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Overview

Now that you have 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 on pages 114–115 of the textbook, and then research logical process modeling with data flow diagrams and HRIS vendors that may suit the needs of Larson Property Management.

Instructions

Write a 3–4 page proposal, in which you do the following:

Two Ways to View an HRIS: Data Versus Process

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

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

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

Use at least three quality academic resources in this assignment. Note: Wikipedia and similar websites do not qualify as academic resources.

Case Study: Vignette Continued3
Larson Property Management Company is one of the largest property management companies in
California, with more than 1,000 employees. The company provides a full array of commercial
management and development services. These activities include complete management services for
commercial office and retail buildings and apartment complexes; construction, repair, and maintenance
of commercial properties; and financial management and billing services for commercial real estate
clients. The company has experienced significant expansion over the past five years in response to the
growth in apartment and commercial construction in southern California, and this expansion has
resulted in the need to hire a large number of employees on an ongoing basis to staff its operations.
Larson Property Management has depended on a legacy HRIS to manage its applicant and employee
databases. The system runs on a client-server computer system. The system was implemented
approximately 10 years ago, prior to the company’s rapid growth and when it employed fewer than 100
employees. The system’s functionality is limited to the storage and retrieval of employee and applicant
data. For recruiting purposes, the system requires a clerk to manually enter basic applicant data, the
results of the application test, and whether or not an offer of employment has been made. Prior to this,
applicants’ files were passed around to those who reviewed the materials and were sometimes
misplaced, so trying to locate a particular applicant’s file was often a problem. The current HRIS has
limited file storage capability for applicant and employee records and currently has reached its storage
capacity.
Larson Property Management has decided to replace its legacy HRIS. One application module in the new
HRIS that the company wants is a sophisticated applicant-tracking system (ATS). The primary objective
of the ATS will be to provide a paperless hiring process. The basic functions of the new system will be
managing the requisition and approval of job openings, storing resumes and job applications and
retrieving through query functions the names of applicants who match job requirements, tracking a
candidate’s progress through the recruiting and selection process, and providing automated reporting
functions. The company’s managers also want an e-HR functionality that includes the Internet posting of
job openings through the company’s website and external job-posting services, application and resume
submission through the Web and through kiosks at various office locations, staff ability to access and
use the system remotely through a Web browser, and online resume- and application-scanning
capabilities.
Part of the design phase is modeling the processes that will be used in the system for applicant tracking.
For Larson Property Management, this modeling will allow the system analysts to design an efficient
paperless hiring process.
Larson Property Management is well aware that the design stage of the SDLC is critical for the successful
implementation of the new ATS. However, there is considerable confusion about how to proceed with
this phase. The HR and IT professionals assigned to the ATS committee have been meeting to plan the
new system. From their planning and needs analysis, it is clear that a new HRIS application is needed,
can save considerable time, and can result in more accurate storage and retrieval of applicant data for
cost-benefit and other management reports.
The company has had several vendors provide presentations, with each vendor outlining its particular
approach to the design of an ATS. But these presentations were primarily focused on the physical design
of the new ATS. The HR and IT committees must now begin the design process, which must be
completed in three months.

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