HRM 520 Assign 4

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HRM520006VA016-1188-001 - HUMAN RES. INFORMATION SYSTEMS

Assignment 4: Plan Summary Melissa Miller on Fri, Nov 30 2018, 9:27 PM

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1 Running head: PLAN SUMMARY 8 PLAN SUMMARY

Plan Summary Melissa Miller Professor: Dr. 1 DANA RICHMOND STRAYER

UNIVERSITY GLOBAL CAMPUS HRM 520: HUMAN RESOURCE

INFORMATION SYSTEMS DECEMBER 3, 2018

Contents Current Issues Facing the Larsson Property Management Company 3 Plan and

Analysis of the HRIS based on Issues Identified 3 Function HRIS Serves and how System

Word Count: 1,448

Attachment ID: 244349917

Assignment 3 Plan Summary.…

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1 Another student's paper

2 Another student's paper

3 Another student's paper

4 Another student's paper

5 https://www.albany.edu/business/Richard_Johnson.php

6 Another student's paper

7 Another student's paper

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will solve the Business Issue 3 Comparison of Three HRIS Vendors and

Recommendations 3 Oracle Human Resource Cloud 3 Bamboo HR 4 Workday Human

Capital Management 4 Recommendation 4 Implementation of the HRIS Using Kotter’s 8

Step Change Model 4 Project Management Roadmap and Associated Implementation

Costs 6 Proper Maintenance and Evaluation of HRIS System for Continuous

Improvement 6

Current Issues Facing the Larsson Property Management Company The Larson property

management group faced problems of record keeping. Over the years, the human

resources aspect of the firm has steadily increased. The upsurge in staff numbers has

precipitated a complex system of keeping and maintaining the database for the personne

attached to the firm (Kavanagh& Johnson, 2017). Larson property management has

implemented the legacy Human Resource Information System (HRIS) to facilitate the

process of wireless hiring. The organization has however identified user-friendly issues

with the HRIS. Also, it needs to be highly compatible with the rest of the hiring system at

Larson property and needs to be adaptable to the needs of the users.

Plan and Analysis of the HRIS based on Issues Identified Function HRIS Serves and how

System will solve the Business Issue The HRIS resolved the traditional processes of hirin

For the Larson property group, simplification of the HR processes will translate to better

strategic management decisions. The HRIS system provides an avenue of storing,

dissemination and dispensing employee data in a quick, effective and efficient manner.

With the current expansion programs involving the human resource at the Larson

Property Management, the HRIS will streamline the hiring operations. Also, the system i

essential to raise the efficiency of the hiring process, reduce the weight of financial

transactions, and manage organizational leadership if customized correctly. The HRIS

system will allow Larson Property Managers to access information about their employees

easily.

1 COMPARISON OF THREE HRIS VENDORS AND RECOMMENDATIONS

ORACLE HUMAN RESOURCE CLOUD IT IS A COMPLETE HUMAN

RESOURCE APPLICATION THAT HELPS THE ORGANIZATION IN

STRATEGIZING FOR THE BEST WORKFORCE EXPERIENCE (SELECTHUB,

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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 BAMBOO IS AN HR INFORMATION SYSTEM THAT IS

CREATED FOR BOTH SMALL AND MEDIUM-SIZED ORGANIZATIONS. THI

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

(SELECTHUB, 2018). THAT IS THE BASIC PACKAGE AND THE

PROFESSIONAL PACKAGE (SELECTHUB, 2018). THE BASIC PACKAGE

COSTS $99 PER MONTH WHILE THE PROFESSIONAL PACKAGE COSTS

$299 PER MONTH. 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.

RECOMMENDATION 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.

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Implementation of the HRIS Using Kotter’s 8-Step Change Model The process of

implementing the HRIS at Larsson Property Managers is a change process. To

successfully introduce the changes to the staff model, I would favor Kotter’s 8-Step mode

of change implementation. 2 THE FIRST STEP IS CREATING A SENSE OF

URGENCY AT THE ORGANIZATION. This is achieved through the identification of

potential crises or opportunities as a result of the growth of an organization. It is at this

stage that a catalyst for change is identified and established (“Kotter's 8 Step process to

successful change, ”2016). The second stage of change involves the formation of useful

coalitions. The coalition involved assembling people with the right attitude and capability

to drive the change model an organization seeks to incorporate (“Kotter's 8 Step process

to successful change, ”2016). Also, at this stage, enough strategies should be formulated t

facilitate the change process and make the introduction of the HRIS concept seamless an

without any form of technical glitches. The third step of Kotter’s 8-steps is to ensure that

vision of what the institution hopes to achieve is created and that all personnel at the

organization are alive to the expectation so of the company regarding the change process

(“Kotter's 8 Step process to successful change, ”2016). The next step involves the adoptio

of every opportunity to communicate the ideals of the change process. The onus is on the

management to demonstrate the new vision and strategies to each of the employees to

help them internalize the requirements of the change process. The Kotter’s 8-Step model

of change involves the adoption of clear communication strategies to make sure all

employees are in tandem with the goals the organization seeks to deliver.

The fifth step of Kotter’s eight-step model of change I would implement at the Larsson

Property Managers is empowering others to act on the proposed amendment. Also, I

would change the structures and cultures which seriously undermine the vision of change

I aim to implement at the business. 3 THE NEXT STEP INVOLVES PLANNING TO

CREATE SHORT-TERM WINS. To effectively achieve this purpose, I would reward

and recognize the employees at Larson Property who have shown willingness to embrace

the change (“Kotter's 8 Step process to successful change, ”2016). The stage also involves

planning for visible performance improvement. The seventh step I would borrow from

Kotter’s theory of change is consolidating improvements and producing still more change

(“Kotter's 8 Step process to successful change, ”2016). Enhancing the vision for step seve

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would comprise hiring the employees who are ready to embrace change and facilitate the

change process. Lastly, I would institutionalize the new approaches to the change model

to effectively incorporate the HRIS at the firm.

4 PROJECT MANAGEMENT ROADMAP AND ASSOCIATED

IMPLEMENTATION COSTS THE COST JUSTIFICATION STRATEGY USED

TO JUSTIFY THE COST OF THE HRIS IS THE ORGANIZATIONAL

ENHANCEMENT STRATEGY WHICH MAINLY FOCUSES ON THE BENEFITS

THAT WILL BE INCURRED BY THE ORGANIZATION. THE INTERESTS

INCLUDE IMPROVED EMPLOYEE PERFORMANCE, INCREASED STAFF

PRODUCTIVITY, REDUCED COSTS OF PERFORMANCE REVIEWS AND

PAPERWORK FROM $70,000 TO $30,000, REDUCED TIME COSTS ON

ADDRESSING THE NEEDS OF THE EMPLOYEES AND AN ESTIMATED 30%

INCREASE IN REVENUES (KAVANAGH& JOHNSON, 2017). THE

IMPLEMENTATION COSTS WILL AMOUNT TO APPROXIMATELY $40,600.

HOWEVER, THE COMPANY WILL INCREASE ITS PRODUCTIVITY AND

ENJOY A 30% INCREASE IN TAXES (KAVANAGH& JOHNSON, 2017). THE

SYSTEM IS THEREFORE JUSTIFIABLE TO COMMENCE AS THE FEES WILL

RECOVER THE COSTS OF IMPLEMENTATION.

PROPER MAINTENANCE AND EVALUATION OF HRIS SYSTEM FOR

CONTINUOUS IMPROVEMENT MAINTENANCE IS THE MOST CRUCIAL

PART OF THE HRIS IMPLEMENTATION. FAILURE TO MAINTAIN THE

SYSTEM LEADS TO SYSTEM FAILURE. THE COMPANY WILL PERFORM

MONTHLY, QUARTERLY, BIANNUAL, ANNUAL MAINTENANCE AS WELL

AS UNDERTAKING VENDOR MEETINGS AND CONFERENCES. THE

MONTHLY SUPPORT WILL INVOLVE APPLYING UPGRADES FROM THE

VENDOR AND FIXING BUGS (KAVANAGH& JOHNSON, 2017). THE

QUARTERLY MAINTENANCE WILL BE PERFORMED AFTER THREE

MONTHS TO REVIEW SECURITY ACCESS AND TUNE THE THIRD PARTY

OR IN-HOUSE PROFESSIONALS. BIANNUAL MAINTENANCE WILL BE

UNDERTAKEN AFTER EVERY SIX MONTHS TO ENSURE THAT THE

SYSTEM KEEPS UP WITH THE TECHNOLOGY TRENDS BY UPGRADING

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THE SYSTEM (KAVANAGH& JOHNSON, 2017). SIMILARLY, THE

ADDITIONAL FUNCTIONS, REPORTS, AND FEATURES WILL BE

ELIMINATED FROM THE SYSTEM. THE VENDOR CONFERENCES AND

MEETINGS WILL ENABLE THE COMPANY TO GAIN INFORMATION FROM

THE VENDOR.

5 REFERENCES KAVANAGH, M. 1 J., & JOHNSON, R. D. (Eds). (2017). 1

HUMAN RESOURCE INFORMATION SYSTEMS: BASICS, APPLICATIONS,

AND FUTURE DIRECTIONS. Sage Publications.

Martin, M. (2017). 1 FUNCTION AND BENEFITS OF HUMAN RESOURCE

INFORMATION SYSTEMS (HRIS). Retrieved from

https://www.cleverism.com/lexicon/human-resource-information-system-hris/.

Accessed on: 26th November, 2018.

6 “KOTTER'S 8 STEP PROCESS TO SUCCESSFUL CHANGE.”(2016). 7

RETRIEVED FROM HTTPS://WWW.EDUCATIONAL-BUSINESS-

ARTICLES.COM/8-STEP-PROCESS/. Accessed on: 26th November, 2018.

SelectHub, S. (2018). Software Selection Tool | Software Selection Management |

SelectHub. Retrieved from https://selecthub.com/. Accessed on: 26th November, 2018.