The document discusses Larson, a large property management firm that is implementing a new HRIS system. It analyzes taking both a data and process perspective when assessing HRIS effectiveness. Taking both approaches would help Larson's HR department improve and be more competitive by focusing on goals and objectives rather than just daily processes. The document also discusses selecting Kronos as the best HRIS vendor due to its flexibility and ability to automate tasks like scheduling and evaluations at a moderate cost.

1. Running head: SYSTEM DEVELOPMENT LIFE CYCLE:
PHASE III 1
System Development Life Cycle: Phase III 5
System Development Life Cycle: Phase III
Larry Ratliff
Strayer University
HRM 520
Dr. Love
February 9, 2020
System Development Life Cycle: Phase III – Design
Larson is among the highly-rated property management firms.
The company has a large workforce estimated to be above 1000
employees. Therefore, human resource management is essential
to ensure the company operations run smoothly. The company's
efforts to improve the effectiveness of HR operations by
implementing modern HR Information Systems were partly
beneficial and partly detrimental. Not only was the HR
department affected but also the employees raised numerous
complaints about the implemented systems. These issues can
easily be resolved by ensuring that the HRIS systems are
updated to offer maximum utility. Larson needs an updated
version of the HRIS systems that are currently in use at the

2. company. Management of crucial HR applications and employee
databases depends on the effectiveness of the implemented
HRIS systems at the company, (Turulja & Bajgoric, 2017).
HRIS Perspectives; Data vs Process
A data perspective or process perspective can be adopted when
assessing the usability and effectiveness of an HRIS system. A
data perspective focuses on the type of information and record
about individual employees that are stored in the database. This
perspective also analyzes how and when a company uses the
employee database. A good HRIS system facilitates the storage
and management of information about a company's workforce,
(Marler & Parry, 2016). Some of the details captured in an
HRIS system include official names as captured in government
registries, work permit certifications, personal addresses,
national IDs and social security numbers as well as details of an
employee's dependents. As such, an HRIS can be considered as
a simplified form of employee database in a company. More
utility can be gained from an HRIS system if it is configured to
initiate a process that involves reporting of crucial information
stored in the database. On the other hand, a process perspective
focuses on the specific activities that a company engages in.
This perspective also analyzes the flow of information through
HRIS systems within a company. Generally, a process
perspective attempts to describe a company’s operations based
on the processes initiated in the HRIS systems.
Merging these two perspectives would be the best approach for
Larson's HR department. This kind of approach will promote the
effective management of change processes to enhance the
effectiveness of the HR department. However, the company will
need a change management team to assess the overall costs
associated with controlling ROI on human-capital investments.
By so doing, it will be possible for Larson to identify benefits
as well as the disadvantages of implementing the HRIS systems
through its change team. Embracing both the data and process
perspectives of looking at the HRIS systems will enable
Larson’s HR department to improve its effectiveness and

3. competitiveness. It will also be possible for the change team to
shift its focus from daily processes to better organizational
goals and objectives, (Kavanagh & Johnson, 2017).
Logical Process Modelling
The activities and processes undertaken by an organization are
often designed to promote the realization of overall
organizational goals and objectives. As such, the processes and
activities are inclusive of the relevant data sets needed to
accomplish a specified task, and individual or teamwork
activities. Some of the key business activities include
conducting a review of the data and decisions made for each
business process. Execution of data-related tasks is another
business process in the HR systems. These activities can be
viewed in terms of manual or automated, knowledge-based or
documented, simple or complex, and flexible or rigid. All the
business activities are interlinked and could be initiated either
in parallel or sequential order.
A good starting point is to determine the most appropriate data
flow diagram that fits the company’s operations. This involves
analyzing the current HRIS systems in the company to identify
how they work. In most cases, many change teams focus on the
proposed logical process model and omit the analysis
procedures. Unnecessary procedures in the data flow process
should be eliminated or replaced with new procedures that
improve data flow in the HR systems. This kind of approach, if
adopted, ensures that relevant features in the already existing
HR systems are retained in the new HRIS systems.
Implementation of new HRIS systems does not necessarily mean
that the old systems should be eliminated, (Johnson, et.al.,
2017). Furthermore, this approach promotes a smooth transition
from old to new systems through a gradual process.
Selecting the Appropriate HRIS Vendor
Choosing the appropriate vendor requires an analysis of what
the company needs for its HR department, (Al-Dmour, et.al.,
2017). The software that effectively offers services that are
consistent with company goals and objectives and falls within

4. the budget should be considered. Some of the best HRIS
vendors in the market include SAGE business cloud people,
Kronos, and APS payroll. All these vendors offer quality
software; however, selection must be based on specific company
needs. In this case, Kronos would be the most suitable vender
for the HRIS systems. The software allows automation of all
processes and activities including task scheduling, productivity
evaluations and also constantly records the time taken by each
employee to complete a task. This software is very flexible and
can easily be customized to suit the changing needs of any
organization. The cost associated with acquiring this software is
moderate especially if matched with the level of utility gained
from the software. Therefore, Kronos software stands out as the
best option to resolve Larson's HRIS issues.
HRIS Vendors
SAGE
Kronos
APS payroll
Payroll management.
Can map an increase in human capital.
Scalability of performance of individual employees.
HR planning capabilities.
HR payroll capabilities that are simplified.
Tracks the development of human capital.
Promotes talent identification and management.
Staffing programs based on employee performance.
Offers personalized services that are pre-configured.
The cost is relatively higher compared to other software.
Cost ranges from $1,000 to $1,000,000
The cost relatively depends on the personalization requested.

5. References
Al-Dmour, R. H., Masa'deh, R. E., & Obeidat, B. Y. (2017).
Factors influencing the adoption and implementation of HRIS
applications: are they similar?. International Journal of
Business Innovation and Research, 14(2), 139-167. Retrieved
from
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Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The
evolution of the field of human resource information systems:
Co-evolution of technology and HR processes. Communications
of the Association for Information Systems, 38(1), 28.
Retrieved from https://aisel.aisnet.org/cais/vol38/iss1/28/
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human
resource information systems: Basics, applications, and future
directions. Sage Publications. Retrieved from
https://trove.nla.gov.au/work/34069880
Marler, J. H., & Parry, E. (2016). Human resource management,
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2233-2253. Retrieved from
https://www.tandfonline.com/doi/abs/10.1080/09585192.2015.1
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