HRM 520 Assign 4

Running head: LEGACY HRIS 1

LEGACY HRIS 5

Legacy HRIS

Melissa Miller

Professor: Dr. Dana Richmond

Strayer University

Global Campus

HRM 520: Human Resource Information Systems

October 22, 2018

Legacy HRIS

Introduction and Plan

The increase in the size of an organization calls for an increase in resources. In the case of Larson property Management Company, the increase in size required the expansion of the human resources. Consequently, the increase in human resources posed a problem especially in record keeping for the human resource processes. The firm, therefore, was therefore forced to adopt the HRIS system that to perform most of the prominent human resource activities. Larson Property management company having implemented the legacy HRIS system have realized some shortcomings in the System that need to be checked as soon as possible to improve the efficiency and effectiveness of the human resource functions in the organization. The legacy HRIS needs to be replaced with a sophisticated applicant tracking system (ATS) with its primary aim being to provide a paperless hiring process.

However, the ATS system must include all the stages of the recruitment process. It must be able to convert all the physical work transferred to it. The system should consist of organizational aspects like planning, recruiting, managing, training, and evaluation (Laudon & Laudon, 2016). Additionally, the inputs had to be fed to the system and maintained in the system (Laudon & Laudon, 2016). The new system will ensure that the data and the process have trivial statues in the design

Analysis

System Needs

The organization is in dire need of the change and therefore the implementation should be done as quickly and as prudently as possible (Kavanagh & Johnson, 2017). The new system needs to be user-friendly. That is, it must be both compatible with the previous methods and highly adaptable to the users. The system must be able to transform most of the paperwork into electronic data (Armstrong & Taylor, 2014). The system must be able to track the candidate’s progress through the overall hiring process and providing automated reports. The system is needed to have highly fast internet workability whereby it will be used to post job posts via the organization’s website. These features were either not available in the previous HRIS system or were not as effective as required.

Team Members

To accomplish the new change, a team comprising of human resource professionals, IT experts, and employee leaders from each level will be formed. The human resource professionals will be instrumental since they will design the whole process of hiring. This is because the entire system will primarily affect their department. Besides, the IT professionals will be critical in the design regarding system security, usability, and efficiency. The employee representatives in each level of management will give their contribution to the specific needs of the system since they will in most times be using the systems.

Data Collection

Data will be collected using questionnaires from the employees and other stakeholders of the organization. The change management team will give both closed-ended and open-ended questionnaire to the primary stakeholders who will provide their views on what should be changed.

Essential Questions

i. The following are some of the questions that will be asked to end users via the questionnaires.

ii. What is your view on the new system regarding access to information?

iii. Which aspects of the new system do you like or don’t like? Give the reason.

iv. Does the system support the organization's workflows and processes without forcing you to change?

v. Does the system provide security and confidentiality of information?

vi. Does the system align with the human resource strategy and the overall business strategy?

In conclusion, the new system should be adopted since it first, aligns with the human resource strategy and the overall business strategy of transforming paper-based records to electronic records. Secondly, the system will lead to efficiency in the human resource system since the process of hiring an employee evaluation will be done swiftly.

References

Armstrong, M., & Taylor, S. (2014). Armstrong's Handbook of Human Resource Management Practice. London, UK: Kogan Page Publishers.

Kavanagh, M. J., & Johnson, R. D. (2017). Human Resource Information Systems: Basics, Applications, and Future Directions. Thousand Oaks, California: Sage Publications.

Laudon, K. C., & Laudon, J. P. (2016). Management Information System. New Delhi, India: Pearson Education India.