This question have two parts, the paper and the presentation. Btw, the presentation does’t need speaker notes.

I’m studying for my Management class and need an explanation.

System Development Life Cycle: Phases IV & V – Implementation and Maintenance

With the justification of an HRIS solidified:

You need to show your client how you will implement the 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.


Write a three to four-page proposal, in which you:

I. Change Management

PowerPoint Chapter 6, Slides 15-19

1.Discuss the various reasons system implementation fails.

2.Compare and contrast various change models.

3.Then select a change model to use during system implementation.

4.Provide details of how you will use the change model and justify why you selected one model over the other models.

5.Explain the various steps that should be included to ensure the change model is effective.

II. HRIS Implementation

PowerPoint Chapters 3, 4, and 5

1.Discuss the activities that are necessary prior to the system going live and provide a timeline for these activities.

2.Specify which change management team member will be responsible for each activity and explain their role.

III. Cost Benefit Analysis

PowerPoint Chapter 7

1.Create a cost benefit analysis matrix for the HRIS vendor you chose during Phase III: Design.

2.Analyze the cost justification strategies that you will use to justify the cost of the HRIS, including data that identify each benefit and cost component examined, estimates of the dollar amount for each, estimates on when the organization will incur each cost and receive each benefit, and documentation justifying each decision you made in listing these benefits.

IV. Maintenance

1.Discuss how you will ensure the system is properly maintained and evaluated for continuous improvement.

V. Resources

2.Use at least four quality academic resources in this assignment. Note: Wikipedia and similar websites do not qualify as academic resources.

3.References must be properly formatted and easily accessible by the Professor.

Your assignment must follow these formatting requirements:

Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.

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 PowerPoints attached will be very helpful. Please see the notes above where I listed which PowerPoints is related to the sections.

For the Cost Benefit Analysis, you are asked to use the vendor chosen in the previous assignment. You completed the previous assignment and chose UltiPro Software. I attached that assignment for your review, please see page 4-5.

The assignment only have to be a 3-4 page proposal. Please use as one of the references the author for the PowerPoints which is:

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.

Let me know if you have any questions. Thank you.

Below, is the information on the vendor chosen from the previous assignment, UltiPro software.

HRIS Software Vendors

The implementation process of HRIS software finalizes with the approach of considering the costs, capabilities, functionalities, and the reliability of the selected Software. The three selections include Workday software, OrangeHRM Software, and UltiPro software.

UltiPro software has numerous capabilities which include HR features, payroll, global HCM, recruiting, benefits prime, benefits administration, staff recruitment, employee filing, performance supervision, progression management, career growth, reimbursement management, learning, workforce management, time clock, employee reviews and sentiment scrutiny, employee case controlling, business aptitude, predictive analytic tools, artificial intelligence, and machine learning, mobile app, integration hub, compliance, and system administration. UltiPro software is paid for $600 per year, and the Software can be used by five users in an organization (King, Nunez, Santiago, Cando, & Mack, 2014).

OrangeHRM Software also has various elements such as travel and expense tracker, document manager, training modules, disciplinary tracking, insurance benefits, graphical reporting, employment compliance, mobile app, online training, system organization, progression development, attendance management, performance reviews, recruitment, personnel information management, and leave/time management. OrangeHRM is leased for $40 per month (Ray & Ramesh, 2016).

Workday Software involves several services such as financial management, human capital management, real cloud, innovative technology, talent management, and revenue, cost, and growth management. Workday software is considered expensive as it is priced based on the number of employees within an organization, which can account for $100 – $200 per employee in a three-year contract (Greenspun & Jones, 2018).

Therefore, Larson Property Company, with more than 1000 employees, would pay an equivalent $100,000 to $200,000 for three years, which is higher when compared to other Software. OrangeHRM is, however, ineffective in helping the company in accomplishing numerous activities regardless of its low price. Therefore, the last option will be UltiPro Software, which has a variety of services and its low price of $600 per year.


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