Due Week 9 and worth 280 pointsAt this stage, you have a solid understanding of the problem the company is facing and you have provided a solution for your client. Now, you want Larson Property Manage
Running head: HUMAN RESOURCE INFORMATION SYSTEM 0
Larson Property Management Company HRIS
Asianna Johnson
Dr. Chuks Agada
Human Resource Information Systems
05/11/2020
Larson Property Management Company HRIS
Question 1
The human resource information system has assisted the company when it comes to hiring decisions. It has saved companies time taken for the traditional method of recruitment hence making it a success since it is designed to store data and information concerning employees (Kavanagh & Johnson, 2017). This makes it easily accessible when the need arises. The Human resource information system can be viewed from two perspectives, which are data and process perspective. When it comes to data perspective, an organization uses HRIS to collect data concerning employee performance. An organization that lacks a good HRIS will face a challenge when attempting to do so because of a lack of ability to extract and analyze those data. Also, an organization that manages its data well using HRIS tends to be more effective as it can access data needed at any time.
When it comes to process perspective of HRIS, it entails viewing it as a process that facilitates easy management of employee data to allow an organization to run effectively. In this case, it is responsible for the process of storing, processing, and managing employee information leading to the effectiveness of the organization. As a process to efficiency, it allows an organization to recruit, track an applicant, provision of effective time management, and performance appraisal, among many others. Also, other processes made easy by the use of HRIS are as follows human resource outsourcing processes, payroll processes, talent search processes, salary management processes, and employee relations processes. From a process perspective, one can clearly understand the roles played by HRIS in an organization. With the use of electric technology, the change team can easily access data stored in the HRIS as well as having the ability to assess how the same data can be maintained for the overall performance of the organization.
Question 2
Logical Data Flow Diagrams have a lot of focus on business and business activities. It describes all the business activities as well as data needed or produced from those activities. At the same time, the physical Data Flow Diagram puts its focus on how the system is implemented or how the current system works. The human resource system has the following processes, performance management, where the human resource manager focuses on attempting to ensure that each employee performs best in whatever they are doing to increase the company's efficiency. Also, there is human resource planning, which entails a process that one goes through from the time of being hired to the time where his/her performance is appraised.
Furthermore, there is the process of employee reanimation and determination of benefits such as retirement benefits. This is where the organization focuses on the determination of how to pay the employees. Finally, there are employee relations where the human resource department focuses on ensuring that employees relate well as well as collaborating to the maximum so that the outcome of the company can be desirable.
Systems are created by analyzing the current logical DFD where unique business activities are identified and isolated, adding new features (input, output, and processes needed) to that system to make a new system (proposed logical DFD) and finally what follows is the development of best methods for its implementation. This is the implementation of the new system (physical DFD). For the whole process to be successful, there should be a critical analysis of the logical DFD to provide an in-depth understanding of how the currents system works. For example, this how logical DFD works, when a customer brings items to be bought, prices are determined and totaled, payment follows, and then the cashier gives the customer the receipt. The physical DFD shows that a barcode on items sold is used. Also, it mentions manual processes such as scanning, indicates the method of payment, and finally refers to the receipt issued by its name- cash register receipt.
Question 3
There are a lot of HRIS available in the market, and it is not worth running for. Some HRIS can just be described as the best, but in the end, it will prove ineffective. Implementation of HRIS has not been easy for any organization as it is sometimes costly, more particularly when the organization needs an excellent human resource information system(Masum et al., 2018). A system that can take it to the next level by managing its data well. To get the best HRIS vendor, the organization needs to consider the prices of HRIS offered by three vendors.
Netchex claims to have the ability to take any company to any level it wants as long as it is positive. It has developed an HRIS that can help manage employees for all their life cycle from when they are being hired to when they will be retiring. Netchex is one of the fastest-growing Payroll, Human Resource, Time and Attendance, and Benefits services companies. It offers the following Human Resources Software, Onboarding Software, Benefits Administration Solution Companies, Absence Management Software, Recruitment Software, and Time and Attendance Software, among others. The cost of RHIS, according to Netchex, is $12.00 per month as the starting payment with no free trial.
On the other hand, Criterion also proves to be the best HRIS vendor as it provides a system that can perform the following, benefits management in the order, administration of payroll, time & attendance management, employee performance management, employee recruitment, learning management in the company and HR among other desirable provisions. Also, it can help HR with the following performance management system, human resource software, succession planning, and recruitment software, among others (Taniser, 2016). The cost of HRIS in Criterion is $5.00 per month as the starting price with no free trial.
APS payroll and HR is also another possible vendor given its ability to design software that can successfully achieve the following recruitment of employees, tracking of applicants, event tracking, performance management, and onboarding, among other unique offerings. When it comes to human resource functions, it offers the following employee schedule maker, human resource manager, compensation management software, and time and attendance software, among other good deals. The cost of HRIS, according to APS payroll and HR, is $50.00 per month, and there is no free version offered.
After keenly going through all those developers, the best that can help the organization in question in Netchex, one might think of the reason for picking this Netchex over the other, because all these vendors provide HRIS with almost the same features. The main reason for my picking is the price which can be achieved by any company.
Reference
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics, applications, and future directions. Sage Publications.
Masum, A. K. M., Beh, L. S., Azad, M. A. K., & Hoque, K. (2018). Intelligent human resource information system (i-HRIS): a holistic decision support framework for HR excellence. Int. Arab J. Inf. Technol., 15(1), 121-130.
Taniser, N. (2016). HRIS in the cloud: A comparative approach to on-premise and in-cloud human resources information systems.
