Can you help me with homework? Due Monday, November 21,2022
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System Development Life Cycle – Phase III - Design
Pamela Hines
Human Resources Information Systems
Dr. Latrice Love
November 7, 2022
Data versus process views
Human Resource Information Systems (HRIS) are critical for organizations to make data-driven decisions about their workforce. By viewing HRIS from a data perspective, organizations can gain insights into employee behavior and trends that can help them improve their HR practices. Additionally, data driven HRIS can help establishments identify potential issues with their workforce before they become problems. Data view HRIS can help organizations save time and money by reducing the need for manual data entry and analysis, and by providing accurate and up-to-date information about their employees. It also allows organizations to make informed decisions about their workforce that is based on data, rather than assumptions. Finally, data view HRIS can help organizations improve communication and collaboration between HR and other departments within the organization. I have found that data driven HRIS has saved our company time, efforts, and money. It seemed we were given back hours in our day once we implemented this type of system. Instead of devoting daily periods gathering information, creating analysis reports, and disseminating and discussing the material, we were able to recognize problems and make more efficient conclusions more quickly. This increased efficiency, we found valuable within our company.
Secondly, viewing HRIS from process perspective would ensure that the system meets the needs of the organization. By understanding the HR processes and how they are interrelated, organizations can design HRIS systems that support and improve these processes. Additionally, process oriented HRIS can help to identify bottlenecks and inefficiencies in the HR system and provide information that can be used to improve the overall effectiveness of the organization. Streamlining HR processes and improving efficiency can lead to cost savings for the organization. As a result, cost savings can be used to reinvest in HRIS or to fund other HR initiatives. Identifying potential bottlenecks or areas of improvement can help to improve the user experience and satisfaction with the system. Additionally, it can help to improve the overall quality of the data entered into the system. Consequently, this can lead to more accurate and timely reports, which can be used to make better informed HR decisions.
Process view also allows for the integration of HRIS with other business systems, which can further improve efficiency and effectiveness. Further, the change team can use this vital information to address identified needs from Phase II by understanding the architectural design of Larson Property Management system. Consequently, this would lead to improved efficiency and effectiveness in the long run. On the flip side, some may argue that viewing HRIS from a process perspective can lead to a "checklist mentality" where users are focused on completing tasks rather than on the bigger picture. Additionally, this perspective can lead to a greater focus on compliance with HR policies and procedures rather than on the strategic objectives of the organization. However, these potential drawbacks can be mitigated through proper training and user education.
Data Flow Diagram
In this perspective, based on the case study of Larson Property Management, it is evident that the company’s business activities and processes in the HR system revolve around the management of employee records. In short, account creation, employee reports, employee records and their capture and maintenance constitute the Larson Property Management key business activities and processes in the HR system and how the data will flow. Thus, it would then be significant to establish the physical design. Larson Property Management physical design is based on a system that accepts employee data and records and is often in the form of names, payment data, and performance.
Thirdly, the Nortek People Management services incorporate management of performance and disciplinary action. It is a fully featured Human Resource Software designed to assist Startup businesses and Agencies. Intended for Windows, Nortek People Management delivers end-to-end resolutions. It is an online system that offers 360-degree feedback, goal setting, training for management level employees, and employee lifecycle management, budgeting, document management, calendars, expense tracking, scheduling, and recruiting, all in one place.
Regarding cost analysis, HRLocker would cost the company $2.70 whereas Sage People costs $10. With Nortek People Management each license cost around $50 per user per year. In this case, the most effective and efficient vendor to be used by Larson Property Management would be Sage People as the ultimate HRIS system (HRMS n.d.). In short, based on cost and the benefits, I would recommend Sage People as the vendor to the Larson Property Management company. It seems to not only be great for a company that is budget conscious, but it is also a system that has many features and benefits that can assist an organization’s effective productivity.
References
HRMS World. (n.d.). HRLocker. HRMS World. Retrieved 18 October 2022. From https://www.hrmsworld.com/hrlocker-hrms.html
HRMS World. (n.d.). HRLocker. HRMS World. Retrieved 18 October 2022. From https://www.hrmsworld.com/nortek-people-management.html
HRMS World. (n.d.). Sage People. HRMS World. Retrieved 18 October 2022. From https://www.hrmsworld.com/sage-people-hrms-software-profile.html