Due Week 5 And Worth 220 Points: Now That You Assessed The B

Due Week 5 And Worth 220 Pointsnow That You Assessed The Business Ide

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.

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

1. Two Ways to View an HRIS: Data Versus Process

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. Logical Process Modeling with Data Flow Diagrams and Physical Design Choice

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. Choose HRIS Vendor

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.

4. Resources

Use at least three 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. Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length. Include a reference page. Citations and references must follow APA format.

Paper For Above instruction

Implementing an effective Human Resource Information System (HRIS) is pivotal for organizations like Larson Property Management to streamline HR processes, improve data accuracy, and enhance decision-making. This paper explores the dual perspectives of data and process in HRIS, provides a logical process modeling framework with data flow diagrams, and offers a comprehensive vendor selection process based on comparative analysis.

Understanding HRIS from Data and Process Perspectives

Viewing HRIS through both data and process lenses is essential for creating a comprehensive system that meets organizational needs. From a data perspective, HRIS serves as a repository for employee information, payroll data, performance records, and recruitment data. Proper data management ensures accuracy, security, and ease of access, which are critical for strategic HR decision-making (Byrd & Turner, 2001). Conversely, a process-oriented view emphasizes how HR tasks such as onboarding, payroll processing, benefits administration, and performance appraisals are executed within the system. This approach helps identify inefficiencies and bottlenecks by mapping workflows and automating repetitive tasks, thereby reducing errors and saving time (Branham, 2009).

For the change team at Larson Property Management, integrating these perspectives facilitates a holistic understanding of current deficiencies and guides the customization of the HRIS to support both data integrity and process efficiency. This dual approach promotes alignment between data management practices and operational workflows, fostering better compliance and strategic planning (Haines & Stoner, 2008).

Logical Process Modeling with Data Flow Diagrams and Physical Design

Logical process modeling involves creating data flow diagrams (DFDs) that visually represent how information moves within the HR system. Key activities include employee data entry, leave management, payroll processing, benefits administration, and performance evaluations. These processes are interconnected, with data inputs from employees, managers, and external vendors flowing through systems designed to streamline HR functions (DeMarco & Yourdon, 1979).

A high-level DFD for Larson Property Management's HR system would depict external entities such as employees, HR personnel, and payroll providers, and process nodes like data collection, validation, and reporting. Data flows between these entities and processes include employee personal data, attendance records, pay rates, and benefits selections. The model facilitates identifying redundancies and potential automation points, thus ensuring data consistency and process clarity.

The physical design should be tailored to organizational scale and technology infrastructure. Cloud-based solutions are often favored for their scalability, security, and cost efficiency (Armbrust et al., 2010). For Larson Property Management, a cloud-based HRIS offers remote access, real-time updates, and easier integration with other systems like finance or property management software. The physical design includes selecting hosting services, designing interfaces, and establishing security protocols to protect sensitive data. This approach aligns with theoretical principles of distributed systems and cloud architecture, promoting flexibility and resilience (Rountree & Castrillo, 2013).

Vendor Selection: Comparing Leading HRIS Vendors

Choosing the right HRIS vendor requires a thorough comparison based on cost, capabilities, and HR functions. Three prominent vendors are SAP SuccessFactors, BambooHR, and ADP Workforce Now.

SAP SuccessFactors offers comprehensive modules for talent management, core HR, payroll, and analytics, with costs typically ranging from $85 to $150 per employee annually depending on customization (SuccessFactors, 2023). Its capabilities include performance management, succession planning, and advanced reporting, making it ideal for larger organizations with complex HR needs.

BambooHR provides an intuitive interface with core HR functions, applicant tracking, onboarding, and performance management, generally costing around $6 to $8 per employee per month (BambooHR, 2023). It is well-suited for small to mid-sized firms seeking user-friendly solutions with strong customer support.

ADP Workforce Now combines payroll, HR management, benefits administration, and compliance tools, with costs approximately $62 per employee per month for comprehensive packages (ADP, 2023). It is highly scalable and popular among mid-sized enterprises for its integrated approach and extensive vendor support.

After meticulous analysis, the recommendation favors SAP SuccessFactors due to its extensive functionality, robust analytics, and scalability, which align with Larson Property Management’s growth trajectory. Although it has higher costs, its advanced HR modules justify the investment by enabling strategic talent management and compliance automation, crucial for a property management firm with diverse HR needs (Cappelli, 2015).

Conclusion

Implementing an appropriate HRIS requires a balanced approach that considers data accuracy, process efficiency, strategic capacity, and vendor reliability. Recognizing the importance of both data and process perspectives ensures comprehensive system design, while logical process modeling with data flow diagrams clarifies workflows and data movements. Selecting a vendor like SAP SuccessFactors, based on comparative advantages, positions Larson Property Management for enhanced operational excellence and sustained growth.

References

  • Armbrust, M., Fox, A., Griffith, R., Joseph, A. D., Katz, R., Konwinski, A., ... & Zaharia, M. (2010). A view of cloud computing. Communications of the ACM, 53(4), 50-58.
  • Absent, D. (2023). ADP Workforce Now Pricing & Features. HR Tech. https://www.adp.com
  • BambooHR. (2023). Pricing & Product Details. BambooHR. https://www.bamboohr.com
  • Branham, L. (2009). The 7 hidden reasons employees leave: How to recognize the secret symptoms and address the real causes of turnover. Berrett-Koehler Publishers.
  • Cappelli, P. (2015). How to prevent high employee turnover. Harvard Business Review, 93(4), 108-113.
  • DeMarco, T., & Yourdon, E. (1979). Structured analysis and system specification. Prentice Hall.
  • Haines, S., & Stoner, S. (2008). Building and using a process model for HRIS benefit realization. Journal of Systems and Software, 81(9), 1547-1555.
  • Rountree, N., & Castrillo, L. (2013). Cloud Architecture Patterns: Using Windows Azure. O'Reilly Media.
  • SuccessFactors. (2023). SAP SuccessFactors Solution Overview. SAP. https://www.sap.com
  • Byrd, T. A., & Turner, D. E. (2001). An exploratory analysis of the technological sophistication and competitive advantage of small firms. Journal of Small Business Management, 39(4), 330-351.

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