Read The Details Of The Larson Property Management Company

Read The Details Of The Larson Property Management Company Case Scenar

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.

Paper For Above instruction

Introduction and Plan

The Larson Property Management Company currently relies on a legacy Human Resource Information System (HRIS) which has become outdated and inefficient in meeting the evolving needs of the organization. The existing HRIS suffers from limited automation, poor data accuracy, and inadequate reporting capabilities, leading to higher operational costs and delays in HR processes. Consequently, these deficiencies hinder the company's ability to efficiently manage its workforce and respond swiftly to organizational changes. Recognizing these issues, the company's leadership, including CEO Mr. Larson and CFO Ms. Johnson, seeks to implement a modern HRIS to streamline HR functions, improve data integrity, and reduce overall HR-related expenses. As the HR Director, my plan involves initiating a comprehensive needs analysis within the framework of the systems development life cycle (SDLC). This approach aims to identify precise system requirements, assemble an effective change management team, and establish robust methods for data collection during the exploration phase, ultimately facilitating a smooth transition to the new system.

Needs Analysis

The core issues facing Larson Property Management stem from the limitations of its current legacy HRIS, such as manual processes, data silos, and limited integration capabilities with other enterprise systems. These challenges underscore the urgent need for a new, integrated HRIS that can automate routine tasks, facilitate real-time data sharing, and provide advanced reporting features. The new system should also enhance compliance with legal and regulatory standards and support strategic HR initiatives such as talent management, employee engagement, and performance management. To determine these system needs, a cross-functional change team will be assembled, consisting of HR specialists, IT personnel, payroll staff, and selected end users from various departments. Each team member will have specific roles—HR specialists will clarify functional requirements; IT staff will evaluate technical feasibility; payroll staff will share insights on current payroll processing issues; end users will provide practical feedback on usability and feature demands.

Data Collection Methods and Essential Questions

Ahead of finalizing system specifications, the team will employ multiple data collection techniques, including interviews, questionnaires, direct observations, and focus groups with end users. These methods will gather comprehensive insights into current pain points and desired functionalities. The collected data will inform system design, ensuring it aligns with user needs and operational workflows. During the exploration phase, team members will conduct structured interviews with HR personnel and managers, distribute questionnaires among employees, observe day-to-day HR transactions, and facilitate focus groups to discuss system expectations and concerns.

The five essential questions to guide data collection include:

  1. What are the most frequent manual or redundant HR tasks you perform daily?
  2. Which HR processes cause the most delays or errors currently?
  3. What features or functionalities would significantly improve your workflow?
  4. How do you currently access and use HR data, and what are the challenges involved?
  5. What security and compliance concerns do you have regarding HR data management?

Conclusion

Adopting a modern HRIS will yield numerous benefits for Larson Property Management. First, it will automate routine HR tasks such as payroll processing, leave management, and benefits administration, freeing up HR staff to focus on strategic initiatives and employee development. Second, an integrated HRIS will provide real-time data analytics and reporting capabilities, enabling informed decision-making and proactive management of human capital. Third, the new system will enhance data accuracy, security, and compliance, reducing risks of legal liabilities and penalties. Collectively, these improvements will lead to cost savings, increased operational efficiency, and a more agile HR function that supports the company's growth and strategic objectives.

References

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  3. Kavanagh, M. J., Thite, M., & Johnson, R. D. (2015). Human resource information systems: Basics, applications, and future directions. SAGE Publications.
  4. Marler, J. H., & Boudreau, M. (2017). An evidence-based review of HR Analytics. The International Journal of Human Resource Management, 28(1), 3–26.
  5. Stone, D. L., Deadrick, D. L., & Lukaszewski, K. M. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216–231.
  6. Wibowo, A., & Hidayat, S. (2019). HRIS implementation success factors: A systematic review. Journal of Systems and Management, 7(3), 329–340.
  7. Haines, S., & Lafreniere, K. (2020). HR Transformation in the Digital Age. HR Magazine, 65(5), 54–59.
  8. DeSmet, A., & Nelissen, J. (2020). HR technology: Boosting organizational agility. McKinsey & Company Reports.
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  10. Storey, J., & Holti, R. (2019). Digital transformation in HR: How technology is redefining HR practices. Journal of Business and Management, 25(4), 76–84.

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