plan summary

Implementing the HRIS Using Modified Change Models

Implementing the HRIS Using Modified Change Models

Change of Management

For any system implementation to kick off smoothly and be success to deliver some of the intended objectives it was meant to serve various factors must be considered and well documented. Among the likely causes of failure in implementation of the system includes the high expectation of the company’s management that the new software system to be put in place will solve all the problems that the old HRIS system had. This is a very crucial key factor to consider during the implementation phase of the system as many business Larson Property Management been one of them expected that installation of the ATS system would solve all the problems of employee hiring process which the company had initially without considering first at the improvements that can be made to improve the efficiency of the old system (O'brien, & Marakas, 2005). Secondly, yes the team clearly stated the objective of having the new applicant- tracking systems, the implementations committee from both the IT and HR professionals failed to find the opinion of various stakeholders of the implementation of the ATS process would affect either directly or indirectly before embarking on the implementation process so as to ensure that their views are taken into consideration.

Change model

Since change in organization or businesses is inevitable in one way or the other due to either internal or external factors, the appropriate change model I would recommend for this case is Modified Change Model.

Modified Change Model

The modified change model is one of the best model that many businesses have used in the past to ensure smooth transition and efficiency of the new system implemented since it transfer the existing knowledge or vital data and the experiences or the new adjustments necessary to support the new system to work efficiently and produce reliable information as stated in the objectives. When this change model is compared against other change models like the inventive change models, it provides a more effective and cost-friendly model which not only allows the previous experience from the old systems to be used to improve the performance of the new software to be implemented (Noe, Hollenbeck, Gerhart, & Wright, 2017). Through the modified change model the implementation team would be able to incorporate some of the crucial data from the previous system into the new ATS system which would enhance the performance of the new system through maintaining some of the good performance principles of the HIRS and incorporating them in the ATS system to be implemented.

HRIS Implementation

Before the system is taken online various considerations have to be made to ensure that the due process is followed and all the parameters are factored in the implementation plan. Some of the considerations include:

1) Consider the effect of management change to the various stakeholders

Before implementing the HRIS system is normally prudent to consider the response of some of the stakeholders like the organizations employee and how they feel about the change in management and if there were any adjustments they would like to be made to the HRIS system to make it more efficient. In addition, building a communication model is imperative to the success of the HRIS Implementation since it considers the views of all stakeholders.

2) Hire or contract a HRIS consultant

Depending with the performance of your human resource department you might consider hiring a consultant especially when the HR performance is poor and also if there is strong differences between the various stakeholders involved in the implementation process (Fui-Hoon Nah, Lee-Shang Lau, & Kuang, 2001). After considering all these parameters and hiring a consultant, the consultant should be able to conduct pre-diagnosis analysis of the system and making sure that all the necessary requirements are available to make the implementation process run smoothly. Also, the consultant should make references to the previous system and make sure all the vital information are well package to prevent data loss in the process of implementation.

3) Carry out data migration procedure

During the process of migrating your data from your old system to the new system, the team in charge of the implantation should make sure that the plan for data migration is laid down properly so that no data loss or interception occurs in the process giving high priority to the organizations personal data which its integrity shouldn’t be compromised in the process of data migration. Moreover, security of the system against cyber-attack should be at the forefront of your agendas.

4) Conduct system testing

Run pilot checks to ensure that the system is working efficiently as expected and if not adjustments to be made so that all key variables are included. Doing system test helps in checking the level of performance of the system before taking it live so that necessary changes can be made were need be.

5) Organize user of employee training

Since it is the organization’s staff that is expected to use the new system, training them on various ways of going about the system without compromising the security of the system itself is very important in the effectiveness of the system.

6) Prepare a budget of the implantation process

Budget helps to determine the feasibility of the project as to whether the organization can comfortably fund the project without running into financial hiccups. Also, the budget allows the organization’s management to eliminate certain requirements which are not that necessary for the project to make it more economical.

7) Go live

Normally after all the above considerations have been taken into consideration, then the new system can be taken live as periodical maintenance and checks are done to promote its efficiency and reliability of the data/ information generated from it.

Cost Benefit Analysis

Conducting a cost benefit analysis is one of the most proficient ways of appraising projects to determine if they are economically sound and realistic as to what the company’s financial status is concerned. In addition cost benefit analysis is used during the process of securing funding of the project from banks and even investors. It is also used in determining the strengths and weakness of the alternatives used in coming up with the best working alternative.

The entire cost of taking the system live could be divided into the following:

Parameter	Approximated cost
Hardware and software cost	$30,000
Professional contracted	$1,500
Annual maintenance cost	$3,000
Direct and indirect cost	$3,500
Personnel training cost	$1,200
Totals	$39,200

From the financial records of the Larson Property Management company, the business is estimated to make an annual profit of $280,000.

Alternative one if used to implement the new system is estimated to cost the company $65,000 with Alternative Two costing $70,000. Therefore, based on the cost benefit analysis the company decided to implement the one since it was cost-effective and ensured quality deliverance of the new systems objective.

Maintenance of the New System

To ensure that the system functions properly, the data been entered and queried in the system should be tracked to determine any malicious or unwanted data glitches that might result in compromising the integrity of the system. This could be done through installing antivirus software which tracks and alert management of any information that posts threat to the systems security. Conducting progressing training to the staff on the emergent ideas and technologies which can improve the performance of the systems and also creating a much elaborated logins detailed to makes it hard for an outsider to access the information without the necessary authorization.

References

Fui-Hoon Nah, F., Lee-Shang Lau, J., & Kuang, J. (2001). Critical factors for successful implementation of enterprise HRIS systems. Business process management journal, 7(3), 285-296.

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.

O'brien, J. A., & Marakas, G. M. (2005). Introduction to information systems (Vol. 13). New York City, USA: McGraw-Hill/Irwin.