Plan Summary
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Running head: HRIS
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HRIS
System Development Life Cycle
Courtney Hopkins
Latrice Love
April 23, 2021
Strayer University
System Development Life Cycle
Introduction and Plan
According to Irum and Yadav (2019), Human Resource Information Systems ((HRIS) is a HR system that provides a centralized database that saves candidate tracking data, onboarding, employee details, salaries and bonuses options. HRIS is important to any company that wishes to remain productive and adopt efficient employee hiring processes. Larson Property Management Company is one of the industry giants in California. This means that the company must remain competitive to retain its position in the industry. However, just like any other company may face challenges, Larson has challenges with its legacy HRIS. The system was implemented ten years ago to accommodate 100 employees, but currently, the same system supports more than 10000 employees. This means it has minimal storage capacity, and worst of all, it is operated manually. Employee recruitments have to be conducted annually.
Imagine such a large company with more than 1000 employees and still needs more employees, but all these processes must be conducted manually. From job posting, tracking employees, reviewing CVs and resumes to conducting interviews. This is nearly impossible, especially with the burn out that the HR hiring team might experience, leave alone misplacing CVs and applications of applicants. It may take ages for Larson to acquire new employees. Therefore, the only best solution is for the company to adopt an e-HR system that will allow all these processes to be conducted online. A digital system that the HR team will use to post job vacancies, job seekers send their applications online, resumes to be reviewed online and above all, increase the efficiency of the company's operations.
Need Analysis
The new system must be able to automate recruitment processes to reduce manual errors and improve data accuracy (Birungi and Katumba, 2021). The system should also improve operational efficiency by simplifying how the HR team tracks, updates and report employee data, for example, allowing employees to update electronic signatures on important documents that need to be stored. As the system is supposed to streamline HR tasks, it must also enable the HR team to make strategic decisions. And finally, it must be able to boost employee satisfaction. The major change team members in this HRIS project will include one HRIS project manager that will manage the entire project and coordinate with other members. IT team leader will also be part of the team, and his or her central role will be providing ICT advice on the best software. The team will also include an HRH data analyst who will serve as an HRIS advisor to ensure data standards and quality are met. The project will also have a training manager to ensure training of the system users in using the e–HRIS. Finally, an ICT support team will be incorporated to provide technical ICT support.
Data collection
One method that the project team will use to collect data is observation. Seeing is believing, they say. The team will have forms and observe how employees carry out their routine tasks and record observations. This can take about one month. In doing this, the team will ensure that the employees are not informed if they are being observed so that they do not change their everyday ventures. Another method that the team will incorporate is using questionnaires. They will use both electronic and paper questionnaires with both open and closed questionnaires. They can collect back the questionnaires after two weeks. Interviews shall also be conducted. In many circumstances, interviews are the best way to shortfalls of other data collection techniques. The team can handle both face to face and telephone interviews. In each of the data collection techniques mentioned above, some of the questions will be;
1. Tell me a little about Larson company?
2. Describe one scenario where your work was disrupted or slowed down because of the current HRIS?
3. What do you think is important for any company like Larson to stay on the edge of technology trends?
4. If given a chance to change one aspect of how the HR department functions, what would it be?
5. What is your opinion if the company implements an e-HRIS?
Conclusion
Adopting an HRIS means the company will shift from paperwork to digitalized processes (Tursunbayeva et al., 2017). First, there will be increased efficiency because eliminating paperwork means reducing human errors, financial and time resources. It will also help streamline simple processes by automating processes like overseeing employee onboarding and benefits. Using an HRIS also empowers employees to make more strategic decisions, which means increased productivity for the company.
References
Irum, A. & Yadav, R.S. (2019). Human resource information systems: a strategic contribution to HRM. Strategic Direction, 35 (10), 4-6. https://doi.org/10.1108/SD-02-2019-0043
Tursunbayeva, A., Bunduchi, R., Franco, M., & Pagliari, C. (2017). Human resource information systems in health care: A systematic evidence review. Journal of the American Medical Informatics Association, 24(3), 633-654. https://doi.org/10.1093/jamia/ocw141
Birungi, H., & Katumba, P. (2021). Evaluating the effectiveness of human resource information system (s)(hris) in improving employee performance at Stanbic bank Uganda. Journal of Global Economics, Management and Business Research, 18-36. https://dx.doi.org/10.2139/ssrn.3718247