Word’s Smith limited can achieve an improved HRMIS planning by allocating appropriate workforce for different job roles. The workforce of the company needs to be configured in such a way that the identification of the employees for specialized job roles becomes easy. The employee details should be updated based on the qualifications of the employees of mainly bookstore. The understanding of the employee requirement based on the qualification would ensure the proper segregation of workers according to part-time and full time positions. The workforce data based on the qualification of the employees will help in downsizing the company workforce (Yusof & Aziz, 2015).
The workforce details of the employees should be directly linked to performance evaluation of the employees, which will enable the management to consider various restructuring decision in future. The information from the performance evaluation technique can provide valuable information in assessing the most efficient employees for timely delivery of tasks. In this way the employees with greater efficiency can be allocated to a part time job role as they can complete an order processing in shortest time possible. Word’s Smith existing database should be updated along with mainly bookstore and with this amalgamation the qualification of the employees should also be updated. This strategy of workforce information will facilitate greater flexibility in decision making in terms of the job allocation of the employees in different department within the existing retail chain locations. In order to ensure the complete updating procedure, the employees should be informed to update their academic background, Alma matter, past experience and key skills. The improvement in the existing HRMIS system can be brought by recognizing the employees best suited for a particular job role. This will enable the employees to be allocated in specialized departments of Word’s Smith limited. The downsizing process through converting the full time employees into part-time employees would ensure that not only the cost is reduced but the efficient allocation of the employees into specific job roles would help the company perform in a better way and meet the targets in time of seasonal fluctuation. The reallocation of the employees into part-time and full time through HRMIS would also prevent the company to retrench the existing employees for the existing companies (Yu, 2012).
Yu, Y. (2012, May). The Progress of Human Resource Management Information System. In Proceedings of the 2012 3rd International Conference on E-Business and E-Government-Volume 03 (pp. 1093-1096). IEEE Computer Society.
Yusof, M. M., & Aziz, K. A. (2015). Evaluation of Organizational Readiness in Information Systems Adoption: A Case Study. Asia-Pacific Journal of Information Technology and Multimedia, 4(2).