Overview Now That You Have Assessed The Business Identified

Overviewnow That You Have Assessed The Business Identified Some Of Th

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, 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 page proposal, in which you do the following: 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. 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. 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. Resources Use at least three quality academic resources in this assignment.

Paper For Above instruction

The implementation of a Human Resource Information System (HRIS) in an organization like Larson Property Management Company requires a comprehensive understanding of both data and process perspectives. Viewing HRIS from these two angles ensures a holistic approach, facilitating efficient data management and streamlined HR processes. This paper explores the significance of these perspectives, discusses the use of data flow diagrams for logical process modeling, and provides a vendor comparison leading to a recommended HRIS solution.

Importance of Viewing HRIS from Data and Process Perspectives

Understanding HRIS from a data perspective involves analyzing the types of data handled, their relationships, and storage methods. This view emphasizes data accuracy, integrity, and security, which are essential for effective HR management. For example, employee records, payroll data, and benefits information must be accurately captured and maintained (Kavanagh, Thite, & Johnson, 2015). Conversely, the process perspective focuses on how HR activities are performed within the system. It includes workflows such as recruitment, onboarding, performance evaluation, and benefits administration (Stair & Reynolds, 2019). Recognizing these processes helps identify bottlenecks and redundant steps that can be optimized within the HRIS.

Utilizing Data and Process Information in Change Management

The change team will leverage insights from both perspectives to develop targeted interventions. For instance, understanding data flow helps in designing systems that prevent duplication and ensure compliance with data privacy standards. Process analysis reveals areas where automation can reduce manual effort and errors. This integrated approach supports the effective transition to a new HRIS, aligning technological changes with organizational workflows and data management standards (Miller, 2020).

Logical Process Modeling with Data Flow Diagrams (DFDs)

Data flow diagrams serve as visual tools to represent how data moves within the HR system. Key activities include employee data entry, payroll processing, benefits administration, and compliance reporting. Each activity is connected through data stores and flows, illustrating inputs, processing steps, and outputs. For instance, employee onboarding data flows from application forms to personnel records, while payroll data flows to accounting systems. These diagrams help clarify roles, responsibilities, and integration points (Connolly & Begg, 2014).

Physical Design of HRIS

The physical design translates logical models into tangible structures, such as database schemas, server architecture, and user interfaces. For Larson Property Management, a centralized database architecture with cloud-based hosting offers scalability, accessibility, and ease of maintenance. This design supports remote access for HR personnel and employees, enhances data security through encryption, and ensures real-time data updates (Laudon & Laudon, 2020). The choice aligns with best practices emphasizing security, availability, and performance.

Vendor Selection and Comparison

Three HRIS vendors considered for Larson Property Management include Workday, SAP SuccessFactors, and BambooHR. Workday is renowned for its comprehensive HR functions, scalability, and robust analytics, but it comes at a higher cost, making it suitable for larger organizations. SAP SuccessFactors offers extensive integration capabilities and strong compliance features, with a mid-range cost structure. BambooHR, on the other hand, is cost-effective and user-friendly, ideal for small to medium enterprises, with core HR functions like applicant tracking, onboarding, and performance management.

After comparing these options, Workday is recommended for Larson Property Management owing to its advanced capabilities, scalability, and robust reporting features that can support future growth. Although it has a higher initial investment, its comprehensive modules reduce the need for multiple systems, providing long-term cost savings and operational efficiencies (Cascio & Boudreau, 2016).

Conclusion

Designing an effective HRIS requires understanding both data and process perspectives, utilizing graphical tools like data flow diagrams, and selecting an appropriate vendor based on organizational needs. For Larson Property Management, a cloud-based solution like Workday offers extensive features and scalability, aligning with the company's growth trajectory. Future implementation efforts should focus on aligning system design with organizational workflows to maximize benefits and ensure a successful transition to the new HRIS.

References

  • Connolly, T., & Begg, C. (2014). Database systems: A practical approach to design, implementation, and management. Pearson Education.
  • Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
  • Kavanagh, M. J., Thite, M., & Johnson, R. D. (2015). Human resource information systems: Basics concepts and capabilities. Sage Publications.
  • Laudon, K. C., & Laudon, J. P. (2020). Management information systems: Managing the digital firm. Pearson.
  • Miller, A. (2020). Implementing enterprise resource planning systems: Challenges and benefits. Journal of Information Technology Management, 31(3), 45-58.
  • Stair, R., & Reynolds, G. (2019). Principles of information systems. Cengage Learning.
  • Rouse, M. (2021). HRIS vendor comparison: Features and costs. TechTarget.
  • Smith, J. (2022). Cloud-based HRIS solutions for small and medium enterprises. Journal of HR Technology, 28(4), 22-29.
  • Johnson, P., & Brown, L. (2018). HR technology implementation best practices. Human Resource Management Review, 29(1), 100-110.
  • Ellis, K. (2019). Data flow diagrams and system analysis. Systems Analysis Journal, 34(2), 203-215.

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