Case Study: Larson Property Management Company.
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; 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 company’s rapid growth and when it employed 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.
Larson Property Management has decided to replace its legacy HRIS. 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. 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.
Part of the design phase is modeling the processes that will be used in the system for applicant tracking. For Larson Property Management, this modeling will allow the system analysts to design an efficient paperless hiring process.
Larson Property Management is well aware that the design stage of the SDLC is critical for the successful implementation of the new ATS. However, there is considerable confusion about how to proceed with this phase. The HR and IT professionals assigned to the ATS committee have been meeting to plan the new system. From their planning and needs analysis, it is clear that a new HRIS application is needed, can save considerable time, and can result in more accurate storage and retrieval of applicant data for cost-benefit and other management reports.
The company has had several vendors provide presentations, with each vendor outlining its particular approach to the design of an ATS. But these presentations were primarily focused on the physical design of the new ATS. The HR and IT committees must now begin the design process, which must be completed in three months.
Answer the following questions
1. Detail the current situation for the company, focusing on the issues that the organization is currently facing from using a legacy HRIS. Explain your plan for moving forward to address these issues.
2. Based on the issues the organization is currently facing, identify the new system needs. Identify change team members who will help identify system need and specify their role and responsibilities
3. Determine how additional data will be collected regarding system needs. Determine how change management team will collect data during the exploration phase. Specify if team members will use interviews, questionnaires, observations and/or focus groups to collect data from end users. Provide at least five essential questions that will be asked of end users via interview, questionnaire, observation, or focus group.
4. Explain two to three reasons why the company would benefit from adopting an HRIS. Focus on how the HRIS would address the current HR needs of the organization.
5. Use at least two quality academic resources.
The System Development Life Cycle (SDLC) is commonly considered as the extensively used procedures for programming improvement and obtainment in the advancement (IT) region. In like manner, the Life-Cycle stages are encountering an accentuation of different names and number of steps, be that as it may, the SDLC is solid in its tried and true association in business, industry, and government.
The SDLC used to be called one of the two prevalent structures progression procedures today, the inspiration driving why focusing the SDLC remains fundamental to all understudies.
The current case is related to the decision of an item pack by Larson Property Management Company for use in the HR part of its affiliation.. The association is giving a full group of business the officials and improvement benefits and has experienced basic advancement that has achieved the need to enroll a gigantic number of laborers on a constant reason to staff its undertakings.
Larson Property Management Company has depended upon a legacy HRIS to manage its candidate and laborer databases, notwithstanding, the current system runs on a client server PC structure that was executed around 10 years earlier. Similarly, the current structure's handiness is confined to the limit and recuperation of specialist and candidate information, the inspiration driving why these candidates' records were to a great extent lost, causing an issue when boss or end customers were endeavoring to discover explicit individual information.
At the same time, the Larson's present HRIS has shown up at its report amassing limit which was irrationally obliged for candidate and specialist records.
In order to give a paperless obtaining process in its affiliation, the Larson Property Management Company has decided to override its legacy HRIS with a propelled candidate following structure (ATS).The plan to achieve this goal is the usage of three fundamental activities in the HRIS execution: Configuring the ATS for the association's enrolling systems and approaches. Interfacing information with various structures and changing over recorded information into the new ATS. Setting up all the relationship to get the new HRIS (ATS).
The current system which is a frail association in the Larson Company's chain of improvement needs a progression, a reconstitution, and even an outright change. The execution and improvement of the new system (ATS) require people who appreciate both the HR technique and the HRIS. Along these lines, there is a generally need of the IT support and HR managers and specialists.
As a result of the colossal proportion of work to do, the HRIS adventure group must be built up by IT and HR specialists who are totally dedicated to the execution of the undertaking.
The endeavor chief who should be a HR executive, will expect a basic activity in the undertaking, and will be at risk for its successful perfection. He/she will ensure that the endeavor is proceeding inside a predefined time slot and under a set up spending plan.
Undertaking partners who are for the most part ITs will successfully manage or more times of the endeavor, and they can either be in-house staff or external expert, working the entire day or low upkeep on the errand.
The endeavor support (Larson Property Management Company) addressed by positioning executive will work personally with the errand head by legitimizing the endeavor's goals and plans. They can help settling conflicts and oust impediments that happen all through the endeavor.
The official help which should be the senior HR executive will be an authoritative boss, with decisive underwriting commitment on all times of the undertaking.
The HRIS master who should be the senior IT administrator will portray needs and will recommend answer for improving the undertaking. He/she will ensure that the endeavor's objectives deal with existing issues or improve execution, and increment the estimation of the affiliation even by increasing the estimation of the errand desires.
Many affiliations are constrained to move toward their agents to perform basic information combination to be used in the field. This situation empowers managers to get detectable quality of distant action. The accomplice organization in the Larson Company ought to warily review the current information variety process and should upgrade an information combination intend to profit the new HRIS.
The course of action will include for the Larson Property Management Company to use the gathering technique to assemble additional information from delegates. The usage of meeting for social affair information at the Larson Company will achieve an uncommonly altered information, similarly as to get essential factors from customers. The change administrative group will proceed with the In-depht meet, known as unstructured gathering by which the group brings out information in order to achieve an exhaustive cognizance of the interviewee's point of view or condition.
The Larson's change administrative team will in like manner use the gathering's strategy to research interesting domains for additional assessment. It is understood that the unstructured gathering incorporates asking sources opens-completed requests and looking at wherever imperative to procure information regarded accommodating, inspiration driving why the change administrative team ought to use the gathering technique to effortlessly achieve the assignment objective.
One of the key parts of the gathering to be coordinated by the Larson's change administrative group will be the verbal joint effort. Hitcock (1989:79) said pressure that "major to the gathering is the issue of presenting requests and is routinely practiced in abstract exploration through conversational encounters". This infers it is noteworthy for the change administrative team to familiarize themselves with addressing procedures, for instance, present clear request, present single request, ask truly open-completed requests, ask understanding/direct requests before end/feeling questions, and grouping the requests before driving gatherings.
Here are a couple of requests that will be presented of end customers through gathering:
- Do you or does anyone in your nuclear family work in any of Larson Company?
- Have you anytime participated in a social affair talk, audit or been drawn closer to test any thing for feature purposes?
- Have you procured just as eaten up any wine during the past 3 days?
- Are you at present under any therapeutic treatment?
- Have you ever have issue with any of your chief or school?
- How consistently have you experience issues at work?
- How would you supervise you tackle the issue?
As a bit of leeway for the affiliation, the HRIS engages delegates, boss, owners and HR staff to coordinate pivotal HR practices electronically, saving time and advantages for improve as a rule benefit. With HRIS, every one of delegates' information is in one central spot, so there will be no all the all the more tunneling through archives and coordinators.
Also, HRIS lessens human botch, so there won't be any unplanned incorrect ends and information botches from the manual area.
HRIS would then have the option to give:
- Management of all specialist (information), including fund report, Paid Time Off requesting and adjustments, W2's, pay verbalizations.
- In-deph itemizing and assessment of delegate information.
- Resource library for records, for instance, delegate handbooks, and security guides.
- Benefits association, including selection, status changes and invigorating individual information.
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