HRM 520 Assignment 4: Phase IV - Plan Summary

Running head: (SDLC) PHASES IV & V- IMPLEMENTATION AND MAINTENAMCE 1

(SDLC) PHASES IV & V- IMPLEMENTATION AND MAINTENAMCE 8

(SDLC) Phases IV & V- Implementation and Maintenance

Student’s Name

Professor’s Name

HRM 520: Human Resource Information Systems

Today’s Date

Introduction

The implementation phase is a critical part of the rolling-over into a new system. It is the phase where the developed system starts to be used in the intended field. The implementation requires taking of necessary measures to ensure that the system does not fail and that it performs all the required functionalities. The right steps should be taken to ensure full functionality and steady change into the new one. However, the difference is not always successful and has been, at times, characterized by failures that could be avoided had been taken correctly. Several models are used in the transformation and taking care to launch a system after development successfully. After implementation, as the system continues to be used, new functionalities and requirements arise. That calls for maintenance to be carried out to cater for the increased functions as well as ensure efficiency and effectiveness in the service delivery. Support is mainly done by the company's IT department or contracted developers to aid in the process (Lemke, 2018).

Managing of the Change

The process of changing from one system to another is essential and should be done with caution. Various reasons lead to the failure of the policy upon launch. One of them is a lack of proper training for the staff and other users of the system on how to utilize its different functionalities. This brings errors whenever they wish to use the system because they do not know where the various modules incorporated into the system are and where to access them. It leads to slow processing of their needs and eventual failure because they get fed up with the system before they start using it for advanced users. That affects the business processes, and the management is forced to take down the system and go back to using the previous regime, hence failing. The other reason is due to the unavailability of all essential resources for running of the system. Different systems require various equipment for efficient running. When developing a policy, many users do not keenly ensure they change the material and improve what they have, supporting the increased functionalities. This leads to numerous failures and eventual failure of the system (Elkholy, & Elfatatry, 2018).

Moreover, the change model used affects the expected outcome of the process. When caution is not taken to roll-out a system better, it results in errors such as users' inability to use it or inefficient processes and results as per user expectations, hence failing. However, to overcome this, several change methodologies have been developed for use. The most used method for change is iteratively changing from one system to another. It involves implementing the new system in bits where functionalities are performed one after the other until the system is completely broken. The other method includes the complete roll-over where the new system is changed completely and starts to be used during implementation (Elkholy, & Elfatatry, 2018).

Implementing of the HRIS

As mentioned earlier, the implementation of a system should be thought, and all aspects considered before it is done. Several measures ought to be taken whenever implementing a system to guarantee success. One of the critical steps is educating the user and other stakeholders on the system functionalities and how to use the system to carry out their manipulations. That reduces the chances of failure because of users' inability to undertake their tasks. Another crucial measure that should be taken is the testing of the system. Testing is done using different methodologies, all of which are to ensure functionality is as expected and that the results produced as per what the users desire. When the modules contained in the system are confirmed to function appropriately, the system can then be implemented. Implementation, as well as training the users, should be done by the person in charge of the teams which were involved in the development process due to various reasons. One of them is because they are the leader of the process; they are tasked with reporting what goes on in the process generally. The other is because they have all the necessary knowledge as all the processes and implantation procedures are published directly to them. During development, different modules are developed by individuals who report to the project leader, meaning they have a better understanding of the system. That makes them the best-suited candidate to conduct the training and implementation process.

Cost-benefit Analysis

During the process of development of any system, costs are incurred either directly or indirectly. The company will incur different charges in the development process. One of them will be the amount they charge for the operation of developing the system and implementation. The other fees that will be incurred are payments to staff and external developers who may be contracted to aid in the process. Once introduced, the system will streamline business activities and make the process faster and making more profits. In three months, the prospects foreseen for using the project are double the current profits. If well utilized, that will cater for the cost of development and make more revenue. In the long run, the system will make more profits; hence the project is justifiable and falls within the budget of the organization (Boardman et al., 2017).

Maintenance

Due to the dynamic nature of any business environment, new requirements will arise with time. This calls for a review of the system and an increase in the functionalities offered. It is the task of the IT department under the chairperson to conduct studies to ensure they keep the new system up to tabs with the changes. Changes that could be incorporated could be bettering the user interfaces by studying customers and considering their needs when making an upgrade. It should be conducted often and ensured to always improve on services rendered (Lemke, 2018).

References

Boardman, A. E., Greenberg, D. H., Vining, A. R., & Weimer, D. L. (2017). Cost-benefit analysis: concepts and practice. Cambridge University Press. Retrieved from https://

assets.cambridge.org/97811084/48284/frontmatter/9781108448284_frontmatter.pdf.

Elkholy, M., & Elfatatry, A. (2018). Change Taxonomy: A Fine-Grained Classification of Software Change. IT Professional, 20(4), 28-36.

Lemke, G. (2018). The Software Development Life Cycle and Its Application. Retrieved from https://www.r-project.org/doc/R-SDLC.pdf.