Human resource management data flow diagram

Plan Summary

Larson Property Management Company is one of the largest property management companies in California, with more than 1,000 employees. The company provides a full array of commercial management and development services. These activities include complete management services for commercial office and retail buildings and apartment complexes; construction, repair, and maintenance of commercial properties; and financial management and billing services for commercial real estate clients. The company has experienced significant expansion over the past five years in response to the growth in apartment and commercial construction in southern California, and this expansion has resulted in the need to hire a large number of employees on an ongoing basis to staff its operations. Larson Property Management has depended on a legacy HRIS to manage its applicant and employee databases. The system runs on a client-server computer system. The system was implemented approximately 10 years ago, prior to the company’s rapid growth and when it employed fewer than 100 employees. The system’s functionality is limited to the storage and retrieval of employee and applicant data. For recruiting purposes, the system requires a clerk to manually enter basic applicant data, the results of the application test, and whether or not an offer of employment has been made. Prior to this, applicants’ files were passed around to those who reviewed the materials and were sometimes misplaced, so trying to locate a particular applicant’s file was often a problem. The current HRIS has limited file storage capability for applicant and employee records and currently has reached its storage capacity. Larson Property Management has decided to replace its legacy HRIS. One application module in the new HRIS that the company wants is a sophisticated applicant-tracking system (ATS). The primary objective of the ATS will be to provide a paperless hiring process. The basic functions of the new system will be managing the requisition and approval of job openings, storing resumes and job applications and retrieving through query functions the names of applicants who match job requirements, tracking a candidate’s progress through the recruiting and selection process, and providing automated reporting functions. The company’s managers also want an e-HR functionality that includes the Internet posting of job openings through the company’s website and external job-posting services, application and resume submission through the Web and through kiosks at various office locations, staff ability to access and use the system remotely through a Web browser, and online resume- and application-scanning capabilities. Part of the design phase is modeling the processes that will be used in the system for applicant tracking. For Larson Property Management, this modeling will allow the system analysts to design an efficient paperless hiring process. Larson Property Management is well aware that the design stage of the SDLC is critical for the successful implementation of the new ATS. However, there is considerable confusion about how to proceed with this phase. The HR and IT professionals assigned to the ATS committee have been meeting to plan the new system. From their planning and needs analysis, it is clear that a new HRIS application is needed, can save considerable time, and can result in more accurate storage and retrieval of applicant data for cost-benefit and other management reports. The company has had several vendors provide presentations, with each vendor outlining its particular approach to the design of an ATS. But these presentations were primarily focused on the physical design of the new ATS. The HR and IT committees must now begin the design process, which must be completed in three months".

* 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.

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

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

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.
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.
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.
Determine how you will implement the HRIS using one of the change models discussed in our text.
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.
Explain how you will ensure the system is properly maintained and evaluated for continuous improvement.
Use at least four quality academic resources in this assignment. Note: Wikipedia and similar Websites do not qualify as academic resources.
**I attached the past assignments that you completed

Human Resource Information System Proposal

Name

Name of the Institution

Human Resource Information System Proposal

Larson Property Management Company Case Scenario

Larson Property Management has made a decision to replace its old HRIS system that was designed 10 years ago with a new system with contemporary functionalities. One application module in the new HRIS that the company wants is a sophisticated applicant tracking system (ATS). The primary objective of the ATS will be to provide a paperless hiring process. The basic functions of the new system will be managing the requisition and approval of job openings, storing resumes and job applications and retrieving through query functions the names of applicants who match job requirements, tracking a candidate’s progress through the recruiting and selection process, and providing automated reporting functions (Obeidat, 2012). The company’s managers also want an e-HR functionality that includes the Internet posting of job openings through the company’s website and external job-posting services, application and resume submission through the Web and through kiosks at various office locations, staff ability to access and use the system remotely through a Web browser, and online resume- and application-scanning capabilities. This proposal focuses on identifying an HRIS system that will help the company meet the above requirements among others.

Two Ways to View an HRIS: Data versus Process

System implementers need to understand the system processes and the activities that will be involved in the system, the data that will be required to be entered into the system and the system capacity. In this regard, system designers and implementers have to investigate the system in both data and process perspective (Obeidat, 2012). Investigating the HRIS system in data perspective will allow the system designers to choose a physical architecture that will accommodate all the data that will be entered into the system. This will be important to the implementers as they will be able to consider the number of system users and the processes data storage capacity that will be required. The nature of the files that will be conveyed and stored in the system will also be considered by the system implementers (Noe et al, 2017). Similarly, it is important for the system implementers to understand the HRIS system process before designing the system. Looking at the systems from the process perspective enables the system designers to understand the requirements and the functionalities of the system. Investigating the process of the system will allow the functional requirements of the HRIS and help the system designers to choose on a system that is capable of handling the functional requirements.

Logical Process Modeling with Data Flow Diagrams and Physical Design Choice

Logical process modeling defines the detailed requirements of the system. On the other hand, the data flow diagram is classified into two categories that include logical and physical data diagram flows (Obeidat, 2012). Finally, physical design focuses on system application architecture. In the case at hand, the logical process modeling will include the following requirements. At the analysis stage, logical process modeling involves all functional requirements and in this case include the following (Noe et al, 2017). Managing the requisition and approval of job openings, storing resumes and job applications and retrieving through query functions the names of applicants who match job requirements, tracking a candidate’s progress through the recruiting and selection process, and providing automated reporting functions. Data flow diagram will be based on the logical data flow diagram.

The data will be mapped out a contemporary logical data flow. The flow will be followed by elaborating the activities that take place such as job posting, adverts that will be conducted, filing the names of the applicants into the database, send alerts to hiring managers, file updates, track stages of the process and inform candidates among others (Noe et al, 2017). Based on the demands and the business activities that the system will handle, data that will be entered into the system and the number of system users, the physical design that was identified to be appropriate was the Three-Tier Architecture (Obeidat, 2012). This physical design was preferred because it does not only allow several people to use the system but because it is also a multi-task system. For example, if three recruiters update a similar job position simultaneously, the system will ensure that all the updates are posted in the system.

Choose HRIS Vendor

This section of the paper provides an in-depth analysis of three HRIS system vendors with the views of finding the best HRIS system for the company.

Human Resource Information System Vendor

Item of Comparison

BambooHR Software

Zenefits HR Software

iSolved HCM Software

HRIS Overview

BambooHR is a comprehensive, online core HRIS/HRMS software solution that streamlines and centralizes employee information into a single database with instant, real-time alerts and reports. It offers secure and remote access to data so that employees and managers can view, update, and manage data independently.

Zenefits HR Software is also a web-based that provide free HRIS services to its users. The software also provides time-tracking and benefits processes from a single dashboard. The software has its human resource processes integrated so that in changes to an aspect of HR is reflected in other aspects.

iSolved HCM software is a cloud-based HR system that is designed to help small and medium organizations to maintain and manage their human resource activities. The system is user-oriented which makes it very easy to use.

Cost

The price is charged based on the number of services that have been applied and the duration of use.

Just like in the case of BambooHR Software, Zenefits HR also prices its services based on the number of HR services applied. However, the vendor offers free HRIS which is contrary to other vendors.

The vendor offers its prices as a whole it does not reduce its prices based on the services applied for. However, the vendor offers a discount when the contract is over one year.

HR functions offered

Manages all HR, payroll, time-tracking, and benefits processes from a single online dashboard. It also offers other benefits administration, onboarding, core HR, and employee scheduling

A scalable solution, time-tracking, benefits, but bundles, payroll, offers HRIS to small and medium organizations.

Capabilities

· Mobile/tablet/PC accessibility.

· Intuitive mobile application for iOS and Android.

· Ease of implementation/customization.

· Support for MS Windows, Mac, and online platforms.

· Support of six languages (English, Dutch, German, French-Canadian, Spanish, Portuguese) and a variety of currencies in 70 countries worldwide.

· 24/7 knowledge base accessibility.

· Free seven-day product trial.

· Extremely fast-growing SaaS/HR Software Company.

· Facilitate quick navigation.

· Real-time reports run in just a few clicks.

· Dedicated account team of advisors that clients/employees can call or email.

· Free online and phone consultation/support and demo.

· Free trial available.

· Zenefits is easily configurable and customizable.

· Trusted by 45,000 employers and over three million employees

· Customer service is top quality

· Data security is a priority

· All data can be entered from a single point

· Goal setting options keep employees on task and mobilize departments

· Reduces need for imports and exports from disparate systems

· Syncs HR, time, and payroll

Recommendation

Based on the above comparison, it is recommended that the company, in this case, select Zenefits HR Software vendor. The software will come with free HRIS which will allow the organization to access the human resource information services even when they have not subscribed to the services of the vendor (Noe et al, 2017). The software is also easy to customize since it is very flexible.
References

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Obeidat, B. Y. (2012). The relationship between the human resource information system (HRIS) functions and human resource management (HRM) functionalities. Journal of Management Research, 4(4), 192-211.