With the justification of an HRIS solidified, you need to show your client how you will implementthe...

Question

With the justification of an HRIS solidified, you need to show your client how you will implementthe HRIS using one of the change models discussed in our text.You will also need to explain and justify cost associated with implementation via a cost benefit analysis.You want to ensure the system is properly maintained and evaluated for continuous improvement.Therefore, you include a maintenance and evaluation plan in your proposal.

Instructions:

Write a three to four-pageproposal,in which you:

Change Management

1. Discuss the various reasons system implementation fails. Compare and contrast various change models. Then select a change model to use during system implementation.Provide details of how you will use the change model and justify why you selected one model over the other models. Explain the various steps that should be included to ensure the change model is effective.

HRIS Implementation

2. Discuss the activities that are necessary prior to the system going live and provide a timeline for these activities. Specify which change management team member will be responsible for each activity and explain their role.

Cost Benefit Analysis

3. Createa cost benefit analysismatrixfor the HRISvendoryou chose during Phase III: Design.Analyze the cost justification strategies thatyouwill use to justify the cost of the HRIS, including data that identify each benefit and cost component examined, estimates of the dollar amount foreach, estimates on when the organization will incur eachcost and receive each benefit, and documentation justifying each decision you made in listing these benefits.

Maintenance

4. Discuss how you willensure the system is properly maintained and evaluated for continuous improvement.

Resources

5. Use at leastthreequality academic resources in this assignment.Note:Wikipedia andsimilarwebsites do not qualify as academicresources.

Binati · Accepted Answer

Change Management
Reference Style: APA; Words: 1000
Table of Contents
1.	Change Model	2
2.	HRIS Implementation	4
3.	Cost benefit Analysis	5
4.	Maintenance	5
1. Change Model
Organizations will implement and activate new systems it is selected, implemented and activated. System implementation like Enterprise Resource Planning (ERP), Management Information System (MIS), and Human Resource Information System (HRIS) saves time and helps data integration. System implementation may fail due to various reasons like types of system, industry, size of organization, timeline, budget and date (Dessler, 2011). Managers and other employees may be reluctant to handle the new system and wants to continue with the old business processes. Lack of training and guidance in relation to system implementation to employees may lead to failure in system implementation.  The unmitigated system failure, organizations fail to meet the deadline of implantation of the system and junks results. Spending low budget for required system implementation may lead to failure. 
Lewin's Model and Kotter's model of change are compared and contrasted. Kurt Lewin’s Change model involves unfreezing stakeholders from present position (Small, Gist, Souza, Dalton, Magny-Normilus, & David, 2016). People are made to see vision of future and communicated to stakeholders. Next step is making the change by empowering people through training and time giving with dividing the journey into milestones. Last step is initializing the change and removing the old system to adopt the new system. 
Kotter’s eight model of change are creating urgency, forming powerful coalition, creating vision for change, communicating vision, removing obstacles, creating short term wins, building on the change and anchoring the change in the work culture (Small, Gist, Souza, Dalton, Magny-Normilus, & David, 2016). 
Kotter’s eight change model can be used during the implementation of the human resource information system to manage the human resources effectively. The human resource information system helps to analyse, retrieve, manipulate, store and distribute information in relation to human resource. The change model is used to form suitable coalition and participation of team, creating suitable future vision and informing targeted stakeholders involved. Removing any obstacles through allowing experimentation and training and making people more open to change are possible. The milestones can be set effectively with roles and work breakdown structure framed through this model.  Follow ups with stakeholders and informing them the benefit of the change can be maintained. Anchoring the change is done through the use of the Kotter’s change model suitably. 
Kotter’s change model is a stepwise and systematic procedure for implementing new system in any work processes of business in organizations. The steps cannot be skipped until completed.

With the justification of an HRIS solidified, you need to show your client how you will implementthe HRIS using one of the change models discussed in our text.You will also need to explain and justify...

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