System Development Life Cycle 1

System Development Life Cycle: Phase III – Design

Student Name

Institution Name

Course Name

Professor

Due Date
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Introduction

Larson Property Management Company in California manages business and residential

properties. The company has grown over the past five years, requiring more staff and data

processing. The company's HRIS needs to be updated, efficient, and able to fulfill its current and

future needs. The system has limited storage, requires manual data entry, and cannot support

critical human resources functions like recruitment, hiring, training, payroll administration, and

performance management. Thus, the company has decided to replace its outdated Human

Resource Information System (HRIS) with a more modern one to improve its HR operations and

results.

This proposal proposes a comprehensive Human Resource Information System (HRIS)

implementation plan and a provider for Larson Property Management Company. The proposal

will demonstrate the importance of reviewing the HRIS system's data and procedure. It will

explain how the change team will use this knowledge to meet the requirements outlined in Phase

II: Analysis. A cohesive process model and data flow diagrams will show the HR system's core

business activities and data transmission. The proposal will also justify the new HRIS system's

cloud-based SaaS physical design. The proposal would compare three cloud-based HRIS

suppliers (Noe et al, 2015). This research will compare providers to find the best fit for the

company's needs and budget.

Two Ways to View an HRIS: Data Versus Process

Examining the Human Resource Information System (HRIS) from both a data and

process standpoint holds significance as it facilitates comprehension of the present condition of

the system, recognition of deficiencies and inefficiencies, and formulation of a novel system that
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aligns with the objectives and requirements of the organization. The data viewpoint pertains to

the storage, access, and manipulation of information within a system, encompassing many types

of data such as employee records, payroll data, benefits information, and performance

evaluations. The process viewpoint in data management centers on the various operations

involved in data processing, including creation, updating, deletion, and retrieval (Malik, 2022).

The process view examines the multiple workflows, tasks, responsibilities, and norms integral to

the human resources (HR) functions, including but not limited to recruitment, hiring, training,

and employee evaluation.

The change team will utilize the information gathered from Phase II: Analysis to

address the identified needs effectively. This will be achieved by creating data flow diagrams

(DFDs) that map the existing data and process flows. Data Flow Diagrams (DFDs) are visual

representations that illustrate the origins, destinations, storage, and flow of data inside a given

system. Additionally, these visualizations demonstrate the many procedures involved in

transforming and manipulating the data. Using Data Flow Diagrams (DFDs), the change team

can visually represent the existing system's strengths and shortcomings, discern potential areas

for enhancement, and construct a novel approach that exhibits enhanced efficiency,

effectiveness, and user-friendliness.

Logical Process Modeling with Data Flow Diagrams and Physical Design Choice

Based on the research investigation of logical process modeling employing data flow diagrams,

several prominent business activities and processes inside the HR system can be identified.

Recruiting
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Recruitment encompasses a series of activities, including the dissemination of job

vacancies across several platforms, the reception and evaluation of applications from potential

applicants, the arrangement and execution of interviews, and, ultimately, the identification and

provision of employment opportunities to suitably qualified individuals.

Hiring

The hiring process encompasses several steps, including issuing offer letters and

contracts to selected candidates, collecting and verifying their personal and professional details,

implementing background checks and drug testing, and allocating their respective

responsibilities and team assignments.

Training

The training process includes the development and implementation of training programs

for both newly hired individuals and current employees. This includes evaluating the outcomes

of their learning experiences, soliciting feedback, and maintaining accurate records of their skills

and abilities.

Payroll

The payroll procedure encompasses the computation and execution of employees' total

earnings and net income and the determination of deductions, benefits, and tax obligations. It

also entails the issuance of paychecks or direct deposits, along with the generation of pay stubs

and reports.

Performance management
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Performance management is a comprehensive procedure that encompasses several key

components. These include establishing clear objectives and expectations for employees, actively

monitoring and assessing their performance, offering constructive feedback and guidance,

performing formal performance assessments and reviews, and implementing appropriate rewards

or disciplinary measures following their performance outcomes.

Data flow diagram

The provided data flow diagram illustrates how data is transferred between various processes,

external actors (e.g., applicants, employees, managers, government agencies), and data storage

(e.g., employee database, payroll database) within the system (Logical vs. Physical Data Flow

Diagram, n.d.).

Logical DFD
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Physical DFD

The physical design choice

The selected design for the new HRIS system entails the utilization of cloud-based software as a

service (SaaS) solution. The decision is predicated upon the subsequent rationales:

Scalability

A cloud-based solution can effortlessly adjust its capacity in response to the evolving

demands of the enterprise. The system can support more users, handle more significant amounts

of data, incorporate additional features, or perform other operations without requiring extra

hardware or software installation or maintenance.

Accessibility

The accessibility of a cloud-based solution allows for its utilization at any given time and

location using any internet-connected device. The implementation of remote work arrangements

provides employees and managers with the opportunity to exercise flexibility in their work

schedules. This flexibility enables them to conveniently access their human resources (HR)
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information and carry out their HR responsibilities from the comfort of their homes or while on

the go.

Security

The utilization of a cloud-based solution has the potential to offer robust security

measures for safeguarding sensitive HR data. The system can employ encryption protocols to

protect data during transmission and storage. Additionally, it implements firewalls, backups, and

disaster recovery plans to prevent unauthorized access or loss of data. Additionally, it may

guarantee adherence to pertinent legislation and regulations about the privacy and safeguarding

of data.

Cost-effectiveness

A cloud-based solution could decrease the initial and continuous expenses of owning a

Human Resource Information System (HRIS). The utilization of cloud computing technology

can prevent the necessity of acquiring or renting hardware or software licenses. Additionally,

using this system can reduce expenses associated with IT personnel or consultants, who would

otherwise be required to do tasks such as system installation, updates, and troubleshooting, rather

than making a substantial initial payment or paying a fixed monthly charge irrespective of usage.

The firm can remunerate a subscription price contingent upon the number of users or the extent

of features they employ.

Choose HRIS Vendor

Based on the comparative analysis of three vendors offering cloud-based HRIS systems

(refer to the table provided), it is recommended that Larson Property Management Company

choose for Gusto as their preferred vendor.

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Comparison of three vendors

Gusto Zenefits BambooHR

Cost The cost associated Cost: $10 per Cost: Customized

with this service is $40 employee per month quote based on

per month in addition to number of

an additional charge of employees

$6 per employee each

month.

Capabilities Services for managing Employee database, Recruitment,

employees, including hiring, onboarding, orientation, HR

payroll and benefits, performance records, paperwork,

time and attendance, management, employee

new hire paperwork, compliance evaluations, time and

employee records, and assistance, and attendance, pay and

regulatory reporting. benefits benefits

administration and administration

processing.

HR Functions Human Resources Personnel Core HR; payroll;

Fundamentals: Payroll, administration basics benefits; time and

Benefits, Time and Time and attendance attendance;

Attendance, and Hiring systems Recruiting recruiting;

strategies performance

Performance reviews management

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The primary factor influencing the selection of Gusto as the preferred vendor is its

provision of a complete and user-friendly Human Resource Information System (HRIS) solution.

This solution effectively encompasses the fundamental HR services Larson Property

Management Company requires. Additionally, Gusto's offering is available at a cost within the

company's budgetary constraints. Gusto is renowned for its efficient and precise payroll

processing capabilities, which have the potential to yield significant time and cost savings for

businesses. Additionally, the organization provides diverse benefits choices, encompassing

health insurance, retirement plans, commuting perks, and other offerings. These incentives

enhance the organization's ability to attract and maintain a talented workforce. Furthermore,

Gusto offers a range of functionalities, including recruitment, orientation, time monitoring,

personnel records, document administration, and compliance assistance, all of which have the

potential to enhance efficiency and automate human resources procedures and operations. In

addition, Gusto exhibits a commendable level of customer satisfaction and provides customers

with the convenience of live customer service through several channels such as phone, email, or

chat.

Conclusion

This proposal has shown that Larson Property Management Company needs and benefits

from a modern HRIS. The new HRIS will solve the current system's problems. These include

limited storage, laborious data entry, and poor file management. The new HRIS will improve

recruitment, hiring, training, payroll, and performance management. HR workflow automation

and simplicity will accomplish this. Online job advertisements, application submissions, resume

upload, and remote system access would improve the new HRIS system's usability for internal
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and external users. Gusto was proposed as Larson Property Management Company's best cloud-

based HRIS provider. Gusto offers an affordable, comprehensive Human Resource Information

System (HRIS) that covers all HR processes. Gusto's payroll processing is fast and accurate,

saving businesses time and money. It also offers a variety of advantages to attract and retain

employees. Gusto provides recruitment, orientation, time monitoring, personnel records,

document administration, and regulatory help. These features can automate human resources

processes. Gusto offers live customer care by phone, email, and chat and has high client

satisfaction.
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References

Logical vs. Physical Data Flow Diagram. (n.d.). Lucidchart.

https://www.lucidchart.com/pages/data-flow-diagram/logical-vs-physical-data-flow-

diagram

Malik, A. (2022). Strategic human resource management and employment relations: an

international perspective. Springer.

Noe, R. A., Hollenbeck, J. R., Gerhart, B. A., & Wright, P. M. (2015). Human resource

management: gaining a competitive advantage. Mcgraw-Hill Education.