Assignment 2: System Development Life Cycle Phase III 726194

Assignment 2 System Development Life Cycle Phase Iii Designnow Tha

Write a three to four-page proposal, in which you:

  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.
  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.
  3. Compare and contrast three HRIS 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.
  4. Use at least three quality academic resources in this assignment. Follow APA formatting for citations and references.

Paper For Above instruction

The effective management of Human Resource Information Systems (HRIS) is pivotal for streamlining HR operations and enhancing organizational efficiency. Viewing HRIS from both a data and process perspective provides a comprehensive understanding that facilitates better decision-making and system design. The data perspective emphasizes the importance of accurate, secure, and accessible information, which is essential for reporting, compliance, and strategic planning. Conversely, the process perspective focuses on the workflows, activities, and interactions involved in HR functions, ensuring that the system supports and optimizes these processes.

Understanding data is foundational; it involves recognizing the types of information the HRIS will manage, such as employee records, payroll data, benefits information, and performance metrics. Analyzing how this data is stored, retrieved, and secured ensures the system maintains data integrity and confidentiality. From the process viewpoint, mapping out workflows—like recruitment, onboarding, performance appraisal, and termination—helps identify inefficiencies and areas needing automation or improvement (Kavanagh, Thite, & Johnson, 2019). The change team can leverage insights from both perspectives to develop a system that accurately reflects current processes and supports future enhancements, aligning technology with organizational goals.

Logical process modeling with Data Flow Diagrams (DFDs) is instrumental for visualizing and analyzing HR processes. At the core, several key activities define HR operations: recruitment management, employee record keeping, benefits administration, time and attendance tracking, and training management. For example, during recruitment, the process involves job requisition, applicant tracking, interview scheduling, and hiring decisions. Data flows through various entities: HR staff, hiring managers, candidates, and external agencies, with data being inputted, processed, and stored in the HRIS. DFDs illustrate this movement, showing processes, data stores, data flows, and external entities, thus enabling clear communication among stakeholders (DeMarco & Yourdon, 1979).

Physically, the HRIS design must consider hardware infrastructure, database management systems, user interface, and security protocols. A client-server architecture is often suitable, providing centralized control and remote access. Cloud-based solutions are increasingly favored due to scalability, cost-effectiveness, and minimal maintenance requirements (Svetlik & Nankervis, 2019). The physical design should optimize response times for users, protect sensitive data through encryption and access controls, and incorporate redundancy for system reliability. Such decisions are grounded in technical theory and align with industry best practices.

Choosing the right HRIS vendor involves evaluating options against organizational needs and criteria such as cost, capabilities, integration abilities, and HR functions. For this analysis, three vendors—Workday, SAP SuccessFactors, and BambooHR—were examined. Workday is known for its comprehensive enterprise solution, robust analytics, and cost, which can be significant for small to medium-sized businesses. SAP SuccessFactors offers extensive global HR functions and integration with SAP ERP systems but involves higher implementation costs and complexity. BambooHR presents an affordable, user-friendly solution tailored mainly for small organizations, focusing on core HR functions like applicant tracking, employee records, and time-off management (García & Miralles, 2020).

After thorough comparison, Workday emerges as the recommended vendor due to its scalability, advanced analytics, and comprehensive HR functionalities. Its ability to seamlessly integrate diverse HR processes, facilitate global compliance, and support extensive customization makes it suitable for Larson Property Management’s growth trajectory. Although the initial investment is higher, the long-term benefits of automation, real-time reporting, and user-centric design justify the choice. thus, the decision aligns with the strategic emphasis on operational efficiency and data-driven HR practices (Klaus, 2021).

In conclusion, adopting a holistic view of HRIS—considering both data and process perspectives—enables organizations to design effective systems that align with their strategic goals. Logical process modeling via DFDs provides clarity on workflows and data flow, guiding physical design decisions grounded in best practices. Furthermore, selecting an appropriate vendor like Workday ensures that Larson Property Management can leverage advanced HR functionalities to enhance its operations and sustain growth in a competitive market.

References

  • DeMarco, T., & Yourdon, E. (1979). Structured Analysis and Design. Yourdon Press.
  • García, R., & Miralles, F. (2020). HRIS Implementation and Vendor Selection. Journal of Human Resources Management, 34(2), 112-129.
  • Kavanagh, M. J., Thite, M., & Johnson, R. D. (2019). Human Resource Information Systems: Basics, Applications, and Future Directions. Sage Publications.
  • Klaus, J. (2021). Choosing the Right HRIS for Enterprise Growth. International Journal of Business Technology, 45(3), 221-237.
  • Svetlik, I., & Nankervis, A. (2019). Cloud-based HR Information Systems: Strategic Implementation. Journal of Strategic HRM, 18(4), 55-68.

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