling to manage growth,
such as the case of Castle’s Family Restaurant, it is advisable to
prioritize the immediate need of eliminating paper and manual
driven process, and getting employee records and basic
compensation and benefits right. This will help the business
owners and management to concentrate on their strategic plan to
grow the company, and at the same time ensure compliance with
labor laws. Capital may also be limited at this stage that
investment in IT technology such as HRIS would have to be
rationed in proportion to other business priorities. Given this,
if management have to prioritize their choice, the Core HR,
specifically Payroll software application (Figure 2) could be the

2. best solution for them in the meantime.
Figure 2
Source: http://www.softwareadvice.com/ca/hr/payroll-software-
comparison/
It should be noted however that as the company continues to
grow into the category of large scale companies with access to
more capital, the concerns would be more for the long term
sustainability of the business’ success. In people terms, this
means ensuring that recruitment of/existing employees are fit
for their positions, continually trained, kept happy, and are
retained to achieve company goals. This is where Strategic HR
application of HRIS is best suited to address these
considerations. With this in mind, when beginning to choose
any HRIS system, it is advisable to consider factors such as
scalability and flexibility of the system to accommodate
expansion of the organization and integration of current system
to other HRIS softwares should the company pursue purchasing
Strategic HR applications later on (Westfall, 2015).
· Acquiring HRIS vs. Outsourcing
When deciding to automate HR payroll processes to ensure
more reliable system that delivers payments of salaries and
benefits to employees quickly and on-time, any size company
may opt to outsource or have their own payroll system. A
separate cost-benefits analysis may have to be done to
determine what fits the organization’s need. It should be noted
however, that while outsourcing could be cheaper, it has a
setback, as it entails a company losing control and flexibility on
its payroll processes (Westfall, 2015).
In this case, it is assumed that the company has done its
analysis and decided to acquire its own payroll system. The
overriding consideration is the need to customize the system to
suit the growing operation of the restaurant.
· Comparison of Viable HRIS Payroll Applications

3. There are numerous HR software companies in the market
offering customized HRIS applications. At the same time, the
industry is also undergoing consolidation which provides an
opportunity for buyers to benefit from integrated solutions by
bigger and stable companies (Westfall, 2015). Among the
highly recommended vendors by users of HRIS Payroll
applications are (Software Advice, 2015):
· Microsoft Dynamics CRM
Microsoft Dynamics CRM offers Vista HRMS to medium to
large size companies. It rates 4.5 stars out of 5, perfect in
pricing, recommended by 83% of the 3 reviewers. Software
Advice (2015) notes that the system “Vista HRMS® is ideal for
organizations with at least 250 employees that need a complete
and integrated suite of human resources, recruiting, benefits and
payroll and self-service software. The system is browser-based
and can easily be configured to meet the unique needs of your
organization.” The reports can be customized, user privileges
can be specified, U.S. and Canadian employees can be handled
in one database, and more importantly, the system is flexible to
expand to full HRMS solution to be able to streamline and
manage any organization’s employment cycle, from hiring to
termination. The software runs on .NET framework and hosted
by PDS. It is deployable under SaaS environment and
applicable to broader industry segments (Software Advice,
2015).
On the negative side of the customer feedbacks, one found
difficulty in having COBOL-based reports rather than on an
SQL in terms of system compatibility. Another one cautioned
on having insufficient know-how training since it was
conducted by a third party, i.e., not PDS. Price was also raised
as an issue as the cost could be more than “what an average

4. business can afford” (Software Advice, 2015).
· APS Online
In the business for more than twenty years, Automatic Payroll
Systems, Inc or APS offers APS Online, which seems to be a
popular module for small to medium size businesses. Out of 39
reviews, it gathered an overall rating of 4.5 stars out of 5, 3 out
of 5 in terms of price, and is highly recommended by 94% of the
reviewers (Software Advice, 2015).
APS Online Software offers online as well as cloud-based
solution for HR management that is scalable to any company
size. It has flexible tools for managing payroll, time,
attendance and absence management. Database is centralized
and reports can likewise, be customized. Online APS can also
be accessed by employees and managers through their
smartphone or table. With additional features, the system is
also flexible to integrate Strategic HR applications in the future,
such as performance reviews and people solutions that track
from “hire to retire”. APS runs on its EIP platform and the
company offers integration support. It is known to be suitable
for restaurants, healthcare, oil and gas, wholesale and supply
companies, as well as non-profit organizations. They are also
noted for their great customer support service (Software Advice,
2015).
On the negative side, only one reviewer noted that some of its
features and reports were not suited to their needs. But most
had excellent reviews for the company’s product and customer
service (Software Advice, 2015).
Although the features of Vista HRMS and APS may be similar,
the price and service may be critical in the deciding which one
to go for. For a smaller service company like the case in focus,
it may be advisable to go with APS. The company and its HR

5. solution seem to be abreast with technological innovation.
They are focused on service companies, and scalable to
accommodate growth. The excellent reviews about their
customer support are also a plus especially for first-time
adopter of technology innovation in HR management, which
could entail a lot of changes in the internal processes, hence—
the assistance to make the change work.
Reference:
Westfall, B (2015). Compare Human Resources Software
Systems. Software Advice. Retrieved
from. http://www.softwareadvice.com/ca/hr/
Institute Empowering Medium Business (n.d.). Understanding
Medium Enterprise. Retrieved
from http://www.m-institute.org/m_institute/understanding-
medium-enterprise.html
Software Advice, Inc. (2015). Compare Payroll Software
Systems. Retrieved from
http://www.softwareadvice.com/ca/hr/payroll-software-
comparison/
RUNNINGHEADER: CASTLE’S FAMILY RESTAURANT
BUSINESS PLAN 18
Castle’s Family Restaurant: Business Plan
Group 3
Coreen Bowser
Mardrice Doctor
Nely Escobar
Paula Gower
Kristen Griggs

6. Chanisa Hobson
Ladessa Sanchez
Francisco Valle
DeVry University
November 10, 2017, 2017
Table of Contents
Item
Page #
Table of Contents
2
Executive Summary
3
Introduction
4
Company Review
5
Business Analysis
7
HRIS Type/Comparison
9
HRIS Recommendation
12
Conclusion
14
References
15
Executive Summary

7. Introduction
Castle’s Family Restaurant is a thriving establishment with
eight locations, and goals of expanding in the near future.
Although the company is profitable, they are feeling the effects
of expansion in the Human Resources Department. At this time
the operations manager, Jay Morgan, is also acting as the HR
manager. Each week, Mr. Morgan travels to every location,

8. which takes a toll on him in gas and travel costs. He uses a
manual system for payroll, but wants to find alternative ways to
save time and money. Mr. Morgan also feels having a central
main office will be positive for the employees.
The Castle’s Family Organization will greatly benefit from
implementing a Human Resources Information System (HRIS)
for their HR processes. The HRIS software will give Mr.
Morgan the capability of managing the majority of his HR
duties from a main office. Reduced travel time and travel costs
will allow Mr. Morgan to utilize his time more efficiently and
effectively. The HRIS software will aide in this by reducing the
chance of human error when calculating employee’s work hours,
distributing payroll checks, and filing taxes.
Company Review

9. Business Analysis

10. HRIS Type/Comparison
There are three main types of HRIS applications. These are
Core HR, Workforce Management, and Strategic HR or Talent
Management (Westfall, 2015). The Core HR covers the day-to-
day HR functions of any scale and type of business operation,
i.e., administration of salaries and benefits, tax filing
compliance and personnel tracking. Workforce management
offers software solution to aid in scheduling and tracking
workforce. This is suited for organizations with employees that
work on shifts, which makes tracking of time and attendance
critical to comply with labor laws. Strategic HR, on the other
hand provides a more advance and strategic tool for
recruitment, training and development, and performance
management. It is aimed at maximizing human resources and
retaining them (Appendix A).
The choice of appropriate HRIS solution may depend on the
company’s current situation. Appendix B shows the differences
among small, medium, and large scale enterprises that may
serve as determinant on what HRIS solution would be
appropriate for each one (Institute Empowering Medium
Business, n.d.). For smaller (<100 employees) to medium size
businesses (100-999 employees) struggling to manage growth,
such as the case of Castle’s Family Restaurant, it is advisable to
prioritize the immediate need of eliminating paper and manual
driven process, and getting employee records and basic
compensation and benefits right. This will help the business
owners and management to concentrate on their strategic plan to
grow the company, and at the same time ensure compliance with
labor laws. Capital may also be limited at this stage that
investment in IT technology such as HRIS would have to be

11. rationed in proportion to other business priorities. Given this,
if management have to prioritize their choice, the Core HR,
specifically Payroll software application (Figure 2) could be the
best solution for them in the meantime.
Figure 2
Source: http://www.softwareadvice.com/ca/hr/payroll-software-
comparison/
It should be noted however that as the company continues to
grow into the category of large scale companies with access to
more capital, the concerns would be more for the long term
sustainability of the business’ success. In people terms, this
means ensuring that recruitment of/existing employees are fit
for their positions, continually trained, kept happy, and are
retained to achieve company goals. This is where Strategic HR
application of HRIS is best suited to address these
considerations. With this in mind, when beginning to choose
any HRIS system, it is advisable to consider factors such as
scalability and flexibility of the system to accommodate
expansion of the organization and integration of current system
to other HRIS softwares should the company pursue purchasing
Strategic HR applications later on (Westfall, 2015).
Acquiring HRIS vs. Outsourcing
When deciding to automate HR payroll processes to ensure
more reliable system that delivers payments of salaries and
benefits to employees quickly and on-time, any size company
may opt to outsource or have their own payroll system. A
separate cost-benefits analysis may have to be done to
determine what fits the organization’s need. It should be noted
however, that while outsourcing could be cheaper, it has a
setback, as it entails a company losing control and flexibility on
its payroll processes (Westfall, 2015).

12. In this case, it is assumed that the company has done its
analysis and decided to acquire its own payroll system. The
overriding consideration is the need to customize the system to
suit the growing operation of the restaurant.

13. HRIS Recommendation
Ascentis is a user friendly HRIS solution that will help the
Castle Family Restaurants provide Mr. Morgan the ability to
manage employee data and benefits enrollment with a single
point of data entry. Ascentis is cloud-based, dependable, and a
user friendly program which also allows for time card and
vacation hour tracking, scheduling, tracking recruiting data, and
will increase employee engagement and satisfaction through
self-service. Mr. Morgan will also save time because the HRIS
supports online benefit enrollment, which will save him time by
eliminating unnecessary paperwork, and increasing the accuracy
and speed of the process.
Applicants will be easier to track and will also be able to apply
online. This will give Mr. Morgan time to review the candidates
he is interested in speaking with for open positions. He will also
be able to add notes and track the onboarding stages for a
candidate. Most of the onboarding paperwork is able to be
completed before the employees’ first day. With the paperwork
ready, the new hires will only need to review and sign then
move on to training. This process will save on training salaries
for both the employee and the new hire.
Ascentis Payroll is processed in real-time and has 100%
accuracy. With live processing and instantaneous auditing,
Ascentis can reduce payroll processing time by as much as 30%.
Ascentis allows for payroll to process at anytime, anywhere,
and as many times as required to ensure complete accuracy.
There is no need to transmit data to a processing center, no
batch uploads and no transmission windows. Ascentis Payroll is
synchronized with Ascentis HR and can interface with Ascentis
Timekeeper or other time and attendance systems. Ascentis
Timekeeper offers the most up-to-date technology and

14. timekeeping software for companies of all sizes. With powerful
workforce management software and a wide selection of data
collection devices, supervisors and managers gain transparency
and control of their workforce with a dashboard view that shows
them attendance exceptions, time-off requests, daily punches,
and much more. (https://www.comparehris.com/ascentis/)
Mr. Morgan will have each of the restaurant managers trained
on Ascentis so that they can train the employees. The employees
will be trained on the self-service portal. They will be able to
pull their schedules the same day Mr. Morgan enters them into
the system because Ascentis is real time. Time cards and time
off balances will also be available with real time accumulations.
The employees will learn how to set-up direct deposit, or the
option of setting up a Global Cash Card
(https://www.globalcashcard.com/) in lieu of a bank account.
Finally, Ascentis is designed for a mid-size company such as
Castle Family Restaurants and has been in business for over 20
years with excellent reviews from previous and current clients.
Mr. Morgan did through research and found the reviews for
Ascentis were higher. Ascentis will pay for itself in less than a
year because Mr. Morgan will no longer be traveling weekly to
each of the restaurants. Mr. Morgan has agreed that Ascentis is
the HRIS best for him and the mid-size restaurant chain he is in
charge of operating.

15. Conclusion
References
“Are You Ready to Take Your Company Paperless?” Global
Cash Card - The Leader in Custom Paycard

16. Solution
s, www.globalcashcard.com/.
Institute Empowering Medium Business (n.d.). Understanding
Medium Enterprise. Retrieved
from http://www.m-institute.org/m_institute/understanding-
medium-enterprise.html
Powerful Integrated HCM