Write a four to six-page proposal in which you:
Identify the current issues the business is facing based on the details of the scenario and provide a plan and analysis for a HRIS based on those issues.
Provide a blueprint for the new system and propose a type of HRIS for the organization that you believe is the most efficient and effective. Discuss the function that the HRIS serves, and identify how that system will solve the business issue.
Compare and contrast at least three HRIS vendors. Based on this comparison, make a case for the one vendor that you recommend for your client.
Determine how you will implement the HRIS using one of the change models discussed in our text.
Create a project management roadmap for the client with projected timelines. Discuss the costs associated with the implementation, justifying your claims with a cost benefit analysis.
Explain how you will ensure the system is properly maintained and evaluated for continuous improvement.
Use at least four quality academic resources in this assignment.
Here is the Case Study:
Larson Property Management Company is one of the largest property-management companies in California, with more than 1,000 employees. The company provides a full array of commercial management and development services. These activities include complete management services for commercial office and retail buildings and apartment complexes; the construction, repair, and maintenance of commercial properties; and financial management and billing services for commercial real estate clients. The company has experienced significant expansion over the past five years in response to the growth in apartment and commercial construction in southern California, and this expansion has resulted in the need to hire a large number of employees on an ongoing basis to staff its operations.
Larson Property Management has depended on a legacy HRIS to manage its applicant and employee databases. The system runs on a client-server computer system. The system was implemented approximately 10 years ago, prior to the rapid growth of the company and when the organization had fewer than 100 employees. The system’s functionality is limited to the storage and retrieval of employee and applicant data. For recruiting purposes, the system requires a clerk to manually enter basic applicant data, the results of the application test, and whether or not an offer of employment has been made. Prior to this, applicants’ files were passed around to those who reviewed the materials and were sometimes misplaced, so trying to locate a particular applicant’s file was often a problem. The current HRIS has limited file storage capability for applicant and employee records and currently has reached its storage capacity.
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