plan summary

System Development Life Cycle Proposal

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System Development Life Cycle Proposal

Needs Analysis

The Larson property management company is in need of a distributed Applicant Tracking System that simulates the activities of Human Resources Management, specifically the recruitment process. According to Isaias & Issa (2015), the beginning and important part of the Software Development Life Cycle is the system requirement elicitation (need analysis). From the presented scenario, the following are the system needs of the new Applicant Tracking System; (a) an distributed web application that can be accessed all over the world through web browser, (b) an information systems with unlimited storage capacity, (c) a self-automated system that takes and track applicants' data, (d) an autonomous system that manage requisition and approve job openings, (e) a system that can advertise job postings in the company's webs., (f) a system that can scan online submitted resume and applicants’ details, and (g) an information system that can process data at a higher speed and provide an accurate results.

Because the Larson property management company has a department of information technology, then the change team members that will help identify system needs are the members of the department of Information Technology. These include; (a) database administrators-/he who will provide information regarding the database system of the new Information System, and (b) Chief Security Officer-will provide needed security details of the new Information system.

Interview, Questionnaire, Observation, or Focus Group

The additional data regarding the development of the new system will be sourced from the users of the legacy HRIS. The above-stated system needs will be compared with the functionalities of the HRIS and the new data will be generated from the comparison. Moreover, additional data will be collected from prospective applicants-here the prospects will be informed about the new system and asked to explain how the new system needs to look like on their sides.

During the exploration phase, the change management team will collect data regarding the new system by looking for opinions from the users of HRIS, human resource personnel, and job prospects. Throughout this process, the change management team will use focus groups for discussion that aim at comparing the two systems with the aim of collecting data that will serve as need analysis for the ATS. During the focus group discussion, the change management team will ask the following questions to the end-users;

1. How do you believe that the new system will transform human resources management of the Larson property management?

2. How easy will be the use of ATS as compared with the legacy HRIS?

3. How faster will ATS be as compared with the legacy HRIS?

4. What are some of the advantages and disadvantages of the ATS to the legacy HRIS?

5. Do you believe that the ATS is a secure information system?

Conclusion

If the Larson property management company adopt the new HRIS (the ATS), then it will leverage the following benefits;

Faster Processing of the Applicants’ data . The new system will eliminate tedious paperwork application process. Here, there will a faster way of receiving and reviewing applicants’ details because the data is exchanged from one office to another through the internet. The Applicants' data is safe from misplacing because they are stored in the system's database.

The ATS will give the company an opportunity to recruit highly qualified employees . This is because the system will track all applicants’ details and resume and select the best candidate that matches the requirements of the job posting. Additionally, HRIS helps the human resources department in tracking the performance of employees and this facilitates the management of Human resources (Sulochana, & Sajeewanie, 2015).

References

Isaias, P., & Issa, T. (2015). Information system development life cycle models. In High Level Models and Methodologies for Information Systems (pp. 21-40). Springer, New York, NY.

Sulochana, K. A. B., & Sajeewanie, T. L. (2015). The Impact of HRIS on HRM Effectiveness: A Study in Large Scale Group of Company in Sri Lanka. Human Resource Management Journal, 3(1).