Overview: Now That You Have Assessed The Business, Identifie ✓ Solved

Overview Now that you have assessed the business, identified

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. To prepare for this assignment, review the Larson Property Management Company case scenario on pages 114–115 of the textbook, and then research logical process modeling with data flow diagrams and HRIS vendors that may suit the needs of Larson Property Management.

Write a 3–4 page proposal, in which you do the following:

  • Explain the importance of viewing the HRIS from both a data and process perspective.
  • Explain how the change team will use this information to address identified needs from Phase II: Analysis.
  • Explain the key business activities and processes in the HR system and how the data will flow.
  • Determine the physical design and explain your reasoning for the design. Defend your decisions with theory and findings from past readings and class activities.
  • Compare and contrast three vendors, including a description of the cost, capabilities, and HR functions that the HRIS caters to. Choose the recommended vendor and explain the reason for this choice.

Use at least three quality academic resources in this assignment. Note: Wikipedia and similar websites do not qualify as academic resources.

Paper For Above Instructions

The effective management of human resources (HR) is crucial for the success of any organization, including Larson Property Management Company. As part of the evaluation and restructuring process, implementing a Human Resource Information System (HRIS) is an essential step to enhance efficiency and effectiveness in HR-related processes. This proposal will outline the significance of viewing HRIS from both data and process perspectives, present a model of logical process modeling through data flow diagrams, and critique potential HRIS vendors for selection.

Importance of Viewing HRIS from Data and Process Perspectives

HRIS is an interconnected system that handles various functions ranging from payroll and benefits administration to recruitment and performance management. From a data perspective, the HRIS must effectively collect, store, manage, and secure employee data. Accurate data management is essential for compliance with labor laws and for generating insightful analytics that can inform decision-making and strategic directions.

Conversely, viewing HRIS from a process perspective allows organizations to establish streamlined workflows that automate HR functions. Analyzing the processes reveals inefficiencies that may exist, as well as opportunities for improvement. For Larson Property Management, the change team can leverage this dual perspective to identify specific inefficiencies from Phase II: Analysis of their previous HR processes. They can ascertain both data-related hurdles (e.g., data redundancy or inaccuracies) and process obstacles (e.g., lengthy recruitment timelines) to guide their implementation strategy.

Logical Process Modeling and Data Flow Diagrams

Logical process modeling through data flow diagrams offers a visual representation of how data moves through the HR system. In the case of Larson Property Management, critical business activities such as employee onboarding, payroll processing, and performance appraisal can be detailed.

The data flow diagram will categorize inputs, outputs, and processes. For instance, employee data input during onboarding will be systematically transformed and flow to the payroll system, influencing future compensation and performance assessment. By mapping these processes, the change team can identify bottlenecks and redundancies that could hinder functionality. This analytical approach ensures that the HRIS will be designed with an understanding of how data dynamically interacts within the company's HR ecosystem.

Physical Design and Reasoning

The physical design of the HRIS must accommodate the identified processes and ensure data accuracy while enhancing user experience. Based on research and prior class activities, a cloud-based HRIS design is recommended for Larson Property Management. A cloud solution offers scalability, allowing the business to adjust its HR capabilities as it grows. Moreover, cloud systems typically have enhanced security protocols, which protect sensitive employee data from breaches.

Defending this design choice involves showcasing theoretical frameworks that advocate for cloud technology in HR environments. For instance, the Technology Acceptance Model (TAM) posits that perceived ease of use and perceived usefulness significantly influence users' acceptance of new technology (Davis, 1989). Given that Larson aims to improve efficiency, a user-friendly interface associated with cloud-based platforms aligns with their mission.

Comparison of HRIS Vendors

Three HRIS vendors have been evaluated for suitability: ADP, BambooHR, and Workday. Each vendor offers distinctive features, costs, and HR functionalities.

  • ADP: Known for comprehensive payroll processing services, ADP provides HR solutions designed for organizations of all sizes. The basic package starts at approximately $29/month per employee, offering capabilities such as benefits administration and compliance tracking.
  • BambooHR: A user-friendly platform tailored to small and medium-sized businesses, BambooHR starts at about $99/month for up to 12 employees. It emphasizes employee self-service and performance management but may lack some of the advanced payroll processing functions found in ADP.
  • Workday: A robust HRIS known for its enterprise application, Workday delivers a full suite of HR functionalities including talent management and advanced analytics. Pricing is variable based on features and is generally higher than both ADP and BambooHR.

Based on the comparison, BambooHR is recommended primarily due to its cost-effectiveness and user-friendly design, which aligns well with the specific needs of Larson Property Management as a small to medium-sized enterprise. Its emphasis on employee self-service promotes engagement and streamlines HR tasks, enabling the HR team to focus on strategic initiatives rather than administrative ones.

Conclusion

In summary, the implementation of an effective HRIS at Larson Property Management Company involves an integrative approach, considering both data and process perspectives. Logical process modeling aids in understanding data flows within HR functions, while the selection of an appropriate vendor ensures that the system meets the company's operational needs. BambooHR stands out as the recommended solution due to its balance of functionality and affordability, setting the stage for efficient HR management now and into the future.

References

  • Davis, F. D. (1989). Perceived usefulness, perceived ease of use, and user acceptance of information technology. Mis Quarterly, 13(3), 319-340.
  • ADP. (2022). HR and Payroll Services. Retrieved from https://www.adp.com
  • BambooHR. (2022). HR Software and Management Tools. Retrieved from https://www.bamboohr.com
  • Workday. (2022). Human Capital Management Software. Retrieved from https://www.workday.com
  • Kauffman, R. J., & Wilkins, R. (2012). Strategic Management of Information Technology. Journal of Business Research, 65(6), 786-792.
  • Oleson, J. (2016). The Importance of Data Accuracy in HRIS. HR Magazine, 61(10), 45-48.
  • Chong, A. Y.-L., & Tan, K. H. (2015). Technology adoption determinants in the logistics industry: A review of the existing literature. The International Journal of Logistics Management, 26(1), 143-163.
  • Laudon, K. C., & Laudon, J. P. (2015). Management Information Systems: Managing the Digital Firm. 14th ed. Pearson.
  • Stone, D. (2016). Data-Driven HR: How to Use Analytics to Understand Employee Behavior. HCM Insights, 3, 22-28.
  • Moore, G. C., & Benbasat, I. (1991). Development of an Instrument to Measure the Perceptions of Adopting an Information Technology Innovation. Information Systems Research, 2(3), 192-222.

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