System Development Life Cycle: Phases I & II – Planning and Analysis

HRM520011VA016-1192-001 - HUMAN RES. INFORMATION SYSTEMS

Assignment 1: System Development Life Cycle: Phases I & II – Planning and Analysis

Sun, Jan 20 2019, 11:30 PM

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RUNNING HEAD: 1 SYSTEM DEVELOPMENT LIFE CYCLE:  2 PHASES I & II

1 1 SYSTEM DEVELOPMENT LIFE CYCLE:  2 PHASES I & II

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1 SYSTEM DEVELOPMENT LIFE CYCLE:  PHASES I & II – PLANNING AND ANALYSIS Dawn A Buxton Dr. Latrice Love HRM-520 January 20, 2019 Introduction The legacy system refers to the transition into a new system which is expected to offer more functionality than the previous one which is seen as less competent (Qadir, & Agrawal, 2017). Mobile access is one of the most important features of any system and provides more availability to company’s services to users at different locations. In recent, the company has experienced limited access, and the system has had difficulties in supporting the reaching of its services from mobile devices. This usually has many impacts ranging from losing employees, potential candidates as well as loss of customer trust. A new system can be integrated to perform all functions in mobile devices should be created and rolled out effectively as soon as possible to provide services as required.

Need Analysis

For the effective mobility of a system, several things must be implemented. Whereas most services are usually handled manually in the system with continued success and profits. The world has changed, and people are moving to a technological world where everything is available online (Lippert & Michael, 2005). Calls for a change to a more automated system which can always handle requests from different users. Considering companies should change the IT department and bring in experts who can automate the system. Experience should be the main item of focus and care should be taken not to completely remove all stakeholders competent in the organization's business processes. Some of the old employees should be retained to offer expertise and new ones to implement advanced business modules and offer mobile transactions.

Data Collection

The team which will comprise of old and new employees will be involved in the collection of data on the business. The two most efficient methods to use in this process are conducting interviews and observation. First interviews should be held where the team will sit down with the employees at the company to ask questions which will lead to an understanding of the business process and transactions carried out daily. Some of the questions which can be asked include:

· What is the service you offer?

· What is the requirement from customers who walk in for services?

· What is the average number of customers you deal with in a day?

· How do you handle complaints and customer issues?

· What is your average and type of data requirements?

· Explain the process involved after a customer sits at your desk?

The above provides a snapshot of what every stakeholder does. Interviews are usually effective but are limited due to time constraints because the employees are usually busy and may have trouble explaining some of the processes. Also, the business terms used may be difficult for the team to understand (Taylor et al., 2015).

Secondly, observing as the employees carry out their functions will help collect additional information which they may have left out. It requires keenness and care to capture even the smallest and at times critical details which may have been forgotten. Data collection is the most vital step and should be carried out extensively to capture all details (Taylor et al., 2015).

Conclusion

Mobile access to system functionalities offers a wide range of benefits. It always ensures the availability of services because the services are automated and placed in online platforms thus can always be accessed. Also, it offers an easy way of managing all the employees by tracking their service delivery.

References Lippert, S. 3 K., & Michael Swiercz, P.  (2005). 3 Human resource information systems (HRIS) and technology trust.  Journal of information science, 31(5), 340-353.  4 Retrieved from https://www.academia.edu/5166257/Human_resource_information_systems_HRIS_and_technology_trust_Human_resource_information_systems_HRIS_and_technology_trust Qadir, A., & Agrawal, S.  (2017). 1 Human Resource Information System (HRIS): Re-engineering the Traditional Human Resource Management for Leveraging Strategic Human Resource Management.  Retrieved from http://misreview.mis.nccu.edu.tw/pdf/volume/2212/2212-03-full.pdf Taylor, S. J., Bogdan, R., & DeVault, M. (2015). Introduction to qualitative research methods: A guidebook and resource. 5 John Wiley & Sons.