Can you help me with homework? Due Monday, November 21,2022
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System Development Life Cycle: Phases I & II – Planning and Analysis
Pamela Hines
Strayer University
Human Resources Information Systems
Dr. Latrice Love
October 24, 2022
Introduction and plan
Larson property management is one of the largest property management companies that organizes development and commercial services for its clients. The company manages the systems under a legacy named HRIS to store the databases of the employees and applicants. The system serves the clients directly through its client-server system, which engages the clients in a dependable way to save time and resources since the number of employees has been reduced to less than one hundred. However, the system has its limits which inconveniences the activities of a company, such as the limit in the storage of its systems. This may make it difficult to retrieve the databases of employees and applicants.
It is worth mentioning, that the system could not serve the recruitment process without the physical operation of the clerk who collects basic details and gives the applicants' results. The plan to minimize these shortcomings is to establish equipment that sufficiently serves the employee database's intended purpose. The systems would be controlled by experts well-conversant with the latest technology. The expertise should be well experienced to save time on the operation since the employee performing the monitoring influences the final results of the company activities. The system provides a wireless hiring system that does not require contact with the clients and applicants; hence can be done effectively without the physical presence of the clients. Hen my former company designed its’ new system, they selected three people who were deemed as experts to be on the design committee. It was very helpful, as we brought real life scenario questions that had not been considered.
Needs analysis
The issues identified in the Larson property management include the physical hiring process, which consumes a lot of time. The new system aims at mobilizing the automatic hiring process and provision of results on the online platforms of the systems since they are stabilized efficiently and accessible. The minimal storage should have a capacity that guarantees the retrieval of data at any time of need without engaging the physical contact of the report and records on the employee database. The storage should be large enough to accommodate future and past data, which may be useful in decision-making. The retrieval of the applicant's data is a crucial need because of the efficiency in the tracking and recording of the details, which is a mandate when data is needed.
The retrieval process boosts the company's ability to attract more stakeholders and proper management in the real estate field. The new system is designed to create a reliable management process with low labor costs and effectively accommodates large numbers of data (Quaosar & Rahman, 2021). Optimally, the team members should be engaged in the system's design process and contribute their qualities in the same field of computer systems of management in real estate. The expertise in the Information technology field is crucial in examining the system's strengths and weaknesses, which helps maintain and evaluate the operation of the employee recruiting system. The information technology experts should have experience in the relevant field to ensure the knowledge and skills applied are gear towards attaining company goals.
The operation manager would guide the team members on steps to achieve the company's objectives by using the right resources to fix the new system. The responsibilities of computer tacticians are to identify the possible risks of the system and implement possible solutions which minimize the risk occurrence. The team members would achieve their goals by cooperating and appropriately applying their skills and knowledge.
Interview, Questionnaire, Observation, or Focus Group
The main method of collecting data would be for the observation of the processes of the operating system and identifying its’ weaknesses and limitations. The observation process includes recording the hitches detected and advancing the new system with the features that support the confines incurred by the existing system. The average time consumed is regarded as the basis for the advancement in the speed of the new system in ensuring the company management operations are enhanced (Shahreki, 2019). Questionnaires are given to the employees who use the systems. They are designed to discover the difficulties experienced and problems that, when solved, would enhance the recruitment process.
The tests of the new system help collect data on the risks that the new system would incur in delivering property management for clients. The change management team would collect data during the exploration phase by observing and testing the expected systems through their efficiency in the evaluation process of determining the new system. The team members would use the observation techniques for acquiring the information from end users by establishing time management series that record the time consumed (Silva & Lima, 2018). The team members observe the existing system operational record, record the needs required in the new system, and customize the features that would solve the problems encountered. The five questions that would be asked during the observation process are: What problems are encountered during the system usage? How much time is consumed in delivering the services? How often does the system break to acquire the repair? How have the clients and applicants complained about the system's efficiency? Which is the worst experience in using the system to manage the property efficiently? The results determine the system value and establishment of the advances in the future employee and development systems.
Conclusion
In conclusion, the three reasons for adopting the Human Resource information systems include more time effectiveness, which means giving time back to the human resource officers to do more important tasks, proper follow-up of the applicant tracking and onboarding, and the overall efficiency of the staff members in the human resource department. The human resource information system would address the current human resource problems through fast-tracking of the applicants and employee monitoring in an effectual manner. I have used an HRIS system in the past and found that not only was efficient, it also helped to keep the application process more organized.
Quaosar, G. A. A., & Rahman, M. S. (2021). Human Resource Information Systems (HRIS) of Developing Countries in 21st Century: Review and Prospects. Journal of Human Resource and Sustainability Studies, 9(3), 470-483.
Shahreki, J. (2019). The use and effect of human resource information systems on human resource management productivity. Journal of Soft Computing and Decision Support Systems, 6(5), 1-8.
Silva, M. S. A. E., & Lima, C. G. D. S. (2018). The role of information systems in human resource management. Management of Information Systems, 16, 113-126.