Human Resources Information System (HRIS) for Larson Property Management

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HRIS has become an invaluable mechanism for improving the productivity of firms of different sizes. One of the companies that look for a more technologically advanced HR management is Larson Property Management. Creating comprehensive data and process-related planning, together with a professional vending firm, are critical for the successful implementation and integration of the HRIS.

While choosing a software platform, it is vital to assess it from data and process perspectives. Data view focuses on data movement and efficiency, while process view explains business procedures and what they involve. A major advantage of a high-quality HRIS is that it allows managers to economize their time by automatizing advert posting, communication (such as email writing) with candidates. An applicant-tracking system (ATS), for example, would enable HR specialists to complete these functions in one click (Recruit CRM).

This implies that data creation and transfer would be easier to implement. Another benefit of ATS is its ability to automate the cv screening process. Larson Property Management has an ongoing hiring process, which, if automated, would not require a great number of resources and efforts from HRs. Instead, the HRIS would use algorithms to distinguish candidates with appropriate skills, education, and experience (Recruit CRM). Besides, the software allows spending less time for repeated work and more time on value-added activities, which improves the company’s overall productivity (Recruit CRM).

The process perspective for the ATC design demonstrates how a business would operate through utilizing the application. A data-flow diagram (if written) depicts the entry of the process, the main part (including data flow and actors’ actions), and the final stage. In other words, it presents steps and players involved in the hiring process, shortcuts that can be achieved through ATC, and pitfalls that can occur (Kavanagh and Johnson 60). Overall, the process perspective demonstrates the appropriateness of the system and its ability to optimize companies’ business processes, for instance, hiring. It is critical because it illustrates how the system would operate in practice and how the ATC facilitates (or not) the business processes.

Larson Property Management seeks the ability to employ and manage a higher number of workers. ATC is indispensable in meeting this need and allowing to deal with the company’s expansion effectively. The process starts when a new job application is received. The received application may have resulted from the automatic posting done by the ATC. After that, the application gets into applicant files, in which the application undertakes an initial review based on the job requirements and applicants’ suitability.

Then the employees’ data is sent to the Finance, IT, and Admin Department to establish the hiring cost. In parallel, the data about potential candidates are reviewed by low-level managers and is sent to the Update Applicant and Employee Files. The data is also used to compose applicant reports that head to the HR Department. The financial and administrative report is also directed to the HR Department and subsequently considered by high-positioned managers. Following that, a hiring decision is made, and the data goes either to the New Employee Files (if it is successful) or Update Applicant and Employee Files.

Due to the application, personal data from individual applications and financial data regarding the new applicants are kept in the New Employee Files that enable to store crucial information safely. Overall, this simplifies some of the technical procedures for employees and employers.

The physical design of the system determines whether the value increases after the implementation of the ATC. It also involves considering the hardware and software necessary for the system integration (Kavanagh and Johnson 136). The implementation of the new system requires new technology, and the primary method of acquiring the technology would be off-the-shelf. It implies buying new hardware and software from shops and developers accordingly. Larson Property Management would need several types of software to process and manipulate data from new applicants. Yet, to install and properly build the ATC, the company would need to use an external vendor.

Three reliable vendors can assist the company: Zenefits, Gusto, and Namely. All of them work with medium-sized businesses like Larson; however, the cost is different. Zenefits charges $8 per employee per month (for the Essentials plan). The plan includes basic HR functions, a mobile app, and time management tools (The SMB Guide). Yet, the payroll has to be purchased separately for $6 per employee per month. Gusto’s core package ranges from $39 plus $6 per employee per month to $149 plus $12.

The core package includes various payroll functions that are suitable for the company’s employee management. Lastly, Namely starts with $15 to $30 per employee per month, together with $50-80 for employee implementation fee (The SMB Guide). All three vendors provide a range of useful features that upgrade companies’ technology. Zenefits implement various cloud-based software related to onboarding, payroll, benefits, health insurance, and PTO and others. Gusto possesses the same high number of functions and capabilities, except for banking, activity dashboard, and data migration.

Namely is multi-functional and can deal with automated taxes, compliance management, payrolls, employee benefits (The SMB Guide). Overall, Zenefits is the best option for Larson Property Management. It has a vast array of functions related to hiring and onboarding new personal, while the price is relatively low.

The preparation for the integration of the new software has to be well planned. The implementation requires careful analysis of the system from a data and process perspective, which illustrates the possibilities and shortcomings that can be tackled through the HRIS.

Works Cited

Kavanagh, Michael J., and Richard D. Johnson. Human Resource Information Systems. Sage, 2018.

The SMB Guide. The SMB Guide, 2020. Web.

Recruit CRM. Top 20 Benefits of Applicant Tracking System, 2020. Web.

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