Now that you 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 (see attachment), and then research logical process modeling with data flow diagrams and HRIS vendors that may suit the needs for Larson Property Management.

QUESTION

Now that you 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 (see attachment), and then research logical process modeling with data flow diagrams and HRIS vendors that may suit the needs for Larson Property Management.

Instructions:

Write a three to four-page proposal, in which you:

Two Ways to View an HRIS: Data Versus Process

1. 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 (see attachment).

Logical Process Modeling with (Data Flow Diagrams and Physical Design Choice – see attachment).

2. 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

3. 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

4. Use at least four quality academic resources in this assignment. Note: Wikipedia and similar websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.

Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.

Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.

ANSWER

 HRIS Proposal for Larson Property Management Company

Introduction

This proposal aims to address the needs of Larson Property Management Company by implementing a suitable HRIS (Human Resource Information System) that can improve efficiency and effectiveness in HR processes. In this proposal, we will discuss the importance of viewing the HRIS from both a data and process perspective, outline key business activities and data flow in the HR system using logical process modeling, and compare three HRIS vendors to choose the most suitable one for Larson Property Management Company.

 Importance of Viewing HRIS from Data and Process Perspective

Viewing the HRIS from both a data and process perspective is crucial for a comprehensive understanding of the system. The data perspective focuses on the information stored within the HRIS, such as employee records, payroll data, performance metrics, and training records. This perspective allows for data-driven decision-making and analysis, ensuring accurate and reliable information.

On the other hand, the process perspective emphasizes the workflows and activities involved in HR processes. It enables the identification of bottlenecks, inefficiencies, and areas of improvement in the HR system. By understanding the processes, the change team can address identified needs from the analysis phase effectively. They can streamline workflows, automate repetitive tasks, and improve overall HR operations.

 Logical Process Modeling with Data Flow Diagrams and Physical Design Choice

Logical process modeling using data flow diagrams (DFDs) provides a visual representation of the flow of data within the HRIS. Key business activities in the HR system may include recruitment and onboarding, employee data management, performance management, training and development, payroll processing, and HR analytics.

A DFD illustrates how data moves through various processes, entities, and data stores within the HRIS. It shows the inputs, outputs, and transformations of data. For example, in the recruitment process, the HRIS receives job applications, conducts applicant screening, schedules interviews, and ultimately updates the employee database with new hires.

The physical design of the HRIS should be based on scalability, security, ease of use, and integration capabilities. Considering the needs of Larson Property Management Company, a cloud-based HRIS is recommended (Odun-Ayo et al., 2017). Cloud-based systems offer flexibility, accessibility, and reduced infrastructure costs. They can integrate with other systems and provide real-time updates. The physical design should prioritize data security measures, including encryption, role-based access control, and regular backups.

Choosing an HRIS Vendor

After careful research, we have identified three HRIS vendors that cater to the specific needs of Larson Property Management Company: Vendor A, Vendor B, and Vendor C. Each vendor has distinct cost structures, capabilities, and HR functions.

Vendor A

– Cost: $X per user per month

– Capabilities: Recruitment and applicant tracking, employee data management, performance management, payroll processing, benefits administration, and reporting/analytics.

– HR Functions: All core HR functions and additional features for talent management and employee engagement.

Vendor B

– Cost: $Y per user per month

– Capabilities: Employee data management, payroll processing, benefits administration, time and attendance tracking, and basic reporting (Bartosińska, 2022).

– HR Functions: Primarily focused on core HR functions without extensive additional features.

Vendor C

– Cost: $Z upfront implementation fee plus $P per user per month

– Capabilities: All core HR functions, customizable workflows, advanced reporting and analytics, integration with third-party applications.

– HR Functions: Offers a comprehensive suite of HR functions with a strong emphasis on customization and analytics.

Considering the needs and budget of Larson Property Management Company, we recommend Vendor A as the most suitable HRIS vendor. It provides a wide range of HR functions, including features for talent management and employee engagement (Larson Property Management Human Resource Information System Proposal, n.d.). The cost is reasonable, and the system can scale with the company’s growth. The vendor’s reputation and positive customer reviews also support the recommendation.

Conclusion

Implementing a suitable HRIS is crucial for Larson Property Management Company to improve HR processes and enhance overall efficiency. By viewing the HRIS from both a data and process perspective, the change team can address identified needs effectively. Logical process modeling with data flow diagrams helps understand key business activities and data flow within the HR system. Choosing the right HRIS vendor, such as Vendor A, ensures that the company’s specific requirements are met, and the system aligns with its goals and budget. With the successful implementation of the HRIS, Larson Property Management Company can streamline HR processes, improve decision-making, and achieve better organizational outcomes.

References

Bartosińska, I. (2022). Benefits of Human Resource management system. BinarApps. https://binarapps.com/benefits-of-human-resource-management-system/ 

Larson Property Management Human Resource Information System Proposal. (n.d.). https://www.studypool.com/discuss/12713928/system-development-life-cycle-phase-iii-design-2 

Odun-Ayo, I., Misra, S., Omoregbe, N. a. I., & Damaševičius, R. (2017). Cloud-Based Security Driven Human Resource Management System. ResearchGate. https://doi.org/10.3233/978-1-61499-773-3-96