Executive Summary

Larson Property Company is one of the biggest company in California which deals with the provision of development and management of commercial services. Due to its continuous expansion, there is a need to hire more employees so that it can be able to serve its clients efficiently. For efficient management of the organizational activities including monitoring of the ongoing activities, storing employees’ data, management of employees’ status and function, and tracking of the applicants for the vacant positions, the company requires an efficient Human Resource Information system (HRIS). However, the current legacy HRIS has been faced with functional problems such as limited file storage capacity. As such, the company cannot use the current HRIS system to maintain the applicants’ databases and so company clerks will be forced to enter applicants’ data manually. Such a task is cumbersome also time-consuming. Thus, the Larson Property Company has decided to replace the current legacy HRIS with an integrated HRIS which can be efficient and reliable in performing the organizational activities.

Organizational Plan and Analysis

            As hinted earlier, the organization has planned to come up with an integrated HRIS which is more efficient in performing organizational tasks. Firstly, the new HRIS system will apply the physical design since it is has a more direct approach than the logical design. Besides, it is easier to test and make any observable changes. Unlike the previous legacy HRIS, the recommended integrated HRIS will perform a variety of activities. It will involve tow processes which include data and other processes perspective. Such processes will ensure that the involved personnel develops an understanding of the new HRIS system. They will guide company employees to perform their tasks efficiently and simultaneously. Besides, the processes will enable the organization to hire new employees easily. On the other hand, the organization intends to use the integrated HRIS to keep records of all employees, monitor their status and functions, and do supervision of all organizational activities under a single platform.

According to the analysis done concerning the integrated HRIS, it will quicken the process of hiring and recruiting new employees. Besides, it will be able to retrieve any information about its employees. Since each company aims to get the best from its employees, the presence of an integrated HRIS will make it easier for the organization to empower its employees by improving on their careers. As a result, the employees will be able to manage any challenges that may face the organization. Other activities that will be impacted by the new HRIS is the tracking of workers process, dissemination of information across different departments in the organization, and reporting survey information to the organization. In essence, the new organization plan of installing an integrated HRIS will improve all areas of the company’s business.

Blueprint for the New System

The diagram below shows a blueprint of the integrated HRIS

            In the model, employees are put at the center since they form a crucial part in any company. Also, all the activities that entail the new system including applicant tracking, reporting, performance management, and benefits management are included in the model above. In this case, continuous management of the organizational activities can be ensured since the system allow information to circulate from one person or department to another. Performance management will involve equipping employees with extra skills that can improve their performance and this shows that the integrated system is aimed at benefiting every person in the organization.

Type of HRIS for the Organization

            There are different types of HRIS that can be implemented in Larson Property Company. However, I recommend that the company adopts Human Capital Management (HCM) solutions as its HRIS. The HCM solutions aim at recruiting and keeping employees for a long time. As such, they will be able to work continuously to develop the company (Al-Dmour, Love, & Al-Debei, 2015). Besides, this type of HRIS can help the company in making budgets, setting goals, and assessing its performance. Also, analytics can be applied in this HRIS to track employees’ performance and predict their potentials in performing organizational activities. Furthermore, this type of HRIS is detailed, and so it can be relied on by developed companies like such as Larson Property Company. Therefore, HCM solutions are the best HRISthat the company can adopt.

Functions of the HRIS and how it will solve Organizational Issues

            As shown earlier, the new system will be more advanced than the legacy HRIS. As such, it will be able to perform many functions that could not be performed by the legacy HRIS. First of all, the integrated HRIS will track applicants’ information and store it so that it can be analyzed before hiring them (Buzkan, 2016). In this regard, clerks will use less time to recruit new employees for the organization. Secondly, the system will manage the general performance of the organization in that employees will be monitored for their performance standards. As a result, those who are less-skilled will be taken through further training so that they can reach the required standards of performance. Another function of the HRIS system will be reporting of any important information to the organization. Such information may include data from surveys, issues affecting different departments in the organization, and employees’ progress in carrying out organizational duties. Lastly, the new HRIS will measure the benefits of the company. Every organization aims at making maximum profits from its products and services. Therefore, the integrated HRIS will be of much help to Larson Property Company as it will be able to measure its profits and rate its development.

Comparison of Vendors

            In this project, three vendors were selected and compared so as to come up with the right vendor for the company. They included core HR software, Bamboo HR, and Simple HR. All the three vendors supported common organizational activities such as performance management, provision of beneficial data, and they were simple and affordable (Siengthai, &Udomphol, 2016). However, I recommend that the company should adopt the core HR software as the new HRIS system. The core HR system is reliable since it gives a brief view of the business activities taking place in the organization. Besides, it applies the performance management aspect of the HRIS model whereby it ensures that employees acquire adequate knowledge and skills that they can apply to improve the organizational benefits. By doing this, the software enhances the development of the organization, and also increases the profits earned in the business carried out throughout the organization. Furthermore, this core HR software is capable of identifying loopholes in the organization, and this enables the employees to find ways to cover them before they lead to advanced issues in the organization.

Implementation of the HRIS using the Change Model

            Implementation forms an integral part of any project. As such, appropriate measures should be taken before implementing an HRIS system. For instance, adequate testing of the old and new system should be done so as to compare the effectiveness of the two HRIS systems. In this case, a system that proves to be more effective is taken. The new system can only be implemented if it proves to be reliable than the previous one. In this project, the legacy HRIS, which has been used for a long time in the company proved to be unreliable due to its limited stage. Thus, the integrated HRIS qualifies to be implemented.

As usual, bringing a change in an organization has challenges such as resistance from some employees. Therefore, the Lewin change model will be applied in implementing the HRIS system to counter the challenges. The model involves three steps, and the first step is unfreezing whereby adequate information about the change is collected so that enough proof can be attained to continue with the change process. The second step is transformational change, and it involves the actual incorporation of the new system in the company (Hussain et al., 2018). In this case, the step will be followed to actualize the HRIS system in Larson Property Company. The last step is called freezing which aims to render the change permanent. In this case, the change team will ensure that the integrated HRIS model is permanent so that its outcomes can be measured for a long time. Lewin model of change has been used because it is practical and can be easily implemented in an organization.

Cost Justification

In this project, the cost and benefit of the new HRIS system were justified before selecting the appropriate vendor. First of all, the core HR software selected is cheap, yet it can bring more benefits to the organization. Besides, the employee assessment techniques applied in this system ensure that each employee works towards improving the company’s outcome. Those who possess fewer skills are trained so that they can be more productive. Therefore, this system will deliver profits at low costs if it is implemented.

Maintenance and Evaluation

Every new system should be maintained and be evaluated from time to time to ascertain its productivity. Therefore, the integrated HRIS will undergo similar steps. Since it is a software, IT experts should be employed so that they can check the system frequently to avoid unnecessary breakdowns, and also ensure that it is secured from hackers. Maintenance should be accompanied by evaluation whereby the outcomes related to the system are measured. As such, the new HRIS will be expected to be more productive than the legacy HRIS. Thus, maintenance and evaluation will be done frequently to measure its progress.

Conclusion

            Based on the information collected about the integrated HRIS, it is clear that it will deliver more positive results than the legacy HRIS. Therefore, the company should plan early on how they will integrate the system into the function without incurring losses. Besides, barriers to change should be identified, and necessary actions can be taken to ensure that the HRIS is implemented. As shown above, the new model of HRIS is more advanced such that the organization can use it to monitor activities going on in different organizational departments in a single platform. Thus, frequent maintenance and evaluation should be done on the system to avoid unnecessary breakdowns. As a result, the company will gain benefits from it at low costs.

 Reference

Al-Dmour, R. H., Love, S., & Al-Debei, M. M. (2015). Measuring the effectiveness of HRIS practice in business organizations: a study in the context of a developing country. International Journal of Business Innovation and Research, 9(5), 507-525.

Buzkan, H. (2016). The Role of Human Resource Information System (HRIS) in Organizations: A Review of Literature. Academic Journal of Interdisciplinary Studies, 5(1), 133.

Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.

Siengthai, S., &Udomphol, A. (2016). The Impact of Human Resource Information System (HRIS) on Organizational Effectiveness: A Case Study of the Textile Industry in Thailand. International Journal of Asian Business and Information Management (IJABIM), 7(3), 40-53.

 
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