If you cannot meet the dead line 7/21/19 by 10pm est do not bid. Assignment 1: Case Study: GeicoDue Week 3 and worth 150 points Go to the Geico Website to read the “Total Rewards Program” at http://ca
Running head: SYSTEMS DEVELOPMENT LIFE CYCLE 0
Systems Development Life-Cycle: Phase III Design
Student XXX
University
HRM 520 – Human Resources Information Systems
February 04, 2019
Systems Development Life-Cycle: Phase III Design
It is essential to invest in the correct HRIS system to meet your organization’s needs. Our initial needs assessment on Larson Property Management Company (LPMC) identified a need for a new HRIS system, which had input from stakeholders and what they’d like to see with a new system. (Kavanaugh & Johnson, 2018, pg. 114-115)
In this paper, we will analyze data and process perspective and address its needs. Stakeholders will be briefed on the two ways to view the HRIS system and gather their input as we move forward with the plan for the new system. After viewing presentations of HRIS systems, we will announce who will be the vendor and layout the physical design for LPMC. (Kavanaugh & Johnson, 2018, pg. 114-115)
Ways to View An HRIS
An effective organization will look at the HRIS system from two different perspectives. One being data perspective and the other process perspective. In order to make informed decisions we will brief the stakeholders the importance of viewing data and process perspective and how it represents the new HRIS.
According to Kavanaugh & Johnson, 2018, (pg. 96), “data perspective focuses on an analysis of what data the organization captures and uses, and on the definitions and relationships of data, while ignoring how and why the data will be used.” In other words, the system will capture important data tailored for a specific task in the HRIS. The data perspective uses the best way to use the data for accuracy during operation.
On the other spectrum, the process perspective focuses on how the business wants to operate and use their processes and activities to determine needs. It drives the organizational data through the HRIS. (Kavanaugh & Johnson, 2018, (pg. 96). Through the process perspective, the software designer will focus on current operations systems and processes. The designer will focus on the driving force of the system allowing it to feed information but bypass what data is captured.
Our change team made up of the HR department, IT, and finance committees have provided details on what’s needed for this new HRIS. After briefing the stakeholders on multiple occasions, they determined what they’d like to see in the new HRIS system with ATS. Both data and process perspective make up the entire HRIS system. To give the stakeholders a better picture of the two, Kavanaugh & Johnson, 2018, (pg. 96), explains that, “by modeling each separately, the organization is better able to understand and communicate its needs to the technical staff.” The technical staff can include, HR (acting as the project manager), IT, vendors, consultants, and software developers. (Kavanaugh & Johnson, 2018, pg. 96).
Data Flow Diagrams and Physical Design
A process model describes and represents the key business processes or activities conducted by the organization, such as applicant tracking. (Kavanaugh & Johnson, pg. 97). The data flow diagram represents the activities of the process model and many areas of the HR system. The data flow diagram shows how data will be moved through the system representing four symbols. Those symbols are an entity, data flow, process, and the data store. (Kavanaugh & Johnson, pg. 97).
When choosing the best HRIS to fit the needs of your organizations, you must keep in mind that the stakeholders come first. We are in a day and age where keeping up with technology will prove to increase profitability and productivity. While working for a previous employer and witnessing the success of these three HRIS in action, we decided on the three software to be included in our HRIS, which are found on Human Resources Software, 2018, (para 1).
ADP Workforce: ADP manages capital for companies with more than 50 employees with core capabilities to manage payroll, benefits, compliance, talent, time, and labor.
Kronos Workforce Ready: Kronos is a single cloud-based platform where employees manage their time with oversite from HR and managers.
iCIMS Talent Platform: iCIMS manages applicant tracking with the ability to e-sign documents. Operators can create requisitions and automate job board postings. There is the ability to move candidates through the hiring process through this system.
Our team has decided to move forward with the upgrades to the current system due to the need for more storage space in the old HRIS. Rapid company expansion and growth further provides a reason to upgrade. We will be outsourcing this work choosing one of the vendors that offered us presentations on their capabilities.
We have chosen this design because it fits our needs as a rapidly growing company. By combining Kronos, iCIMS, and ADP Workforce, the three platforms will give us the ability to manage every employee form senior management to entry level. It will provide oversite for the candidate’s application process through onboarding. According to Human Resources Software, 2018, (para 21) some, “key capabilities of the software is sourcing, recruiting, applicant tracking, personnel tracking, onboarding, time and attendance, payroll, performance reviews and learning management.” One key component will allow us to manage benefits and enrollment.
It’s important to get this right for the betterment of the company, and it’s current and future employees. Below is an example of our physical design for the new HRIS showing how the three systems will flow together providing coverage for every employee.
Choosing HRIS Vendors
Many HRIS vendors that offer similar services. We will analyze a few vendors that have made presentations and offers before selecting one. The three vendors we reviewed are Zenefits, Kronos, and PDS. An explanation and comparison of the three are broken down below.
Zenefits- is a California based company founded in 2013. Why people choose Zenefits derived from Zenefits, 2018, (para. 1-2)
Single online dashboard.
Automation with the ability to connect all HR, payroll, and benefits.
Ability to integrate with current software.
Paid for by the Health Insurance Carrier (no monthly fees).
Kronos- is a Massachusetts based company founded in 1977. Why people are choosing Kronos derived from Kronos, 2018, (para. 6).
Proven, intuitive, and a modular solution offering enterprise power.
Single employee record for HR, payroll, timekeeping, and self-service.
Ability to interface with current software.
Supports multi-language to include English, French, Spanish, and Dutch.
Vista- is a Pennsylvania based company founded in 1974. Why people are choosing PDS derived from PDS, 2018, (para. 4)
Easy configuration and personalization.
Integrates easily with systems using an external interfaces tool.
Compliance reporting, (EEO, OSHA, HIPAA, Federal/ State W2,
and FMLA.
Export data to excel with one click technology
Our selection process drives on current customer satisfaction and the ability to provide user-friendly software. After careful consideration, we have chosen to move forward with Kronos. Kronos has been in the market since 1977, providing HR solutions to many organizations with great ratings. Utilizing Kronos will make our HR more convenient, improve recruitment and job satisfaction, better reporting and visibility, and improve compliance. (Kronos, 2019, para. 7-10).
Conclusion
Based on our research and information provided by our change team, we agree that we have chosen the best HRIS for our organization. By identifying needs and improving on them will eventually make your organization have more of a competitive advantage and save money as you move into the future. Competitive advantage has strategy researchers asking, “why is Sony, as a new entrant into the market for home video games dominating the incumbent firm Sega, who helped create the industry.” (Rothaermel, 2016, pg. 2).
ReferencesHuman Resources Software. (2019, February 02). Retrieved from Software Advice: https://www.softwareadvice.com/hr/
Kavanagh, M. J., & Johnson, R. D. (2018). Human Resoucres Infomation Systems: Basics, Applications and Future Direction (4th Ed.). Los Angeles: Sage Publishing.
Kronos. (2019, February 10). Workforce Ready . Retrieved from HRISPayrollSoftware a division of Lucerna: https://www.hrispayrollsoftware.com/kronos/
PDS. (2019, February 10). Workforce Ready . Retrieved from HRISPayrollSoftware a division of
Lucerna: https://www.hrispayrollsoftware.com/pds-vista/
Rothaermel, F. T. (2016). Competitive Advantage in Technology Intensive Industries. Retrieved from Georgia Tech Scheller College of Business: https://www.scheller.gatech.edu/directory/faculty/rothaermel/pubs/RothaermelCompetitiveAdvantageFinal.pdf
Zenefits. (2019, February 10). Workforce Ready . Retrieved from HRISPayrollSoftware a
division of Lucerna: https://www.hrispayrollsoftware.com/zenefits
