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PREVIOUS ASSIGNMENT ATTACHEDDue Week 5 and worth 220 pointsNow that you assessed the business, identified some of the inefficient HR related processes plaguing Larson Property Management Company, and pinpointed a few possible solutions, it is time to choose an HRIS application that will best suit the business. In this assignment, you will provide a blueprint for the new system, and select a vendor that provides the type of HRIS you believe is most efficient and effective.To prepare for this assignment, review the Larson Property Management Company case scenario, and then research logical process modeling with data flow diagrams and HRIS vendors that may suit the needs for Larson Property Management.Instructions: Write a three to four-page proposal, in which you:Two Ways to View an HRIS: Data Versus Process 1. Explain the importance of viewing the HRIS from both a data and process perspective. Next, explain how the change team will use this information to address identified needs from Phase II: Analysis.Logical Process Modeling with Data Flow Diagrams and Physical Design Choice 2. Based on your research of logical process modeling with data flow diagrams, explain the key business activities and processes in the HR system, and how the data will flow. Next, determine the physical design and explain your reasoning for the design. Defend your decisions with theory and findings from past readings and class activities.Choose HRIS Vendor 3. Now that you know the type of HRIS you will be implementing, it is time to choose an HRIS vendor. Compare and contrast three vendors, including a description of the cost, capabilities, and HR functions that the HRIS caters to. Based on your comparison, choose the HRIS vendor that you will recommend to your client, and explain the main reason why you decided to choose this vendor over the others.Resources 4. Use at least three quality academic resources in this assignment. Note: Wikipedia and similar websites do not qualify as academic resources.Your assignment must follow these formatting requirements:Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.The specific course learning outcomes associated with this assignment are:Create an HRIS needs analysis and evaluate the acquisition process.Understand the purpose and components of the Data Flow Diagram (DFD).Understand the various criteria used to evaluate vendor proposals.

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ATS Introduction and Implementation Proposal
Neosha Fuller
Dr. Latrice Love
July 20, 2019
Introduction and Plan
With the growth of Larson Property Management from a company of 100 employees to a
multilateral corporation, there is a dire need of a new applicant tracking system (ATS) which will
be responsible for various tasks relating to the human resource. Currently, the organization is
using legacy HRIS, which was adopted ten years ago. From the case, it is evident that the
system has a limited storage space hence unable to process and store new employee records.
Legacy HRIS system is also not sophisticated and has limited functions. With the growth of the
organization and the need to employ new employees, there is a dire need of adopting a
complicated and sophisticated applicant tracking system (ATS) that will be responsible for
adopting a paperless hiring process, storing resumes and job applications as well as provide an
effective interface that allows easy retrieval of applicants’ data.
Needs Analysis
The rapid growth of Larson Property Management organization comes with new needs. One of
the most important need is a larger storage space for new applicants’ data. The current legacy
HRIS has reached its storage capacity and is causing many inconveniences. Secondly, there is a
need of having paperless hiring, which has automated job postings and selection during
openings. The new system also needs to store resumes and provide retrieval functions for
applicants who match jobs requirements. The systems also need to allow staff to access the
system remotely using a web browser.
Interview, Questionnaires, and Observation
Additional data regarding system needs will be collected from employees using interview
questions, questionnaires, and survey questions. Asking for their feedback and remarks
regarding a new system change will reduce resistance to change from the staff. From end-users,
the team will use anonymous questionnaires with open-ended questions regarding their remarks.
Some of the questions to include in the questionnaires and interviews include;
Do you think the current legacy HRIS system is no longer helpful?
Do you think the organization needs to adopt a new system?
How soon should the organization implement a new system?
What new functions and elements do you want the new system to provide/give?
What are your thoughts regarding the applicant-tracking system (ATS)?
From the needs analysis and the massive growth of the organization, it is evident that the time for
a change is now. An applicant tracking system (ATS) is a software that allows electronic
handling and recruitment needs which are implemented depending on the needs of an
organization. In contemporary management practices and HR functions, many organizations
have adopted the ATS system due to law requirements as well as the dynamic world. The
system is designed to revolutionize the hiring functions and processes in an organization. One of
the major benefits to be derived from the process is an increase in consistency in hiring across
the organization’s multiple locations. This will drive improvements which are key to
performance metrics (Holderman, 2014). Secondly, it is cost effective. Adopting the ATS
system will lower the costs used by the organization in paying individuals employees from the
HR staff to individually go through each application (Laumer, Maier & Eckhardt, 2015). This is
also time effective. The system automatically categorizes each application from the company
website or email to respective databases.
Holderman, J. (2014). The impact of applicant tracking systems on job search. Career Planning
and Adult Development Journal, 30(2), 154.
Laumer, S., Maier, C., & Eckhardt, A. (2015). The impact of business process management and
applicant tracking systems on recruiting process performance: an empirical
study. Journal of Business Economics, 85(4), 421-453.

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