System Development Life Cycle: Phases I & II – Planning ✓ Solved

System Development Life Cycle Phases I II Planning

System Development Life Cycle: Phases I & II – Planning

Read the details of the Larson Property Management Company case scenario on pages 114–115 of the textbook. The Chief Executive Officer, Mr. Larson, and the Chief Financial Officer, Ms. Johnson, would like to increase the efficiency and effectiveness of the HR functions, as well as reduce overall HR costs. Mr. Larson and Ms. Johnson would like you, the HR Director, to serve as the change agent of the project. In this assignment, you will develop a plan and analysis (the planning and analysis phases of the systems development life cycle [SDLC]) of the current business based on the details of the scenario.

Instructions Write a 2–3 page proposal, in which you do the following: Introduction and Plan Detail the current situation for the company, focusing on the issues that the organization is currently facing from using a legacy HRIS. Explain your plan for moving forward to address these issues.

Needs Analysis Based on the issues the organization is currently facing, identify the new system needs. Identify change team members who will help identify system need, and specify their role and responsibilities. Interview, Questionnaire, Observation, or Focus Group Determine how additional data will be collected regarding system needs. Determine how the change management team will collect data during the exploration phase. Specify whether team members will use interviews, questionnaires, observations, and/or focus groups to collect data from end users.

Provide at least five essential questions that will be asked of end users via interview, questionnaire, observation, or focus group. Conclusion Explain two to three reasons why the company would benefit from adopting an HRIS. Focus on how the HRIS would address the current HR needs of the organization. Resources Use at least two quality academic resources in this assignment. Note: Wikipedia and similar websites do not qualify as academic resources.

This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course.

Paper For Above Instructions

Introduction

The Larson Property Management Company, like many organizations using legacy Human Resource Information Systems (HRIS), faces several challenges that stem from outdated technology. Issues such as inefficiency in handling employee data, increased operational costs, and limited reporting capabilities hinder the effectiveness of the HR functions. The organization has been relying on a system that lacks the features necessary to engage with today’s dynamic workforce requirements. This proposal outlines a plan to address these concerns through the implementation of a modern HRIS that enhances operational efficiency and reduces costs.

Current Situation

Currently, Larson Property Management’s HR functions are being managed using an obsolete HRIS that does not provide timely data access or adequate support for the decision-making process. The reliance on manual data entry and the lack of integration with other business systems contribute to errors and delays in processing information. Furthermore, the legacy system limits HR’s ability to generate comprehensive reports that could inform strategic planning and compliance with regulatory requirements. These challenges prompt the need for a new system that can streamline HR operations and minimize costs.

Plan for Moving Forward

To move forward, an assessment of the current HRIS challenges will be conducted, leading to the development of a strategic plan for implementing a new HRIS. This will include forming a change management team composed of key stakeholders such as IT, HR, finance, and selected end-users who will provide insights from various perspectives. The plan will also involve setting a timeline for milestones, budgeting for the new system, and ensuring that proper training and support are in place for all staff involved in the transition.

Needs Analysis

The needs analysis will identify the functionalities that the new HRIS must support. Key requirements include:

  • Automated onboarding processes
  • Centralized employee data management
  • Enhanced self-service capabilities for employees
  • Comprehensive reporting and analytics tools
  • Integration with payroll and benefits systems

The change management team will consist of the following members:

  • HR Director: Will oversee the entire project and ensure alignment with organizational goals.
  • IT Specialist: Will provide technical insights and oversees the software implementation.
  • Finance Officer: Will manage the budget and financial planning associated with the new HRIS.
  • End-User Representatives: Will provide input on functionalities and user experience.

Data Collection Methods

The change management team will collect data through a combination of interviews, questionnaires, and focus groups. This multi-faceted approach allows for a comprehensive understanding of the requirements from various stakeholders. The following essential questions will be directed to end users during the data collection process:

  1. What specific HR processes do you find most time-consuming with the current system?
  2. What features do you believe are essential for a new HRIS?
  3. How do you envision the new system improving your day-to-day operations?
  4. What kind of reports do you frequently generate, and what information do they typically include?
  5. What challenges do you face with the current system’s user interface?

Conclusion

Adopting a new HRIS will provide several benefits for Larson Property Management. Firstly, the automated processes will reduce the time spent on administrative tasks, allowing HR staff to focus on strategic initiatives. Secondly, a modern HRIS will enable better data management and reporting, which is crucial for informed decision-making and compliance. Finally, it will enhance employee self-service capabilities, improving overall employee satisfaction and engagement. The transition to a new HRIS will ultimately lead to reduced operating costs while positioning the organization for future growth and success.

References

  • Davenport, T. H. (2013). Process Innovation: Reengineering Work through Information Technology. Harvard Business Press.
  • Kavanagh, M. J., Thite, M., & Johnson, R. (2012). Human Resource Information Systems: Basics, Applications, and Future Directions. SAGE Publications.
  • Almeida, F. A. (2020). A Practical Guide to Implementing an HRIS: A Comprehensive Approach. Entrepreneur Press.
  • Stone, R. (2017). The Importance of HRIS in Managing Human Resources. Journal of Business Management.
  • Snape, E., & Redman, T. (2017). HR Innovation: The Role of Human Resource Management Systems. Journal of Human Resource Management.
  • Wang, M., & Wang, Y. (2015). Upgrade or Replace: A Case Study on HRIS Decision Making. International Journal of Human Resource Studies.
  • Schmidt, J., & Jansen, A. (2019). Emerging Trends in HR Technology and their Implications for HR Management. Organizational Dynamics.
  • Pynes, J. E. (2013). Human Resource Management for Public and Nonprofit Organizations. Jossey-Bass.
  • Bird, A., & Matar, R. (2016). Evaluation of HRIS Adoption: A Case Study. International Journal of Information Systems in the Service Sector.

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