Assignment 1 Read The Details Of The Larson Property Managem

Assignment1read The Details Of The Larson Property Management Company

Assignment 1. Read the details of the Larson Property Management Company case scenario on pages 114–115 of the textbook. The Chief Executive Officer, Mr. Larson, and the Chief Financial Officer, Ms. Johnson, would like to increase the efficiency and effectiveness of the HR functions, as well as reduce overall HR costs. Mr. Larson and Ms. Johnson would like you, the HR Director, to serve as the change agent of the project. In this assignment, you will develop a plan and analysis (planning and analysis phases of the Systems Development Life Cycle (SDLC)) of the current business based on the details of the scenario. Instructions: Write a two to three-page proposal, in which you:

Introduction and Plan

1. Detail the current situation for the company, focusing on the issues that the organization is currently facing from using a legacy HRIS. Explain your plan for moving forward to address these issues.

Needs Analysis

2. Based on the issues the organization is currently facing, identify the new system needs. Identify change team members who will help identify system needs and specify their roles and responsibilities.

Interview, Questionnaire, Observation, or Focus Group

3. Determine how additional data will be collected regarding system needs. Determine how the change management team will collect data during the exploration phase. Specify if team members will use interviews, questionnaires, observations, and/or focus groups to collect data from end users. Provide at least five essential questions that will be asked of end users via interview, questionnaire, observation, or focus group.

Conclusion

4. Explain two to three reasons why the company would benefit from adopting an HRIS. Focus on how the HRIS would address the current HR needs of the organization.

Resources

5. Use at least two quality academic resources in this assignment.

Note: Wikipedia and similar websites do not qualify as academic resources. Your assignment must follow these formatting requirements: · Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.

Paper For Above instruction

Larson Property Management, one of California’s largest property management firms, faces significant operational challenges due to its outdated Human Resource Information System (HRIS). The company’s rapid expansion over the past five years—from fewer than 100 employees to over 1,000—has exposed the limitations of its legacy HRIS, which was implemented a decade ago when the organization was much smaller. The existing system’s limited storage capacity and minimal functionalities have hindered efficient management of applicant and employee data, leading to administrative inefficiencies, increased errors, and delays in recruitment and employee management processes. As Larson Property Management aims to enhance its HR functions and reduce costs, implementing a modern, integrated HRIS becomes imperative to support its ongoing growth and operational demands.

The current situation reveals that the legacy HRIS requires manual data entry for recruiting purposes, as applicants’ files are still passed around physically, leading to misplaced or lost records. This manual process is time-consuming and error-prone, impacting workforce planning, compliance, and overall HR efficiency. To address these issues, a comprehensive plan should encompass a transition from the manual and limited existing system to a cloud-based, integrated HRIS solution featuring robust applicant tracking and e-HR functionalities. The transition will involve detailed planning, needs analysis, team formation, and data collection to ensure the new system aligns with organizational goals. The plan includes engaging key stakeholders such as HR staff, IT professionals, and end users to identify specific needs, prioritize features, and develop a phased implementation roadmap that minimizes disruptions during the switch-over.

In the needs analysis phase, the company requires a sophisticated applicant tracking system (ATS) capable of managing the entire recruitment pipeline electronically—from requisition approval to onboarding. Such a system will enable automatic resume screening, centralized applicant database, real-time tracking of candidates, and automated reporting for management decision-making. Additionally, the HRIS should include e-HR functionalities, such as posting jobs online, accepting applications through web portals and kiosks, and providing remote access to authorized personnel via web browsers. To accurately identify specific system needs, the change team—comprising HR managers, IT specialists, and end-user representatives—will perform comprehensive data collection using various methods.

The team will employ interviews, questionnaires, observations, and focus groups to gather nuanced insights from end users, including HR staff, recruitment managers, and applicants. Five pivotal questions to guide data collection include: “What challenges do you face with the current HRIS?”, “Which features are most critical for your recruitment tasks?”, “How do you currently access HR data, and what improvements are needed?”, “What concerns do you have about moving to a new system?”, and “What additional functionalities would streamline your HR processes?”. These questions will facilitate understanding of user requirements, pain points, and expectations, forming the basis for designing a system optimized for efficiency and user-friendliness.

Adopting a new HRIS will provide Larson Property Management with several key benefits. First, it will drastically improve data accuracy and accessibility, reducing administrative workload and minimizing errors associated with manual data entry. Second, the automated processes will accelerate recruitment, onboarding, and employee management, leading to faster decision-making and enhanced productivity. Third, the system’s reporting capabilities will support strategic HR initiatives, compliance requirements, and performance evaluations. Overall, a modern HRIS aligns with the organization’s growth trajectory, supporting scalable HR operations and helping maintain competitive advantage in the dynamic property management industry.

References

• Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
• Snell, S., & Bohlander, G. (2019). Principles of Human Resource Management (18th ed.). Cengage Learning.
• Haines, S. G., & McKinney, W. (2020). Human Resource Information System (HRIS): Challenges and Opportunities. Journal of Human Resources & Sustainability Development, 8(4), 221-234.
• Kavanagh, M. J., Thite, M., & Johnson, R. D. (2017). Human Resource Information Systems: Basics, Applications, and Future Directions. Sage Publications.
• Bailey, T., & Kurland, N. B. (2020). Enhancing HR Information Systems: Strategies for Effective Implementation. Journal of Management Information Systems, 36(2), 412-439.