HRM520 Mr Larson Property Management Company Case Scenario
HRM520 Mr Larson Property Management Company Case Scenario
Required Resources
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2018). Human resource information systems: Basics, applications, and future directions (4th ed.). Thousand Oaks, CA: SAGE Publications, Inc.
System Development Life Cycle: Phases I & II – Planning and Analysis
Worth 120 points
Read the details of the Larson Property Management Company case scenario on pages 114–115 of the textbook.
The Chief Executive Officer, Mr. Larson, and the Chief Financial Officer, Ms. Johnson, would like to increase the efficiency and effectiveness of the HR functions, as well as reduce overall HR costs. Mr. Larson and Ms. Johnson would like you, the HR Director, to serve as the change agent of the project.
In this assignment, you will develop a plan and analysis (planning and analysis phases of the Systems Development Life Cycle (SDLC)) of the current business based on the details of the scenario.
Instructions:
Write a three (3) page proposal, in which you:
Introduction and Plan
- 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.
Needs Analysis
- 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.
Interview, Questionnaire, Observation, or Focus Group
- 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.
Conclusion
- 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.
Resources
- Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and similar websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
- Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
- Identify who and what is involved in an HRIS needs analysis including the types of activities performed.
- Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.
- Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.
The specific course learning outcomes associated with this assignment are:
- Analyze the strategy of the organization, the HR strategy, and HR programs with Human Resource Information Systems (HRIS).
- Evaluate key elements and system considerations in the design of HRIS.
Grading for this assignment will be based on answer quality, logic/organization of the paper, and language and writing skills, using the following rubric:
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Points: 120 |
Assignment 1: System Development Life Cycle: Phases I & II – Planning and Analysis |
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Criteria |
Unacceptable Below 70% F |
Fair 70-79% C |
Proficient 80-89% B |
Exemplary 90-100% A |
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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. Weight: 20% |
Did not submit or incompletely detailed the current situation for the company, did not submit or incompletely focused on the issues that the organization is currently facing from using a legacy HRIS. Did not submit or incompletely explained the plan for moving forward to address these issues. |
Partially detailed the current situation for the company, partially focused on the issues that the organization is currently facing from using a legacy HRIS. Partially explained the plan for moving forward to address these issues. |
Satisfactorily detailed the current situation for the company, satisfactorily focused on the issues that the organization is currently facing from using a legacy HRIS. Satisfactorily explained the plan for moving forward to address these issues. |
Thoroughly detailed the current situation for the company, thoroughly focused on the issues that the organization is currently facing from using a legacy HRIS. Thoroughly explained the plan for moving forward to address these issues. |
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2. Based on the issues the organization is currently facing, identify the new system needs. Identify change team members who will help identify system needs and specify their role and responsibilities. Weight: 20% |
Did not submit or incompletely identified the new system needs. Did not submit or incompletely identified change team members who will help identify system needs and did not submit or incompletely specified their role and responsibilities. |
Partially identified the new system needs. Partially identified change team members who will help identify system needs and partially specified their role and responsibilities. |
Satisfactorily identified the new system needs. Satisfactorily identified change team members who will help identify system needs and satisfactorily specified their role and responsibilities. |
Thoroughly identified the new system needs. Thoroughly identified change team members who will help identify system needs and thoroughly specified their role and responsibilities. |
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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. Weight: 25% |
Did not submit or incompletely determined how additional data will be collected regarding system needs. Did not submit or incompletely determined how change management team will collect data during the exploration phase. Did not submit or incompletely specified if team members will use interviews, questionnaires, observations, and/or focus groups to collect data from end users. Did not submit or incompletely provided at least five essential questions that will be asked of end users via interview, questionnaire, observation, or focus group. |
Partially determined how additional data will be collected regarding system needs. Partially determined how change management team will collect data during the exploration phase. Partially specified if team members will use interviews, questionnaires, observations, and/or focus groups to collect data from end users. Partially provided at least five essential questions that will be asked of end users via interview, questionnaire, observation, or focus group. |
Satisfactorily determined how additional data will be collected regarding system needs. Satisfactorily determined how change management team will collect data during the exploration phase. Satisfactorily specified if team members will use interviews, questionnaires, observations, and/or focus groups to collect data from end users. Satisfactorily provided at least five essential questions that will be asked of end users via interview, questionnaire, observation, or focus group. |
Thoroughly determined how additional data will be collected regarding system needs. Thoroughly determined how change management team will collect data during the exploration phase. Thoroughly specified if team members will use interviews, questionnaires, observations, and/or focus groups to collect data from end users. Thoroughly provided at least five essential questions that will be asked of end users via interview, questionnaire, observation, or focus group. |
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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. Weight: 20% |
Did not submit or incompletely explained two to three reasons why the company would benefit from adopting an HRIS. Did not submit or incompletely focused on how the HRIS would address the current HR needs of the organization. |
Partially explained two to three reasons why the company would benefit from adopting an HRIS. Partially focused on how the HRIS would address the current HR needs of the organization. |
Satisfactorily explained two to three reasons why the company would benefit from adopting an HRIS. Satisfactorily focused on how the HRIS would address the current HR needs of the organization. |
Thoroughly explained two to three reasons why the company would benefit from adopting an HRIS. Thoroughly focused on how the HRIS would address the current HR needs of the organization. |
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5. 3 references Weight: 5% |
No references provided. |
Does not meet the required number of references; some or all references poor quality choices. |
Meets number of required references; all references high quality choices. |
Exceeds number of required references; all references high quality choices. |
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6. Clarity, writing mechanics, and formatting requirements Weight: 10% |
More than 6 errors present |
5-6 errors present |
3-4 errors present |
0-2 errors present |
