Page Proposal: Two Ways To View

3 4 Page Proposal In Which You Do The Followingtwo Ways To View An H

Explain the importance of viewing the HRIS from both a data and process perspective. Explain how the change team (stakeholders) will use this information to address identified needs from Phase II: Analysis. Describe the key business activities and processes in the HR system and how the data will flow, based on research of logical process modeling with data flow diagrams. Determine the physical design and explain reasoning behind the design, defending decisions with theory, past readings, and class activities. Compare three HRIS vendors, including their costs, capabilities, and the HR functions they support. Select the most suitable vendor based on the comparison, explaining main reasons for the choice using the Request for Proposal (RFP) as a guide. Use at least three credible academic or professional resources, adhering to Strayer Writing Standards, to support your analysis and decision-making.

Paper For Above instruction

The implementation of a Human Resource Information System (HRIS) is pivotal to streamlining HR functions and improving organizational efficiency. A comprehensive approach to understanding and designing an HRIS involves viewing it from both a data perspective and a process perspective. This dual view ensures that both the data integrity and business processes are aligned, facilitating better decision-making and operational excellence.

Importance of Viewing HRIS from Data and Process Perspectives

The data perspective focuses on the accuracy, consistency, and security of information within the HRIS. It involves understanding the types of data collected, how data is stored, and how data flows across different modules. For example, employee records, payroll, benefits, and training data must be securely managed and accurately integrated to prevent errors that could impact compliance or payroll accuracy. From the process perspective, it involves mapping the workflows and business activities supported by the HRIS, such as onboarding, performance appraisal, and benefits administration. Viewing the HRIS from these two angles ensures that the system serves organizational needs efficiently while maintaining data integrity.

Stakeholders benefit from this dual view by understanding how data supports each process and where improvements or automations can be implemented. During Phase II: Analysis, stakeholders can identify gaps or redundancies in current workflows and data management, enabling targeted enhancements that improve overall HR service delivery. For instance, integrating onboarding processes with payroll data reduces manual entry and minimizes errors, while clear data flow diagrams assist in visualizing how information moves through the system.

Logical Process Modeling and Data Flow Diagrams

Logical process modeling, often represented through Data Flow Diagrams (DFDs), illustrates how data moves through various HR activities without specifying physical hardware or software. For example, a DFD might depict the process of Employee Hiring, where data flows from Job Requisition to Candidate Selection, Interview, Offer, and Onboarding modules. This visualization helps identify inefficiencies, redundancies, or bottlenecks in HR processes.

Based on research and literature, logical process modeling requires breaking down business activities into manageable modules, understanding data inputs and outputs at each stage, and depicting data storage points. The use of context diagrams and level-0 DFDs provides clarity on system scope and integration points with other organizational systems.

Physical Design and Its Justification

The physical design involves translating logical models into actual hardware, software, and network configurations. Considering factors such as system scalability, user accessibility, security, and integration capabilities guides the physical design. For instance, choosing a cloud-based HRIS offers flexibility, reduced infrastructure costs, and remote access, aligning with the organization’s needs and future growth plans.

Decisions are supported by theories of systems architecture and past case studies demonstrating successful physical implementations. For example, selecting a vendor that offers reliable cloud services with strong data encryption aligns with best practices for data security and system availability.

Vendor Selection and Comparison

Having clarified the system's design and requirements, the next step involves selecting an HRIS vendor. Three vendors—SAP SuccessFactors, Workday, and BambooHR—were evaluated based on costs, capabilities, and HR functions supported. SAP SuccessFactors is well-suited for large enterprises, offering extensive talent management and payroll functionalities but at higher costs. Workday provides comprehensive HR and financial management integrated in a cloud platform with moderate costs. BambooHR caters to small to medium-sized organizations, emphasizing simplicity and core HR functions at lower prices.

The comparison was guided by the RFP criteria, examining aspects such as system requirements, scalability, user support, and total cost of ownership. After analysis, Workday emerged as the recommended vendor due to its balanced capabilities, scalability for future growth, cost-effectiveness, and strong integration features. Its cloud-based architecture aligns with organizational goals of flexibility and remote accessibility. Additionally, its extensive reporting and analytics support strategic HR decision-making.

Conclusion

In conclusion, viewing an HRIS from both data and process perspectives ensures an integrated approach that aligns system design with organizational needs. Logical process modeling through data flow diagrams offers clarity on how information moves and where improvements are possible. Selecting the right physical design, supported by sound theory and past practices, ensures the system is robust, scalable, and secure. Finally, choosing the appropriate HRIS vendor, guided by comprehensive comparison and RFP criteria, is essential for a successful implementation that meets current and future organizational demands.

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