Running head: Implementing the HRIS Using Modified Change Models 1 Implementing the HRIS System Using the Modified Change Model 8 Implementing the HRIS Using Modified Change Models Implementing the HRIS Using Modified Change Models Change of Management For any system implementation to kick off smoothly and be success to deliver some of the intended objectives it was meant to serve various factors must be considered and well documented. Among the likely causes of failure in implementation of the system includes the high expectation of the company’s management that the new software system to be put in place will solve all the problems that the old HRIS system had. This is a very crucial key factor to consider during the implementation phase of the system as many business Larson Property Management been one of them expected that installation of the ATS system would solve all the problems of employee hiring process which the company had initially without considering first at the improvements that can be made to improve the efficiency of the old system (O'brien, & Marakas, 2005). Secondly, yes the team clearly stated the objective of having the new applicant- tracking systems, the implementations committee from both the IT and HR professionals failed to find the opinion of various stakeholders of the implementation of the ATS process would affect either directly or indirectly before embarking on the implementation process so as to ensure that their views are taken into consideration. Change model Since change in organization or businesses is inevitable in one way or the other due to either internal or external factors, the appropriate change model I would recommend for this case is Modified Change Model. Modified Change Model The modified change model is one of the best model that many businesses have used in the past to ensure smooth transition and efficiency of the new system implemented since it transfer the existing knowledge or vital data and the experiences or the new adjustments necessary to support the new system to work efficiently and produce reliable information as stated in the objectives. When this change model is compared against other change models like the inventive change models, it provides a more effective and cost-friendly model which not only allows the previous experience from the old systems to be used to improve the performance of the new software to be implemented (Noe, Hollenbeck, Gerhart, & Wright, 2017). Through the modified change model the implementation team would be able to incorporate some of the crucial data from the previous system into the new ATS system which would enhance the performance of the new system through maintaining some of the good performance principles of the HIRS and incorporating them in the ATS system to be implemented. HRIS Implementation Before the system is taken online various considerations have to be made to ensure that the due process is followed and all the parameters are factor ...

1. Running head: Implementing the HRIS Using Modified Change
Models
1
Implementing the HRIS System Using the Modified Change
Model
8
Implementing the HRIS Using Modified Change Models
Implementing the HRIS Using Modified Change Models
Change of Management
For any system implementation to kick off smoothly and be
success to deliver some of the intended objectives it was meant
to serve various factors must be considered and well
documented. Among the likely causes of failure in
implementation of the system includes the high expectation of
the company’s management that the new software system to be
put in place will solve all the problems that the old HRIS
system had. This is a very crucial key factor to consider during
the implementation phase of the system as many business
Larson Property Management been one of them expected that
installation of the ATS system would solve all the problems of
employee hiring process which the company had initially
without considering first at the improvements that can be made
to improve the efficiency of the old system (O'brien, &
Marakas, 2005). Secondly, yes the team clearly stated the
objective of having the new applicant- tracking systems, the
implementations committee from both the IT and HR
professionals failed to find the opinion of various stakeholders
of the implementation of the ATS process would affect either
directly or indirectly before embarking on the implementation
process so as to ensure that their views are taken into
consideration.

2. Change model
Since change in organization or businesses is inevitable in one
way or the other due to either internal or external factors, the
appropriate change model I would recommend for this case is
Modified Change Model.
Modified Change Model
The modified change model is one of the best model that many
businesses have used in the past to ensure smooth transition and
efficiency of the new system implemented since it transfer the
existing knowledge or vital data and the experiences or the new
adjustments necessary to support the new system to work
efficiently and produce reliable information as stated in the
objectives. When this change model is compared against other
change models like the inventive change models, it provides a
more effective and cost-friendly model which not only allows
the previous experience from the old systems to be used to
improve the performance of the new software to be implemented
(Noe, Hollenbeck, Gerhart, & Wright, 2017). Through the
modified change model the implementation team would be able
to incorporate some of the crucial data from the previous system
into the new ATS system which would enhance the performance
of the new system through maintaining some of the good
performance principles of the HIRS and incorporating them in
the ATS system to be implemented.
HRIS Implementation
Before the system is taken online various considerations have to
be made to ensure that the due process is followed and all the
parameters are factored in the implementation plan. Some of the
considerations include:
1) Consider the effect of management change to the various
stakeholders

3. Before implementing the HRIS system is normally prudent to
consider the response of some of the stakeholders like the
organizations employee and how they feel about the change in
management and if there were any adjustments they would like
to be made to the HRIS system to make it more efficient. In
addition, building a communication model is imperative to the
success of the HRIS Implementation since it considers the views
of all stakeholders.
2) Hire or contract a HRIS consultant
Depending with the performance of your human resource
department you might consider hiring a consultant especially
when the HR performance is poor and also if there is strong
differences between the various stakeholders involved in the
implementation process (Fui-Hoon Nah, Lee-Shang Lau, &
Kuang, 2001). After considering all these parameters and hiring
a consultant, the consultant should be able to conduct pre-
diagnosis analysis of the system and making sure that all the
necessary requirements are available to make the
implementation process run smoothly. Also, the consultant
should make references to the previous system and make sure
all the vital information are well package to prevent data loss in
the process of implementation.
3) Carry out data migration procedure
During the process of migrating your data from your old system
to the new system, the team in charge of the implantation
should make sure that the plan for data migration is laid down
properly so that no data loss or interception occurs in the
process giving high priority to the organizations personal data
which its integrity shouldn’t be compromised in the process of
data migration. Moreover, security of the system against cyber-
attack should be at the forefront of your agendas.
4) Conduct system testing
Run pilot checks to ensure that the system is working efficiently

4. as expected and if not adjustments to be made so that all key
variables are included. Doing system test helps in checking the
level of performance of the system before taking it live so that
necessary changes can be made were need be.
5) Organize user of employee training
Since it is the organization’s staff that is expected to use the
new system, training them on various ways of going about the
system without compromising the security of the system itself is
very important in the effectiveness of the system.
6) Prepare a budget of the implantation process
Budget helps to determine the feasibility of the project as to
whether the organization can comfortably fund the project
without running into financial hiccups. Also, the budget allows
the organization’s management to eliminate certain
requirements which are not that necessary for the project to
make it more economical.
7) Go live
Normally after all the above considerations have been taken into
consideration, then the new system can be taken live as
periodical maintenance and checks are done to promote its
efficiency and reliability of the data/ information generated
from it.
Cost Benefit Analysis
Conducting a cost benefit analysis is one of the most proficient
ways of appraising projects to determine if they are
economically sound and realistic as to what the company’s
financial status is concerned. In addition cost benefit analysis is
used during the process of securing funding of the project from
banks and even investors. It is also used in determining the

5. strengths and weakness of the alternatives used in coming up
with the best working alternative.
The entire cost of taking the system live could be divided into
the following:
Parameter
Approximated cost
Hardware and software cost
$30,000
Professional contracted
$1,500
Annual maintenance cost
$3,000
Direct and indirect cost
$3,500
Personnel training cost
$1,200
Totals
$39,200
From the financial records of the Larson Property Management
company, the business is estimated to make an annual profit of
$280,000.
Alternative one if used to implement the new system is
estimated to cost the company $65,000 with Alternative Two
costing $70,000. Therefore, based on the cost benefit analysis
the company decided to implement the one since it was cost-
effective and ensured quality deliverance of the new systems
objective.
Maintenance of the New System
To ensure that the system functions properly, the data been
entered and queried in the system should be tracked to
determine any malicious or unwanted data glitches that might
result in compromising the integrity of the system. This could
be done through installing antivirus software which tracks and
alert management of any information that posts threat to the

6. systems security. Conducting progressing training to the staff
on the emergent ideas and technologies which can improve the
performance of the systems and also creating a much elaborated
logins detailed to makes it hard for an outsider to access the
information without the necessary authorization.
References
Fui-Hoon Nah, F., Lee-Shang Lau, J., & Kuang, J. (2001).
Critical factors for successful implementation of enterprise
HRIS systems. Business process management journal, 7(3), 285-
296.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M.
(2017). Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
O'brien, J. A., & Marakas, G. M. (2005). Introduction to
information systems (Vol. 13). New York City, USA: McGraw-
Hill/Irwin.
Running head: HUMAN RESOURCE INFORMATION SYSTEM
PROPOSAL
1
HUMAN RESOURCE INFORMATION SYSTEM PROPOSAL
7
Human Resource Information System Proposal
Name
Name of the Institution
Human Resource Information System Proposal
Larson Property Management Company Case Scenario
Larson Property Management has made a decision to replace its
old HRIS system that was designed 10 years ago with a new

7. system with contemporary functionalities. 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
(Obeidat, 2012). 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. This
proposal focuses on identifying an HRIS system that will help
the company meet the above requirements among others.
Two Ways to View an HRIS: Data versus Process
System implementers need to understand the system processes
and the activities that will be involved in the system, the data
that will be required to be entered into the system and the
system capacity. In this regard, system designers and
implementers have to investigate the system in both data and
process perspective (Obeidat, 2012). Investigating the HRIS
system in data perspective will allow the system designers to
choose a physical architecture that will accommodate all the
data that will be entered into the system. This will be important
to the implementers as they will be able to consider the number
of system users and the processes data storage capacity that will
be required. The nature of the files that will be conveyed and
stored in the system will also be considered by the system
implementers (Noe et al, 2017). Similarly, it is important for

8. the system implementers to understand the HRIS system process
before designing the system. Looking at the systems from the
process perspective enables the system designers to understand
the requirements and the functionalities of the system.
Investigating the process of the system will allow the functional
requirements of the HRIS and help the system designers to
choose on a system that is capable of handling the functional
requirements.
Logical Process Modeling with Data Flow Diagrams and
Physical Design Choice
Logical process modeling defines the detailed requirements of
the system. On the other hand, the data flow diagram is
classified into two categories that include logical and physical
data diagram flows (Obeidat, 2012). Finally, physical design
focuses on system application architecture. In the case at hand,
the logical process modeling will include the following
requirements. At the analysis stage, logical process modeling
involves all functional requirements and in this case include the
following (Noe et al, 2017). 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. Data flow diagram will be based
on the logical data flow diagram.
The data will be mapped out a contemporary logical data flow.
The flow will be followed by elaborating the activities that take
place such as job posting, adverts that will be conducted, filing
the names of the applicants into the database, send alerts to
hiring managers, file updates, track stages of the process and
inform candidates among others (Noe et al, 2017). Based on the
demands and the business activities that the system will handle,
data that will be entered into the system and the number of
system users, the physical design that was identified to be
appropriate was the Three-Tier Architecture (Obeidat, 2012).

9. This physical design was preferred because it does not only
allow several people to use the system but because it is also a
multi-task system. For example, if three recruiters update a
similar job position simultaneously, the system will ensure that
all the updates are posted in the system.
Choose HRIS Vendor
This section of the paper provides an in-depth analysis of three
HRIS system vendors with the views of finding the best HRIS
system for the company.
Human Resource Information System Vendor
Item of Comparison
BambooHR Software
Zenefits HR Software
iSolved HCM Software
HRIS Overview
BambooHR is a comprehensive, online core HRIS/HRMS
software solution that streamlines and centralizes employee
information into a single database with instant, real-time alerts
and reports. It offers secure and remote access to data so that
employees and managers can view, update, and manage data
independently.
Zenefits HR Software is also a web-based that provide free
HRIS services to its users. The software also provides time-
tracking and benefits processes from a single dashboard. The
software has its human resource processes integrated so that in
changes to an aspect of HR is reflected in other aspects.
iSolved HCM software is a cloud-based HR system that is
designed to help small and medium organizations to maintain
and manage their human resource activities. The system is user-
oriented which makes it very easy to use.
Cost
The price is charged based on the number of services that have
been applied and the duration of use.
Just like in the case of BambooHR Software, Zenefits HR also

10. prices its services based on the number of HR services applied.
However, the vendor offers free HRIS which is contrary to other
vendors.
The vendor offers its prices as a whole it does not reduce its
prices based on the services applied for. However, the vendor
offers a discount when the contract is over one year.
HR functions offered
Manages all HR, payroll, time-tracking, and benefits processes
from a single online dashboard. It also offers other benefits
administration, onboarding, core HR, and employee scheduling
A scalable solution, time-tracking, benefits, but bundles,
payroll, offers HRIS to small and medium organizations.
Capabilities
· Mobile/tablet/PC accessibility.
· Intuitive mobile application for iOS and Android.
· Ease of implementation/customization.
· Support for MS Windows, Mac, and online platforms.
· Support of six languages (English, Dutch, German, French-
Canadian, Spanish, Portuguese) and a variety of currencies in
70 countries worldwide.
· 24/7 knowledge base accessibility.
· Free seven-day product trial.
· Extremely fast-growing SaaS/HR Software Company.
· Facilitate quick navigation.

11. · Real-time reports run in just a few clicks.
· Dedicated account team of advisors that clients/employees can
call or email.
· Free online and phone consultation/support and demo.
· Free trial available.
· Zenefits is easily configurable and customizable.
· Trusted by 45,000 employers and over three million employees
· Customer service is top quality
· Data security is a priority
· All data can be entered from a single point
· Goal setting options keep employees on task and mobilize
departments
· Reduces need for imports and exports from disparate systems
· Syncs HR, time, and payroll
Recommendation
Based on the above comparison, it is recommended that the
company, in this case, select Zenefits HR Software vendor. The
software will come with free HRIS which will allow the
organization to access the human resource information services
even when they have not subscribed to the services of the
vendor (Noe et al, 2017). The software is also easy to customize

12. since it is very flexible.
References
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M.
(2017). Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
Obeidat, B. Y. (2012). The relationship between the human
resource information system (HRIS) functions and human
resource management (HRM) functionalities. Journal of
Management Research, 4(4), 192-211.
Running head: SYSTEM DEVELOPMENT LIFE CYCLE
PROPOSAL
1
SYSTEM DEVELOPMENT LIFE CYCLE PROPOSAL
5
System Development Life Cycle Proposal
Student’s Name:
Institution:
System Development Life Cycle Proposal
Needs Analysis
The Larson property management company is in need of a
distributed Applicant Tracking System that simulates the
activities of Human Resources Management, specifically the
recruitment process. According to Isaias & Issa (2015), the
beginning and important part of the Software Development Life
Cycle is the system requirement elicitation (need analysis).
From the presented scenario, the following are the system needs
of the new Applicant Tracking System; (a) an distributed web

13. application that can be accessed all over the world through web
browser, (b) an information systems with unlimited storage
capacity, (c) a self-automated system that takes and track
applicants' data, (d) an autonomous system that manage
requisition and approve job openings, (e) a system that can
advertise job postings in the company's webs., (f) a system that
can scan online submitted resume and applicants’ details, and
(g) an information system that can process data at a higher
speed and provide an accurate results.
Because the Larson property management company has a
department of information technology, then the change team
members that will help identify system needs are the members
of the department of Information Technology. These include;
(a) database administrators-/he who will provide information
regarding the database system of the new Information System,
and (b) Chief Security Officer-will provide needed security
details of the new Information system.
Interview, Questionnaire, Observation, or Focus Group
The additional data regarding the development of the new
system will be sourced from the users of the legacy HRIS. The
above-stated system needs will be compared with the
functionalities of the HRIS and the new data will be generated
from the comparison. Moreover, additional data will be
collected from prospective applicants-here the prospects will be
informed about the new system and asked to explain how the
new system needs to look like on their sides.
During the exploration phase, the change management team will
collect data regarding the new system by looking for opinions
from the users of HRIS, human resource personnel, and job
prospects. Throughout this process, the change management
team will use focus groups for discussion that aim at comparing
the two systems with the aim of collecting data that will serve
as need analysis for the ATS. During the focus group
discussion, the change management team will ask the following
questions to the end-users;

14. 1. How do you believe that the new system will transform
human resources management of the Larson property
management?
2. How easy will be the use of ATS as compared with the legacy
HRIS?
3. How faster will ATS be as compared with the legacy HRIS?
4. What are some of the advantages and disadvantages of the
ATS to the legacy HRIS?
5. Do you believe that the ATS is a secure information system?
Conclusion
If the Larson property management company adopt the new
HRIS (the ATS), then it will leverage the following benefits;
Faster Processing of the Applicants’ data. The new system will
eliminate tedious paperwork application process. Here, there
will a faster way of receiving and reviewing applicants’ details
because the data is exchanged from one office to another
through the internet. The Applicants' data is safe from
misplacing because they are stored in the system's database.
The ATS will give the company an opportunity to recruit highly
qualified employees. This is because the system will track all
applicants’ details and resume and select the best candidate that
matches the requirements of the job posting. Additionally, HRIS
helps the human resources department in tracking the
performance of employees and this facilitates the management
of Human resources (Sulochana, & Sajeewanie, 2015).
References
Isaias, P., & Issa, T. (2015). Information system development
life cycle models. In High Level Models and Methodologies for
Information Systems (pp. 21-40). Springer, New York, NY.
Sulochana, K. A. B., & Sajeewanie, T. L. (2015). The Impact of
HRIS on HRM Effectiveness: A Study in Large Scale Group of
Company in Sri Lanka. Human Resource Management
Journal, 3(1).