Human Resource Information System Larson Property Management Research Paper At this stage, you have a solid understanding of the problem the company is fac

Human Resource Information System Larson Property Management Research Paper At this stage, you have a solid understanding of the problem the company is facing and you have provided a solution for your client. Now, you want Larson Property Management to accept your project plan. Mr. Larson and Ms. Johnson like your idea and would like you to present your project plan to the executive board.

Use the feedback from your instructor on previous assignments, the textbook, and any other resources provided in the course to create a professional project plan that you will be hypothetically presenting to the Executive Board of Larson Property Management. I have attached the previous phases papers.

Please include the following elements:

Table of Contents

Executive Summary

Organizational Plan and Analysis

System Blueprint and Type

Recommendation for an HRIS Vendor

Project Management Roadmap and Cost Justification

Maintenance and Evaluation

Conclusion

Do not simply copy and paste Phases 1–5. The previous phases were considered raw data, and now you will be summarizing and finalizing your findings. Use the feedback you received from your instructor to improve your proposal. You want to apply critical thinking to describe the data you have obtained.

Instructions:
Write a four to six-page proposal in which you:

1.Identify the current issues the business is facing based on the details of the scenario and provide a plan and analysis for a HRIS based on those issues.

2.Provide a blueprint for the new system and propose a type of HRIS for the organization that you believe is the most efficient and effective. Discuss the function that the HRIS serves, and identify how that system will solve the business issue.

3.Compare and contrast at least three HRIS vendors. Based on this comparison, make a case for the one vendor that you recommend for your client.

4.Determine how you will implement the HRIS using one of the change models discussed in our text.

5.Create a project management roadmap for the client with projected timelines. Discuss the costs associated with the implementation, justifying your claims with a cost benefit analysis.

6.Explain how you will ensure the system is properly maintained and evaluated for continuous improvement.

7.Use at least five 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.

I actually worked on the three previous assignments which I attached for you as background. As stated above, the professor do not want us to simply copy and paste Phases 1–5.

One of the references must be:

Kavanagh, M. J., Thite, M., & Johnson, R. D. (2018). Human resource information systems: Basics, applications, and future directions (4th ed.). Thousand Oaks, CA: SAGE Publications, Inc.

Let me know if you have any questions. Thank you!! Running Head: IMPLEMENTATION AND MAINTENANCE
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System Development Life Cycle: Phases IV & V – Implementation and Maintenance
IMPLEMENTATION AND MAINTENANCE
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Deciding to incorporate a new Human Resource Information System (HRIS) is a
significant step for every organization. This text discusses the implementation process and
approaches that affects it and how the new system will be implemented.
Change Management
Various reasons that can lead to the failure of HRIS systems, no matter how well thought
and designed they are. These reasons include; leadership, planning, change management,
communication, and training (Kavanagh, Thite & Johnson, 2018). Lack of leadership can lead to
failure if there is a lack of executive support and a lack of leadership skills. Secondly, planning
may lead to systems failure if there is; no clearly identified scope and strategy, lack of adequate
funding, lack of adequate staff, and wrong time estimations. Thirdly, change management may
lead to failure if there are ongoing challenges for HR leaders, and the organization and change
management mostly leads to discouraging results. Fourthly, communication may lead to failure
if inadequate people are unable to participate, and it is also challenging to get people unstuck
from this problem. Ultimately, training may lead to failure if there is no practical and essential
training, no concrete training plan at the beginning of the project, and individuals are not
adequately empowered.
Various models that can be used in implementing HRIS systems. They may include;
Lewin’s Change Management Model and McKinsey 7S model. Lewin’s change management
model is the most popular and includes three stages which are; preparation for change (unfreeze),
change, and organizations become stable after a change (refreeze). Change must go through
these stages where change is prepared for, enters the transition period, and the organization
becomes stable again with the changes made. On the other hand, the McKinsey 7S model has
seven stages: strategy, structure, systems, shared values, style, staff, and skills (Belyh, 2015).
IMPLEMENTATION AND MAINTENANCE
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Other models that may be less effective than the ones mentioned above include; Kotters Change
Management Theory, Nudge Theory, ADKAR Model, and Kubler-Rose Five Stages Model
(Belyh, 2015). These models may prove useful in different scenarios, and an analysis is required
to determine which model works best.
For the implementation of this HRIS system, the McKinsey 7S model will be used. It has
many advantages such as; offers ways to understand the organization, integrate components of
change that are important for employees, consider every part of the project as equal, and worthy
of addressing and offers directional factors to change management. The model puts
considerations at all functions and components that may be involved ensuring that it is a smooth
transition as well as acceptance by all involved stakeholders.
Furthermore, some steps need to be followed to ensure that the change model is adequate.
These steps include; clearly defining the change, determining the impact, developing a
communication strategy, providing practical training, implementing a support structure, and
measuring the change process (Hayes, 2018). First and foremost, when clearly defining the
change, the organization will determine the value of the change and quantify the investments that
should be made. Secondly, the impact is determined based on how it affects every business unit,
whom it affects the most, and how the change will be received within the organization. After
determining these, the third step involves developing communication strategies to bring all
stakeholders on board and communicate about the change. Fourthly, training is done to equip
individuals with the skills and knowledge required to implement the change. Fifthly, a support
structure is formed to assist employees to adjust to the changes about to be made. Ultimately,
the change is measured and its impacts with continued efforts to improve any areas of the change
that has just been made.
IMPLEMENTATION AND MAINTENANCE
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HRIS Implementation
Before a system goes live, it is essential to complete some activities that will ensure that
the implementation process goes as planned. First and foremost, it is essential to determine
whether all the stakeholders are happy with the plan and have accepted the change. For example,
if the employees were to reject the plan, then it would have amounted to a waste of time and
essential resources. Secondly, testing is done to determine whether the system works as
expected and whether there are any flaws. Thirdly, much effort is done to make sure that all
employees are well trained and prepared to use the system. If this has not been accomplished,
then the system cannot go live. Failure may result in such instances, and it is important to make
sure that training is done early in advance to ensure that everyone is ready for the change.
Also, the affected processes are mapped out, reviewed, and the uses, which in this case
are employees educated about these changes. A check-list for touch-points is built and shows
necessary actions that need to be taken before and after going live. Realistic deadlines and dates
for the go-live stage are set after a thorough review of the business processes and impacts that it
can have on the organization. After all these activities are completed, the system can go-live
without any issues.
There are various individuals involved in this process to make sure that it is a success.
The highest-ranking individuals are the sponsors who champion and fund the project. All details
about a project are reported to them for scrutiny. The Project Manager is appointed as the head
of the project (Harvard Business Review, 2016). They identify problems and with input from
sponsors and stakeholders tackle them. The team leader falls under the project manager and
reports to them about the project’s progress, risks, and helps in tackling any problems. Team
leaders help the team achieve their potential and guide them towards the completion of the
IMPLEMENTATION AND MAINTENANCE
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project. Team members are the heart of the project and execute any activities that will lead to
the successful completion of a project.
Cost Benefit Analysis
A Cost Benefit Analysis is used to weigh the benefits of a project as compared to its
costs. The analysis will be submitted to the HRIS vendor to ensure that the organization acquires
the right system for the right price and with maximum benefits that will fulfill all organizational
needs (Muturi, Kiflemariam & Acosta, 2018). The Matrix will use three steps that will
determine which system is the best. In step 1, a comprehensive analysis of costs and benefits
associated with the potential system. Issues such as the cost of installation and cost of the
software will be considered. In step 2, the costs and benefits will be given a monetary value. For
example, installing new software may cost $5,000, and the benefit of installing the software will
result in $20,000 in addition to the profits generated using the software. In the third step, the
sum of benefits will be compared to the sum of equations using the b/c equation (benefits/costs).
If the numerical benefits outweigh the costs, then it will be safe to continue with the action of
proceeding with the project.
The same process will be used to justify the cost of the project. The project can only be
termed as viable and prompt the team to go ahead with its implementation if the benefits
outweigh the costs. Otherwise, the project will be terminated, and a new approach examined.
Maintenance
After implementation, maintenance of the system is important. The following actions
will be taken to achieve this. They include; defining roles and tasks, define a documentation
strategy, define software quality, perform requirement tracking, version controlling of the
IMPLEMENTATION AND MAINTENANCE
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system, regular testing, dependency management, and perform code reviews. The current IT
management team will be assigned this task and are expected to ensure that the system works as
planned and that any issues are reported immediately. Training will be done for better testing of
this new HRIS system.
IMPLEMENTATION AND MAINTENANCE
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Resources
Belyh, A (2015). Major Approaches & Models of Change Management. CLEVERISM. Retrieved
from https://www.cleverism.com/major-approaches-models-of-change-management/
Harvard Business Review (HBR) (2016). Five Critical Roles in Project Management. Harvard
Business Review. Retrieved from https://hbr.org/2016/11/five-critical-roles-in-projectmanagement
Hayes, J. (2018). The theory and practice of change management. Palgrave. Retrieved from
https://books.google.com/books/about/The_Theory_and_Practice_of_Change_Manage.ht
ml?id=sbZIDwAAQBAJ
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2018). Human resource information systems:
Basics, applications, and future directions (4th ed.). Thousand Oaks, CA: SAGE
Publications, Inc.
Muturi, B., Kiflemariam, A., & Acosta, F. (2018). Towards a Robust Human Resource
Information System’s Success Measurement Model. International Journal of Academic
Research in Business and Social Sciences, 8(3), 1-14. Retrieved from
https://pdfs.semanticscholar.org/c18e/0aac8eb3513ad62f96a598a1871531133b8d.pdf
Running head: SYSTEM DEVELOPMENT LIFE CYCLE
System Development Life Cycle: Phases I & II – Planning and Analysis
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SYSTEM DEVELOPMENT LIFE CYCLE
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Introduction and Plan
This case presents the need for Larson Property Management to have a change in its
Human Resource Information System (HRIS). The company has seen an increase in its labor
force over the last decade up to an excess of one thousand employees as a result of its expanded
activities that range from the provision of commercial management to development services.
Over the years, Larson Property Management Company relied on the legacy HRIS as a single
system for the management of the database for both employees and new job applicants.
However, this system has become obsolete its functions limited, not able to serve functions like
the storage of data and the retrieval of the applicant and employee data, leading to the
displacement of files during manual retrieval by the managers while searching for personal
particulars of an individual. Also, the management realized that the organization’s HRIS
capacity is full and can no longer accommodate additional data.
The company decided that they need to adopt a paperless process of employee
recruitment within the company. Therefore, it will replace the legacy HRIS with a more
advanced applicant tracking system (ATS), a system that is currently employed by the majority
of organizations (Drucker, 2016). To achieve this goal, there is a plan to adopt three key
activities in the configuration of the HRIS including the adopting the ATS in the process of
hiring within the company, linking the data with other company’s employee data systems and
incorporating the company’s previous data into the newly established ATS.
Needs Analysis
On the completion of the analysis of the system, it is worth noting that the system
currently employed by the Larson Company is insufficient to meet their needs and therefore
needs a reconstruction. People with knowledge of the Human Resources process and HRIS are
essential in the implementation of the ATS for the company. Equally important, the experts in
SYSTEM DEVELOPMENT LIFE CYCLE
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both the Information Technology and Human Resource system must be incorporated in the
process bearing in mind that much work in the project revolve around the two fields. A key role
will be played by the Human Resource Manager, who will serve as the Project Manager to
ensure the project is kicks off and reach a successful completion.
In conjunction with the members of the project team, who includes the IT and HR
experts, he/she will ensure that all project activities are within schedule and budget. The senior
manager will represent the sponsor of the project that is the Larson Property Management
Company and will be required to work very closely with the project team to approve plans and
policies adopted by the team as well as officiating over the resolution of conflicts and barriers
arising during the project implementation. Finally, the analysis of the HRIS and the new ATS
will be led by the top leadership of the IT department to provide recommendations that would
enhance the performance of the system depending on the company’s needs (Mukherjee, 2015).
In general, the project team members will play roles in ensuring that the objectives of the project
are met to enhance the performance of the hiring, employee data systems, and the value of the
company.
Interview, Questionnaire, Observation, or Focus Group
Collecting the appropriate data is a vital part of change management. “Successful
implementation is the central goal of every human resource information system (HRIS) project,
and it begins with a comprehensive design for the system” (Kavanagh, Thite, Johnson, 2018, p.
47). The use of interviews by Larson’s project team remains the most appropriate in obtaining
the first-hand data from the focus group, which is the company’s employees. The target group
for an interview will however be limited to the employees at the HR and IT departments,
considered to have adequate knowledge on the working of the system. The interview as a
SYSTEM DEVELOPMENT LIFE CYCLE
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method of data collection is typically characterized by acquiring highly personalized information
from the respondents in real-time.
Specifically, the project team will utilize the unstructured form of an interview, which
provides a clear understanding of the points raised by the interviewee for incorporation into
system planning and design. Also, it is worth mentioning that the interview involves face-to-face
interaction where the interviewee will be asked questions and allowed sufficient time to answer.
Recording of the conversation will be recorded and transcription during the analysis of the
collected data. Some of the interview structured questions by the project team include:
1. Do you have any experience in the interview, survey or test about a new or existing
product from the company?
2. Do you have any other field of data that you think could be automated in the new ATS,
other than the applicant and employee’s data, why?
3. What major problems are you currently experiencing in the operation of the system?
4. How often do these problems occur, and how do they affect your work?
5. Briefly, what is your description of how the new HRIS should function, what
characteristics should it have?
Conclusion
According to Kavanagh and Johnson (2017), human resource information systems are
important tools of management in the wake of the increased complexity of employee’s data
management requirements and the incorporation of the new technology in business. The main
benefits of the integrated HRIS is that it significantly improves the accuracy of data and
information by minimizing the instances of multiple data inputs, eliminating data redundancies,
and reducing instances of human errors in the data input and the corresponding corrections. In
SYSTEM DEVELOPMENT LIFE CYCLE
conclusion, the HRIS provides HR with opportunity to keep track of almost all their activities
effectively. Therefore, special considerations should be put in place to ensure that the new
system is designed to meet all the needs of the Larson Property Management Company.
5
SYSTEM DEVELOPMENT LIFE CYCLE
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References
Drucker, K. (2016). Avoiding Discrimination and Filtering of Qualified Candidates by ATS
Software.
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2018). Human resource information systems:
Basics, applications, and future directions (4th ed.). Thousand Oaks, CA: SAGE
Publications, Inc.
Mukherjee, A. N., Bhattacharyya, S., & Bera, R. (2015). Role of information technology in
human resource management of SME: A study on the use of applicant tracking system.
IBMRD’s
Journal of Management & Research, 3(1), 1-22.
Running head: SYSTEM DEVELOPMENT LIFE CYCLE: PHASE III
System Development Life Cycle: Phase III – Design
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SYSTEM DEVELOPMENT LIFE CYCLE: PHASE III
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Organizational management reflects the need for the use of information systems that are
effective in enhancing productivity. Information systems are useful in human resource
management as they facilitate the approaches of data entry and tracking as well as the strategies
of analyzing data that are crucial in organizational management (Puspitarini, Handayani, Pinem,
& Azzahro, 2018). Human Resource Information Systems (HRIS) are considered as the Software
and online instruments implemented in an organization to enhance data information needs. For
example, Larson Property Management Company has benefited by the use of HRIS software, but
the company requires updating to modern HRIS software, which will facilitate the approaches of
achieving the organizational needs. The company aims at enhancing the strategies of hiring and
recruitment, tracking applicants, and enhancing the methods of job postings (Kavanagh, Thite, &
Johnson, 2018). Therefore, the evaluation of the proposed HRIS program will involve the
analysis of the importance of HRIS data and process perspectives, the program’s business
activities, and choosing the right vendor that will help in achieving the organizational objectives.
Data and Process Perspectives of the proposed HRIS
The evaluation of the importance of HRIS software can be concluded based on data and
process perspectives. Data and process perspectives are vital in making viable decisions that
would be crucial in purchasing the appropriate HRIS software. For example, data perspectives
involve the aspects of analyzing the statistics of the useful elements of the Software (Prakash,
2018). Data perspective is essential as it facilitates the approaches of deciding on which
Software that would be effective in organizational development. Data is also crucial as it is
considered long enough for a timeline. For example, data and corporate information would be
used to evaluate the effectiveness of Software over a period of time. The data of success factors
will be used to help the company in keeping records such as the information of applicants,
SYSTEM DEVELOPMENT LIFE CYCLE: PHASE III
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analyzing the number of prospected applicants, and engaging with the applicants for
conformations (Puspitarini et al., 2018). The data perspective is also vital as it should be large
enough for a dataset that will help an organization in keeping large amounts of documents as
well as accessing the information when needed. Data perspective also facilitates the approaches
of understanding customers and job applicants, improve organizational processes, understand the
organizational performance, solve problems, predict trends, find new clients/applicants, improve
customer service, manage marketing efforts, and track social media interactions. Data
perspective will also help in reducing the organizational costs and expenditures (Kavanagh et al.,
2018).
The process perspective involves the approaches to evaluating the internal organizational
procedures that would be influenced by the implementation of the Software. Process perspective
is vital as it portrays how organizational procedures are conducted and provides insights on the
crucial processes that should be prioritized. The approach will also benefit the organization in
various ways, such as the attainment of improved communication procedures, improved business
efficiency, enhanced department management, improved people functions, improve
accountabil…
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