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Week 2 Assignment: Capstone Project - Research and Resource Summary
Student’s Name
Institutional Affiliation
Instructor’s Name
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Date
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Week 2 Assignment: Capstone Project - Research and Resource Summary
I will need internal and external resources to introduce a new Human Resources
Information System (HRIS) to enhance team member turnover. Internally, I will need to access
prior documentation concerning the current HRIS, including the user manual and process flow,
and the overall system and communications architecture, which may require authorization from
the IT department head. An HR director will need to provide organically collected, systematic
data on existing processes within the HR department that are usually considered proprietary.
Budgeting information, such as fixed costs of the HR and IT departments and proposed IT
improvement costs, will need the approval of the CFO.
Social actors' views must be collected, and interviews shall be needed for that purpose.
Regarding the target subjects, I intended to survey with the participation of members of the HR
department, department managers, and randomly selected employees. This will entail calling for
various heads of departments to contribute and have different opinions towards the end. Current
information about the IT environment the organization's IT solutions provider uses is necessary
to evaluate the compatibility with new HRIS options, which requires talking to the IT manager.
To properly use these internal resources, I must consult my managing supervisor to
determine the correct means of communication. These resources will be demanded by the end of
the third week to ensure enough time is available to analyze them effectively and incorporate
them into the working project plan.
External resources will also include research on the significant HRIS vendors, their
products, and their prices, which will entice vendor demonstrations and product tests. Sources for
industry benchmarks and procedures for implementing the HRIS will be obtained from the
reports of industries offering services and professional bodies of human resource management.
Baseline data from related literature and case studies of similar organizations that have
already implemented HRIS will also be compared to identify probable problems and
interventions.
I intend to finish appropriate Lynda to upgrade my competency in this area. Com courses
related to HRIS implementation and analyzing data by week 5 of the program. These are the key
points that will be developed in this aspect and will be necessary for the decision-making process
in the framework of the project.
A comprehensive literature review will focus on several key aspects:
1. Strategies and recommendations on the implementation of HRIS
2. The state and prospects for the development of IT in HR and the applicability of AI
and machine learning
3. Cloud-based vs on-premise HRIS solutions
4. Strategies applicable to the management of change for the implementation of HRIS
5. Measures for data protection and privacy about the current conditions of HRIS.
The literature review will be progressive, and the initial review will be conducted by
Week 6. This timeline corresponds to the new HRIS system's planning, development,
implementation, and evaluation phases.
During the implementation process, I will ensure that I formulate good data privacy and
security that will help protect sensitive team member data such as social security numbers. This
plan shall contain encryption methods, restriction measures, and periods of security review.
Furthermore, I will implement the perfect change management plan to implement new HRIS in
the organization to overcome the resistance to change. Managing change will also include
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developing suitable communication structures, training, and development plans and increasing
awareness of the change across the departments, which will entail identifying departmental
change champions. We will also set up a feedback mechanism to attend to any complaints and
issues as soon as possible in case a change is needed. In that respect, our goal is to serve both the
need to maintain the security of the data and the quest for user acceptance to gain the most out of
the new system while disrupting the flow of the organization's business. They will enable us to
check on the progress of our implementation plan and determine the effectiveness of the
implementation.
References
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Biro, M. M. (2013, October 6). Seven hottest trends in HR technology. Forbes.
https://www.forbes.com/sites/meghanbiro/2013/10/06/7-hottest-trends-in-hr-technology/
#5f68717d2d32
Compare HRIS. (n.d.). HRIS technology trends and next-generation needs.
https://www.comparehris.com/hris-technology-trends-and-next-generation-needs/
