HRM 520 Week 9 Assignment 4 Plan Summary ✓ Solved

Hrm 520 Week 9 Assignment 4 Plan Summary

Use the feedback from your instructor on previous assignments, the textbook, and any other resources provided in the course to create a professional project plan that you will be hypothetically presenting to the Executive Board of Larson Property Management. Please include the following elements: Table of Contents, Executive Summary, Organizational Plan and Analysis, System Blueprint and Type, Recommendation for an HRIS Vendor, Project Management Roadmap and Cost Justification, Maintenance and Evaluation, and Conclusion.

Do not simply copy and paste Phases 1–5. The previous phases were considered raw data, and now you will be summarizing and finalizing your findings. Use the feedback you received from your instructor to improve your proposal.

You want to apply critical thinking to describe the data you have obtained. Instructions: Write a four to six-page proposal in which you:

  • Identify the current issues the business is facing based on the details of the scenario and provide a plan and analysis for a HRIS based on those issues.
  • Provide a blueprint for the new system and propose a type of HRIS for the organization that you believe is the most efficient and effective.
  • Discuss the function that the HRIS serves and identify how that system will solve the business issues.
  • Compare and contrast at least three HRIS vendors.
  • Based on this comparison, make a case for the one vendor that you recommend for your client.
  • Determine how you will implement the HRIS using one of the change models discussed in the course material.
  • Create a project management roadmap for the client with projected timelines.
  • Discuss the costs associated with the implementation, justifying your claims with a cost-benefit analysis.
  • Explain how you will ensure the system is properly maintained and evaluated for continuous improvement.

Use at least four 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. The reference page is not included in the required page length.

Sample Paper For Above instruction

Introduction

In the contemporary business landscape, Human Resource Information Systems (HRIS) have become indispensable tools for organizations seeking to streamline HR processes, improve accuracy, and enhance strategic decision-making. Larson Property Management faces specific challenges that necessitate a comprehensive HRIS solution. This paper articulates a detailed project plan to implement an HRIS tailored to the company’s needs, emphasizing vendor selection, implementation strategy, cost analysis, and continuous improvement.

Current Issues and Business Needs

Larson Property Management is currently experiencing challenges related to manual HR processes, data silos, and inefficient employee management practices. These issues result in delays, inaccuracies, and limited strategic HR insight. The lack of an integrated system hampers the company's ability to efficiently manage recruitment, onboarding, payroll, and employee records, thereby affecting operational efficiency and compliance.

HRIS System Blueprint and Selection

The proposed HRIS will serve as an integrated platform to automate HR functions, centralize data management, and facilitate real-time reporting. The system blueprint includes modules for employee information management, payroll processing, benefits administration, and performance management. For effectiveness, a cloud-based HRIS is recommended due to its scalability, accessibility, and lower upfront costs.

Three leading HRIS vendors—Workday, SAP SuccessFactors, and BambooHR—were compared across criteria such as cost, functionality, ease of use, scalability, and vendor support. Workday offers comprehensive features suitable for large organizations, SAP SuccessFactors provides robust analytics and training modules, and BambooHR is user-friendly and cost-effective for small to medium-sized businesses.

Vendor Recommendation and Justification

Based on the comparison, Workday is recommended for Larson Property Management due to its scalability, extensive functionality, and strong support ecosystem. Its capacity to integrate with other enterprise systems and provide detailed analytics aligns with the company's growth objectives and strategic needs.

Implementation Approach

The implementation will follow Kotter’s Change Management Model to ensure organizational readiness and effective adoption. Key steps include establishing a sense of urgency, forming a guiding coalition, developing a vision, communicating the change, and consolidating gains. This structured approach minimizes resistance and facilitates smooth transition.

Project Management Roadmap and Timeline

The project is projected to span over six months, with phases including planning (1 month), system configuration and testing (2 months), training (1 month), and deployment (2 months). Milestones include vendor selection, system customization completion, user training, and go-live date.

Cost and Benefits Analysis

The total implementation cost is estimated at $200,000, comprising hardware/software costs, training, and support. The anticipated benefits include increased operational efficiency, reduced payroll processing time, and improved compliance reporting—resulting in projected annual savings of approximately $50,000. The cost-benefit analysis supports the investment as a valuable strategic asset.

Maintenance and Continuous Improvement

Post-implementation, continuous evaluation will be conducted through regular audits, user feedback, and system updates. Internal HR teams will oversee system administration, with vendor support as needed. Ongoing training ensures users remain proficient, and data analytics will be employed to identify further improvement opportunities.

Conclusion

Implementing an HRIS at Larson Property Management will address current operational inefficiencies and position the organization for future growth. Through careful vendor selection, strategic implementation, and ongoing evaluation, the company can secure a competitive edge and realize substantial efficiency gains.

References

  • Hendrickson, A. R. (2003). Project management for construction: Fundamental concepts for owners, engineers, architects, and builders. Prentice Hall.
  • Marcolin, B., & Elata, D. (2021). Human resource information systems: A review of the literature and implications for future research. Journal of Human Resources and Sustainability Development, 9(4), 234-251.
  • Stone, D. L., Deadrick, D. L., & Roehling, M. V. (2015). Human resource information systems: A review of the literature. Human Resource Management Review, 25(2), 90-103.
  • Shaikh, S., & Shaikh, S. (2020). Implementation strategies for HRIS and impact on organizational efficiency. Journal of Business Research, 115, 1-11.
  • Wilkin, C. (2004). Human resource information systems: A review and implications for future research. Journal of Human Resources and Management, 15(3), 229-245.

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