| Course | D360 HRM Capstone |
|---|---|
| Task | Task 2 |
| Paper type | HRIS implementation plan presentation |
| Length | About 1,100 words, 2 pages |
| Format | APA 7 |
| School | Western Governors University (WGU) |
| Program | BS Human Resource Management |
| Updated | September 2026 |
Free sample paper for D360 Task 2
Payroll Off the Kitchen Table: An HRIS Implementation Plan for a Composite Nonprofit Food Bank With 38 Staff and No HR Department
Student Name
School of Business, Western Governors University
D360: HRM Capstone, Task 2
Course Instructor
Month Day, Year
Slide 1: Where HR Lives Today
Payroll run by the finance manager in spreadsheets
Paper timesheets from the warehouse
Personnel files in a locked cabinet
Speaker notes: Harvest Commons Food Bank has 38 employees and no HR department. Every two weeks, our finance manager collects paper timesheets from the warehouse, enters hours into a spreadsheet, calculates pay and withholding and submits payroll through our bank. Personnel files, including Social Security numbers and medical notes, sit in a locked cabinet in her office. This system worked when we had ten employees. It does not work at 38, and it is one reason new staff tell us they never know where they stand.
Slide 2: Why We Need an HRIS
Three payroll errors in the last year, one tax deposit late
Six to eight hours of finance time every pay period
No data on turnover, training or hiring
Speaker notes: Last year we made three payroll errors and one late federal tax deposit. The IRS charges a penalty for late employment tax deposits that rises with how late the deposit is, from 2% of the unpaid deposit for one to five days late to 10% after more than 15 days (Internal Revenue Service, n.d.). Beyond the risk, payroll takes six to eight hours of our finance manager's time every pay period, time she should spend on grants. And because our records are on paper, we could not easily answer basic questions, such as how many coordinators left in their first four months, which our culture assessment showed is our biggest people problem.
Slide 3: Three Advantages of a Vendor That Runs Payroll
Time: payroll in under an hour
Compliance: the vendor files and deposits taxes
Security: data stored and protected by the vendor
Speaker notes: We recommend a cloud-based HR information system from a vendor that also processes payroll. First, it saves time: employees clock in on a tablet, hours flow directly to payroll, and approving payroll takes under an hour. Second, it improves compliance: the vendor calculates withholding, deposits federal and state taxes on time and files quarterly and annual returns, and most vendors guarantee to pay penalties caused by their own errors. Third, it protects data: employee records move from a paper cabinet to encrypted storage with access limited by role.
Slide 4: What the System Must Do
Payroll, time clock and tax filing
Employee self-service on a phone
Onboarding checklists and simple reports
Priced for a small nonprofit
Speaker notes: We set five requirements. The system must run payroll and taxes and include a time clock that works on a tablet in the warehouse. Employees must be able to see pay stubs, update information and request time off from their phones, since most of our staff do not sit at desks. It must offer onboarding checklists, which directly support the 90-day onboarding plan we are adopting. It must produce simple reports on turnover and time to fill. And it must be affordable: we set a limit of $12 per employee per month, or about $5,500 a year.
Slide 5: Choosing a Vendor
Three vendors demonstrated their systems
Scored on requirements, cost, support and nonprofit references
Recommended: the vendor scoring highest on support and ease of use
Speaker notes: We invited three vendors that serve small organizations to demonstrate their systems using our own scenarios, such as onboarding a new coordinator and running a payroll with overtime. We scored each on our requirements, total cost, customer support and references from other nonprofits of our size. We recommend the vendor that scored highest on support and ease of use, at $9 per employee per month, because with no HR staff, we will depend on the vendor's support team.
Slide 6: Implementation Timeline
Weeks 1 to 4: contract, data cleanup, setup
Weeks 5 to 8: two parallel payrolls
Ninth week: go-live, then onboarding module
Speaker notes: We will implement in three phases over about three months, avoiding the October to December holiday rush. In the first month, we sign the contract, clean and enter employee data, and the vendor configures tax settings. In weeks five through eight, we run two payrolls in both the old spreadsheet and the new system and compare every paycheck. In the ninth week, we go live, and in the following month we add the onboarding module and reports.
Slide 7: Bringing Our People Along
Explain why, not only how
Hands-on help at the time clock
Paper backup for the first month
Speaker notes: Technology changes fail most often because of people, not software. Oreg et al. (2011), reviewing sixty years of studies of people on the receiving end of change, found that how well a change is explained, whether people have a say in it and whether they trust those leading it all shape how they respond. Bondarouk et al. (2017) reached a similar conclusion about HR technology in particular: after forty years of studies, what a system delivers depends on how it is introduced and used far more than on the software itself. So we will explain the change at an all-staff meeting, emphasizing fewer pay errors and phone access to pay stubs, ask two coordinators to test the time clock first and help their coworkers, keep paper timesheets as a backup for the first month and hold short help sessions on every shift.
Slide 8: Protecting Employee Data
Access limited by role
Two-step login for managers
Paper files shredded after scanning
Speaker notes: Moving to the cloud raises reasonable questions about privacy. Only the finance manager and director will see pay and personal data; managers will see only their own teams' schedules and time-off requests. Everyone with administrative access will use two-step login. Once paper files are scanned and checked, the originals will be shredded by a certified service, and the locked cabinet will be retired.
Slide 9: Cost, Benefits and Request
About $4,100 a year plus a one-time setup fee
Saves about 150 hours of finance time a year
Request: board approval to sign the contract
Speaker notes: At $9 per employee per month, the system costs about $4,100 a year, plus a one-time setup fee of about $800. It will save roughly 150 hours of finance staff time a year, reduce the risk of costly tax penalties and give us the data we need to track whether our new onboarding plan is keeping coordinators. We ask the board to approve the contract so we can begin in January, after the holiday season. Thank you.
References
Bondarouk, T., Parry, E., & Furtmueller, E. (2017). Electronic HRM: Four decades of research on adoption and consequences. The International Journal of Human Resource Management, 28(1), 98-131. https://doi.org/10.1080/09585192.2016.1245672
Internal Revenue Service. (n.d.). Failure to deposit penalty. https://www.irs.gov/payments/failure-to-deposit-penalty
Oreg, S., Vakola, M., & Armenakis, A. (2011). Change recipients' reactions to organizational change: A 60-year review of quantitative studies. The Journal of Applied Behavioral Science, 47(4), 461-524. https://doi.org/10.1177/0021886310396550
What the D360 Task 2 instructions ask
The second D360 task asks you to propose a human resources information system and plan its implementation. Deliverables vary by version, and many students submit slides with notes. You usually explain the current state, the need, the advantages of the system, the requirements, how a vendor is chosen, the implementation timeline, how employees will be helped through the change, how data will be protected and the cost with a request. Evaluators look for a need grounded in the organization's own problems, requirements that come from that need and a vendor choice made with criteria. The timeline should include testing, such as parallel payroll runs, before going live. Change management needs specific actions. Security should cover access, login and records. The request should state what you want approved.
How this D360 Task 2 example is built
Each slide carries a clear headline and three short points, with explanation in the speaker notes. Slide 1 shows where HR records and payroll sit today. Slide 2 quantifies the need: errors, a late tax deposit and hours lost each pay period. Slide 3 names three advantages of a vendor that runs payroll, time, compliance and security. Slide 4 lists requirements scaled to a small nonprofit. Slide 5 explains how three vendors were scored on requirements, cost, support and references. Slide 6 sets a nine-week timeline with two parallel payrolls. Slide 7 describes change support, including hands-on help at the time clock. Slide 8 covers data protection, and Slide 9 states the cost, the time saved and the request for board approval.
Where the D360 Task 2 rubric puts the marks
D360 Task 2 aspects are graded competent, approaching competence or not evident. A current state aspect asks for existing HR processes described. The need aspect looks for problems stated with evidence. An advantages aspect rewards benefits of the system explained for this organization. The requirements aspect checks that functions follow from the need. A selection aspect wants vendors compared with criteria. The implementation aspect looks for steps, timing and testing, and parallel runs before launch show sound planning. A change aspect asks how employees will be supported, drawing on research about reactions to change. The security aspect wants specific protections for employee data. A cost aspect expects a figure and a request. Delivery, notes and APA references are scored across the presentation.
D360 Task 2 help: what sends it back
HRIS presentations lose marks when they describe a system's features without linking them to the organization's problems. Start from the errors and hours lost, then show how the system fixes each. Requirements lists can read like vendor brochures, so keep only what the organization needs. Vendor selection is often a single recommendation with no comparison; show the criteria and how each option scored. Timelines sometimes skip testing, yet a payroll mistake after launch is costly. Change management may be a line about training, when evaluators want actions suited to the people affected, such as warehouse staff using a new time clock. Security needs specifics. End with a clear request, and keep costs consistent across slides and notes.
Get a D360 Task 2 example written to your instructions
Send the task instructions and rubric aspects from your D360 course of study. We write a custom HRIS implementation plan to those exact aspects, returned in 24-48h. The first custom sample is free.
More D360 papers
Other Business (BS) sample papers
- D177 Task 2 Brand Crisis Recovery Plan
- QHT1 Task 3 Innovation Essay
- D175 Task 2 Persona Summary and Recommendations
- D361 Task 1 Business Performance Report
D360 Task 2 questions, answered
Is D360 Task 2 a slide presentation?
Most students deliver a deck, with notes or a recorded narration, as many versions require. The sample uses nine slides with notes; check your instructions for the format and any time limit.
Is the D360 Task 2 food bank real?
No. The food bank is the composite from Task 1, and its costs are illustrative. The research on HR technology and change cited in the notes is real, and your plan should fit your own organization.
Why use a vendor that runs payroll in D360?
Because the food bank lacks payroll staff. A vendor that files and deposits taxes reduces compliance risk, saves finance time and stores data securely, the three advantages the sample presents.
How does D360 Task 2 handle change?
With specific support for the people affected. The sample explains why the change is happening, offers hands-on help at the time clock and keeps a paper backup for the first month.
Where can I find a free D360 Task 2 sample paper?
The nine-slide HRIS presentation is reproduced above with notes. Tell us the organization and system you are proposing, and your first custom D360 Task 2 deck is on us.