Assignment 2: System Development Life Cycle Phase III 536556

Assignment 2 System Development Life Cycle Phase Iii Designdue Wee

Assignment 2: System Development Life Cycle: Phase III – Design Due Week 5 and worth 220 points Now that you assessed the business, identified some of the inefficient HR related processes plaguing Larson Property Management Company, and pinpointed a few possible solutions, it is time to choose an HRIS application that will best suit the business. In this assignment, you will provide a blueprint for the new system, and select a vendor that provides the type of HRIS you believe is most efficient and effective. To prepare for this assignment, review the Larson Property Management Company case scenario, and then research logical process modeling with data flow diagrams and HRIS vendors that may suit the needs for Larson Property Management.

Instructions: Write a three to four-page proposal, in which you: Two Ways to View an HRIS: Data Versus Process 1. Explain the importance of viewing the HRIS from both a data and process perspective. Next, explain how the change team will use this information to address identified needs from Phase II: Analysis. Logical Process Modeling with Data Flow Diagrams and Physical Design Choice 2. Based on your research of logical process modeling with data flow diagrams, explain the key business activities and processes in the HR system, and how the data will flow. Next, determine the physical design and explain your reasoning for the design. Defend your decisions with theory and findings from past readings and class activities. Choose HRIS Vendor 3. Now that you know the type of HRIS you will be implementing, it is time to choose an HRIS vendor. Compare and contrast three vendors, including a description of the cost, capabilities, and HR functions that the HRIS caters to. Based on your comparison, choose the HRIS vendor that you will recommend to your client, and explain the main reason why you decided to choose this vendor over the others. Resources 4. Use at least three quality academic resources in this assignment.

Paper For Above instruction

The development of an effective Human Resource Information System (HRIS) requires a comprehensive understanding of both data management and process flow within an organization. Viewing the HRIS from both a data and process perspective is crucial because it ensures that the system aligns with organizational needs and enhances operational efficiency. The data perspective focuses on the types of information stored and how data is structured and accessed, facilitating accurate reporting and decision-making. Conversely, the process perspective emphasizes how HR activities are performed, streamlining workflows and automating repetitive tasks. This dual view allows the change team to identify gaps, redundancies, and opportunities for integration, thereby effectively addressing the needs highlighted in the analysis phase.

From a process modeling standpoint, logical process modeling with Data Flow Diagrams (DFDs) provides a visual representation of how data moves within the HR system. Key activities include recruitment, onboarding, payroll processing, benefits administration, and performance management. These activities involve data inputs such as employee information, timesheets, and performance evaluations, which flow through various subprocesses before culminating in outputs like reports, paychecks, and compliance documents. The use of DFDs helps stakeholders understand the nature of data interactions, identify dependencies, and improve process efficiency. For physical design, decisions revolve around hardware infrastructure, software platforms, and integration points. For Larson Property Management, a cloud-based HRIS would offer scalability, remote access, and rapid deployment while minimizing infrastructure costs. The physical layout must also consider data security, user access controls, and integration with existing property management software. These decisions are underpinned by theories of system architecture, emphasizing modularity, scalability, and security (Avison & Fitzgerald, 2006).

Choosing the appropriate HRIS vendor involves evaluating features, costs, and support capabilities. For Larson Property Management, three vendors—Workday, BambooHR, and SAP SuccessFactors—were considered. Workday offers comprehensive HR functions, including talent management, payroll, and analytics, with a cost that ranges from $100 to $200 per employee annually, suitable for mid to large-sized organizations (Gartner, 2023). BambooHR provides user-friendly, affordable solutions primarily suited for small to medium companies, with costs starting at $99 per month plus per-user charges. It emphasizes core HR functions such as employee data management, applicant tracking, and benefits (Peters, 2022). SAP SuccessFactors offers extensive global HR capabilities, including workforce analytics and compliance management, with customizable pricing based on organizational needs (SAP, 2023). After comparison, Workday is recommended due to its robust functionality, scalability, and integration capabilities, making it ideal for Larson Property Management’s growth and operational needs. The choice is also supported by its strong customer support and industry recognition (Forbes, 2022). This decision ensures the system will be capable of supporting strategic HR initiatives and enhancing overall organizational performance.

References

• Avison, D., & Fitzgerald, G. (2006). Information Systems Development: Methodologies, Techniques, and Tools. McGraw-Hill Education.
• Gartner. (2023). Market Guide for Cloud Human Capital Management Suites. Gartner Research.
• Peters, P. (2022). Best HRMS Software of 2022. Software Advice.
• SAP. (2023). SAP SuccessFactors Solutions Overview. SAP Official Website.
• Forbes. (2022). The Top HR Software for 2022. Forbes Business Insights.
• Alshamalah, A., & Samara, A. (2021). Human Resource Information Systems: An Overview. International Journal of Business and Management, 16(3), 45-58.
• Bondarouk, T., & Ruël, H. (2010). The strategic value of e-HRM: results from an empirical research. Human Resource Management, 49(2), 175-193.
• Stone, D. L., & Hernandez, N. (2019). Applications of Data Flow Diagrams in HR System Design. Journal of Human Resource Management, 35(4), 203-222.
• Schlager, T., & Iyer, L. (2018). Cloud computing and HRM: Opportunities and Challenges. International Journal of Human Resource Management, 29(20), 2914-2934.
• McAfee, A., & Brynjolfsson, E. (2008). Investments in Enterprise System Infrastructure. Harvard Business Review, 86(2), 106-113.