Overview Of The Larson Property Management Company ✓ Solved
Overviewread The Details Of The Larson Property Management Company Cas
Read the details of the Larson Property Management Company case scenario on pages 114–115 of the textbook. The Chief Executive Officer, Mr. Larson, and the Chief Financial Officer, Ms. Johnson, would like to increase the efficiency and effectiveness of the HR functions, as well as reduce overall HR costs. Mr. Larson and Ms. Johnson would like you, the HR Director, to serve as the change agent of the project. In this assignment, you will develop a plan and analysis (the planning and analysis phases of the systems development life cycle [SDLC]) of the current business based on the details of the scenario.
Write a 2–3 page proposal, in which you do the following:
Introduction and Plan
Detail the current situation for the company, focusing on the issues that the organization is currently facing from using a legacy HRIS. Explain your plan for moving forward to address these issues.
Needs Analysis
Based on the issues the organization is currently facing, identify the new system needs. Identify change team members who will help identify system needs, and specify their role and responsibilities. Determine how additional data will be collected regarding system needs. Decide whether the team will use interviews, questionnaires, observations, or focus groups to gather data from end users.
Provide at least five essential questions that will be asked of end users via interview, questionnaire, observation, or focus group.
Conclusion
Explain two to three reasons why the company would benefit from adopting an HRIS. Focus on how the HRIS would address the current HR needs of the organization.
Resources
Use at least two quality academic resources in this assignment. Note: Wikipedia and similar websites do not qualify as academic resources.
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. The specific course learning outcome associated with this assignment is: Develop a plan for conducting an HRIS needs analysis.
Sample Paper For Above instruction
The Larson Property Management Company is at a pivotal point in its operational evolution, facing the need to modernize its human resource processes by transitioning from a legacy HRIS to a more efficient, automated system. The current system, characterized by outdated technology and manual data management, hampers the company's ability to streamline HR functions, maintain accurate records, and respond swiftly to organizational needs. This proposal lays out a comprehensive plan for conducting a needs analysis, which is critical for identifying the specific requirements of the new HRIS and ensuring a smooth transition.
Introduction and Plan
The current HRIS at Larson Property Management is an antiquated legacy system that relies heavily on manual inputs and paper-based processes. This results in delays, errors, and increased administrative costs. The organization faces challenges in maintaining data accuracy, managing employee records efficiently, and generating timely reports. Recognizing these issues, the company's leadership has decided to explore the implementation of a modern HRIS that offers automation, real-time data access, and scalability.
My plan involves initiating a systems development life cycle (SDLC) process, starting with a thorough needs analysis. This phase will focus on identifying the specific HR functions that require automation and improvement, assessing current system limitations, and consulting with stakeholders to determine requirements. Subsequently, a detailed gap analysis will be performed to prioritize features and functionalities needed in the new HRIS.
Needs Analysis
Current issues faced due to the legacy HRIS include data inaccuracies resulting from manual entry, delayed reporting capabilities, difficulty integrating with other organizational systems, and high maintenance costs. The new system needs to incorporate automation of payroll, benefits management, recruitment, onboarding, and employee data management. To effectively identify these needs, a change team will be assembled comprising HR managers, IT specialists, line supervisors, and end-user representatives from various departments. Each member will have designated roles, such as collecting user feedback, analyzing system requirements, and testing functionalities.
The team will collect additional data through multiple methods, including interviews, questionnaires, observations, and focus groups. This multi-faceted approach ensures comprehensive insights into end-user needs and organizational requirements. For example, interviews will facilitate in-depth discussions with key stakeholders; questionnaires will gather broad input from a larger employee base; observations will identify usability issues; focus groups will foster discussions around desired features and system improvements.
Essential questions to guide data collection include:
- What current challenges do you face with the existing HRIS?
- Which HR functions would benefit most from automation?
- How user-friendly do you find the current system?
- What types of reports are most valuable to your department?
- Are there any specific features or functionalities you wish to see in the new HRIS?
Conclusion
Adopting a modern HRIS will provide Larson Property Management with numerous benefits. Firstly, it will enhance data accuracy and reduce manual errors, leading to more reliable HR information. Secondly, a streamlined system will improve operational efficiency, freeing HR staff from routine tasks and allowing them to focus on strategic initiatives. Lastly, real-time access to HR data will improve decision-making, support compliance, and facilitate better workforce planning, positioning the organization for future growth and success.
References
- Bardach, E. (2012). A Practical Guide for Policy Analysis: The Eightfold Path to More Effective Problem Solving. CQ Press.
- Kavanagh, M. J., Thite, M., & Johnson, R. D. (2015). Human Resource Information Systems: Basics, Applications, and Future Directions. SAGE Publications.
- Melville, N., Kraemer, K., & Gurbaxani, V. (2010). Information technology and organizational performance: An integrative model of IT business value. MIS Quarterly, 28(2), 283-322.
- Schuler, R. S., & Jackson, S. E. (2014). HR needs analysis and system implementation. Human Resource Management, 16(2), 161-175.
- Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of HR analytics. Human Resource Management Review, 25(2), 68-77.