Now That You Have Assessed The Business, Identified Some Of ✓ Solved

Now That You Have Assessed The Business Identified Some Of

Now That You Have Assessed The Business Identified Some Of

Now that you have 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.

Importance of Viewing HRIS from Data and Process Perspectives

When implementing a Human Resource Information System (HRIS), it is crucial to consider both the data and the processes involved. The data perspective focuses on the information that is stored and managed within the HRIS, such as employee records, payroll data, performance metrics, and compliance documentation. This perspective ensures that the HRIS can effectively manage, secure, and retrieve critical data needed for decision-making and operational efficiency.

Conversely, the process perspective emphasizes the workflows and procedures that the HRIS will support. This includes hiring processes, onboarding, payroll processing, benefits administration, and performance evaluations. Understanding these processes helps in designing a user-friendly interface and ensures that the system aligns with the strategic goals of the organization.

The change team will use this dual perspective to address the identified needs from Phase II: Analysis. By understanding how data flows through the organization and how processes interact with that data, the team can identify potential bottlenecks and inefficiencies. This comprehensive view aids in designing an HRIS that not only addresses current challenges but also supports future growth and scalability.

Logical Process Modeling with Data Flow Diagrams

Logical process modeling with data flow diagrams is a powerful tool for understanding and visualizing key business activities and processes within the HR system. A data flow diagram (DFD) illustrates how data moves through the system, showcasing inputs, outputs, processes, and storage. For Larson Property Management Company, key business activities include recruitment, employee onboarding, payroll processing, performance management, and compliance tracking.

In the context of the HRIS, recruitment processes would be depicted to show how applications are received, screened, and processed. Similarly, onboarding would highlight the data flow from the moment an employee is hired to the completion of their training and integration into the company culture. Each of these activities will have specific data inputs (e.g., resumes, tax forms, employee handbooks) and outputs (e.g., reports, payroll information, compliance documents).

Regarding the physical design of the HRIS, it is important to consider the technical architecture that will best support these processes. A cloud-based solution may be recommended due to its scalability, accessibility, and cost-effectiveness. This design allows for real-time data updates and contributes to improved collaboration among HR team members and other stakeholders. Factors such as security, user access levels, and integration capabilities with other systems (e.g., accounting software) will also inform this decision based on the best practices observed in past readings and class activities.

HRIS Vendor Comparison

After identifying the type of HRIS needed, the next step is to select a vendor that meets the requirements of Larson Property Management. Three potential HRIS vendors are compared: ADP Workforce Now, BambooHR, and Workday.

1. ADP Workforce Now

ADP Workforce Now offers a comprehensive HRIS solution that includes functionalities for payroll, benefits administration, talent management, and compliance. The pricing model typically starts around $62 per employee per month, with additional costs for extra modules. ADP is well-suited for various HR functions and is highly scalable, making it a good fit for growing businesses.

2. BambooHR

BambooHR specializes in small to medium-sized businesses, providing an intuitive user interface with strong capabilities in employee self-service, time-off tracking, and performance management. The cost starts at approximately $99 per month for a base subscription, and it allows for easy customization and integration. While BambooHR is user-friendly, it may lack some advanced payroll features compared to others.

3. Workday

Workday is a robust HRIS favored by larger organizations due to its advanced analytics, financial management, and extensive reporting capabilities. The starting cost for Workday can vary significantly based on the size and needs of the organization, but it's generally higher than the alternatives. Workday is a powerful option, especially for organizations looking for deep analytical insights and complex workforce planning.

Recommendation

After comparing the three vendors, I would recommend ADP Workforce Now as the preferred HRIS solution for Larson Property Management Company. The main reason for this choice is its comprehensive functionality, which addresses all the HR needs identified in the analysis phase. ADP’s strong reputation for reliability, support, and scalability aligns well with the company’s aspirations for growth and operational efficiency. Additionally, ADP’s robust reporting capabilities would provide valuable insights to help optimize HR operations further.

Conclusion

In conclusion, selecting an appropriate HRIS is crucial for the success of Larson Property Management Company. By understanding both the data and process perspectives, utilizing logical process modeling, and carefully comparing vendor options, the company can make an informed decision that will significantly enhance its HR operations.

References

  • ADP. (2023). ADP Workforce Now. Retrieved from https://www.adp.com
  • BambooHR. (2023). BambooHR HR Software. Retrieved from https://www.bamboohr.com
  • Workday. (2023). Workday HCM. Retrieved from https://www.workday.com
  • Kavanagh, M. J., & Thite, M. (2015). Human Resource Information Systems: Basics, Applications, and Future Directions. SAGE Publications.
  • Chartered Institute of Personnel and Development (CIPD). (2023). The Role of HR Technology in Business. Retrieved from https://www.cipd.co.uk
  • Schmidt, M. & Vandenberghe, C. (2017). Evaluating the Effectiveness of HRIS. Journal of Human Resources Management, 5(2), 47-56.
  • Gupta, V. (2022). Leveraging HR Technology for Enhancing Employee Experience. International Journal of Business Information Systems, 29(1), 12-29.
  • Pillai, R. & Sharma, A. (2021). Data Security in HRIS: The Path Forward. Journal of Technology Management, 36(3), 204-218.
  • Saeed, S. et al. (2019). Analyzing the Impact of HRIS on Organisational Performance. Applied Research in Quality of Life, 14(4), 1025-1047.
  • Odeh, K. & Hatuqa, H. (2020). Future Trends in HRIS: Integrating AI and Big Data. Journal of Information Technology, 43(2), 189-198.

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