Overview: The Details Of The Larson Property Management

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 need, and specify their role and responsibilities. Interview, Questionnaire, Observation, or Focus Group Determine how additional data will be collected regarding system needs. Determine how the change management team will collect data during the exploration phase. Specify whether team members will use interviews, questionnaires, observations, and/or focus groups to collect 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.

Paper For Above instruction

Introduction and Planning Phase

The Larson Property Management Company currently relies on a legacy Human Resources Information System (HRIS) that has become increasingly inefficient and inadequate to meet its evolving organizational needs. The existing system, while functional in the past, now hampers HR operations through manual data entry, lack of integration with other business systems, and limited reporting capabilities. As the company seeks to enhance operational efficiency and reduce costs, it becomes imperative to transition to a more modern, integrated HRIS. This proposal outlines a strategic plan to analyze the current system, identify organizational needs, and develop a roadmap for successful implementation.

The initial step involves assessing the current state of HR operations and pinpointing specific issues caused by the legacy HRIS. These issues include data duplication, delayed reporting, limited access for remote or mobile users, and difficulties in maintaining compliance with employment regulations. Understanding these pain points provides a foundation for designing an improved system that aligns with the company's strategic objectives.

Needs Analysis

Based on the identified issues, Larson Property Management requires a new HRIS that offers real-time data updating, seamless integration with payroll, benefits administration, and applicant tracking systems. The system should support automation of routine HR tasks, improve data accuracy, and facilitate strategic decision-making through advanced analytics. To ensure successful system selection and implementation, a dedicated change management team will be established. This team includes HR managers, IT professionals, and end-user representatives from various departments such as payroll, recruitment, and employee services. Each member will have defined roles: HR managers will communicate operational needs, IT professionals will assess technical compatibility, and end-user representatives will provide user feedback.

Data Collection Methods

To gather comprehensive inputs on system needs, the change management team will employ a combination of interviews, questionnaires, observations, and focus groups. These methods will facilitate the collection of qualitative and quantitative data from a diverse range of end-users, ensuring that the new system addresses practical challenges faced by various departments. For example, structured interviews with HR staff and managers will clarify pain points, while surveys distributed to all employees will gauge user expectations and system usability concerns.

Key Questions for Data Collection

  • What are the most time-consuming manual tasks in your current HR processes?
  • How does the current HRIS support your daily workflow? What are its limitations?
  • What features would you consider essential in a new HRIS?
  • Have you experienced difficulties accessing HR data remotely or on mobile devices?
  • What improvements would most enhance your efficiency and accuracy in HR-related tasks?

Conclusion

Adopting a new HRIS would significantly benefit Larson Property Management by streamlining HR operations, reducing manual workload, and improving data accuracy. An integrated system would enable real-time access to employee information, facilitate compliance with employment regulations, and provide strategic insights through advanced analytics. These improvements would not only enhance operational efficiency but also support future organizational growth and adaptability, ultimately delivering long-term value to the company.

References

  • Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing Human Resource Management. Routledge.
  • Marler, J. H., & Boudreau, J. W. (2017). An Evidence-Based Approach to Strategic Human Resource Management. Human Resource Management, 56(3), 485-502.
  • O’Neill, H. M., & McLarnon, F. (2017). HR Technology in the Era of Digital Transformation. Journal of Business Strategy, 38(4), 34-41.
  • Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The Role of Technology in the Human Resources Profession. Human Resource Management Review, 25(3), 216-231.
  • Santuzzi, M., & Bhatnagar, J. (2014). Human Resource Information Systems: A Review and Directions for Future Research. Journal of Human Resources and Sustainability Development, 2(2), 83-96.

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