HRM 520 Assign 4

Organizations that seek to implement the Human resource information system should attempt to address it through both the data and the process perspectives. This is because each of the two perspectives focuses on a different but equally important aspect of the human resource information system. For instance, the data perspective focuses on the analysis of the kind of data the organization captures (Kavanagh & Johnson, 2017). Also, it focuses on the relationship between the data variables. Remember, the data perspective does not consider the manner and the place in which the data captured will be used. The major areas where the data perspective focuses on include the applicant’s knowledge, abilities, and skills during recruitment. It will also focus on the critical data to be captured such as the applicant’s name, address, academic credentials, working experience among others.

On the other hand, the process perspective focuses on the organization activities and how data and information flow within the different departments of the organization (Kavanagh & Johnson, 2017). For instance, the recruiting model viewed from this perspective will consider the business actives such as receiving applications, sorting the resumes in the bid to create an interview pool, scheduling interviews, and reporting candidates’ information to the respective legal bodies. In a nutshell, the two perspectives are essential since each represents a portion of the total HRIS but does not provide adequate information to the change team.

Addressing the System’s Needs

The change team will use this information in various ways in the bid to propel the intended change towards success. It should be noted that the second phase of the amendment requires a lot of information that is sieved to maintain relevance (CompareHRS, 2018). Some of the information that will be used in the analysis includes the system needs, some users it can support, its reliability, the nature of data it can capture, information display and dissemination among others. These data will guide the team in creating a memorandum of what the change will bring to the company (CompareHRS, 2018). It will also guide them in addressing the system needs and the best ways to mend any loophole in the analysis.

Logical Process Modeling

The principal business processes in the HR system will include the recruitment process, employee appraisal process, and payroll management process (CompareHRS, 2018). Each of these activities will have an individual process that will guide the information and data flow in every action. For instance, in the recruitment module, the events will include receiving applications from candidates, sorting the resumes to come up with an interview pool, scheduling the interviews, and reporting candidates’ information for legal purpose (Laudon & Laudon, 2016)s. Here, the data will flow from the point application are received to throughout the process up to the last step respectively, as mentioned in the previous statement. The information will be disseminated in each department since the three methods are integrated

Physical design

The diagram above represents the physical design of the new HR system. Information will be exchanged across the department of human resource. The primary focus of this human resource information system is about the process of hiring. Therefore, the primary focus of this physical design is on this process. The reasoning behind the plan is that the human resource department activities are all linked to each other in one way or the other. Therefore, the four major activities including hiring process, compensation process, employee appraisal, and health and safety activities have a strong linkage between each other (Kavanagh & Johnson, 2017). However, the first process is hiring, then followed by compensation, employee appraisal, and health and safety in that order. All these sub-departments must all report to the human resource manager.

HRIS Vendor

Oracle Human Resource Cloud

It is a complete human resource application that helps the organization in strategizing for the best workforce experience (SelectHub, 2018). This software integrates technology with the best human resource practice. This software allows the organization to find, develop, and retain the best talent in the labor pool. The cost of this system is customized depending on the nature and size of the organization.

Bamboo HR

This is an HR information system that is created for both small and medium-sized organizations. This system is constructed with features including an applicant tracking system and performance management capabilities. The system provides the executives with timely and customized reports. It also allows the employees to perform self-service activities using a convenient mobile application. The software comes in two main packages. That is the basic package and the professional package. The basic package costs $99 per month while the professional package costs $299 per month (SelectHub, 2018). There are also other charges inclusive such as license fees, maintenance and installation, and customization fees

Workday Human Capital Management

This information system unifies human resource and talent into single management into a single system-of-record. The policy defines the bets hacks for managing global mobile and diverse human capital. The cost of this system depends on the number of users, size of the company and many other factors such as the industry the business operates.

Therefore, Bamboo HR system will be more convenient to this organization bearing in mind it is cost effective and aligns to the organization’s needs and projection as for as the talent is concerned.

References

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. New York, US: Kogan Page Publishers.

CompareHRS. (2018). CompareHRS. Retrieved from HRIS Overview: https://www.comparehris.com/hris-overview/

Kavanagh, J. M., & Johnson, R. D. (2017). Human Resource Information Systems (4 ed.). New York, NY: Sage 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.

SelectHub. (2018). SelectHub. Retrieved from Compare HR Software: https://selecthub.com/hr-management-software/