System Development Life Cycle: Phases IV & V – Implementation and Maintenance

Running Head: HUMAN RESOURCE 1

HUMAN RESOURCE 4

Human resource

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Human resource information systems are the core of the data-driven human resource department and organizations. The systems enable one to integrate varied human resource functions such as offering customized onboarding programs on the basis of new hire data and obtaining insights from human resource data. The organization’s human resource information systems can be improved in various ways. One way is by assessing the risks that may be the possible stumbling blocks of the system. One should identify any barriers that may face the human resource information systems and any conflict in timing with implementing other policies in the organization. Another way of improving HRIS is by understanding the data and clearly defining the requirements. An organization’s HRIS is as good as the data stored and how the data is utilized. One should be aware of the current record management system, the data requirements and determine how the data will be recorded(Kavanagh & Johnson, 2017).

The system development life cycle helps users to transform a new project into an operational one. The SDLC has seven phases. Planning is the first step of SDLC, where it identifies whether there is the need for another system to attain the strategic objectives of the business. The role of this step is to identify the scope of the issue and determine the solutions. Systems requirements and analysis is the second phase where the business works on the sources of their issues or the requirement for change. When there is a problem, possible solutions are given and analyzed to attain the best fit for the key goals of the project. The third phase is the system design, which describes the necessary specifications, operations and features that will satisfy the functional needs of the system. The fourth phase is the development stage which is where the real work begins. This is where a programmer or a database developer is brought on board to do the main job. The fifth phase is the testing and integration stage. It involves system testing and systems integration, which is usually carried out by a quality assurance who determines if the system meets the set business goals. The sixth stage is the implementation stage, where most of the codes of the program are written. The phase involves the rea installation of the developed system. The last phase is the maintenance and operations, which involves regular updates and maintenance. Here is when the end-user is able to fine-tune the system (Sritharakumar, 2016).

System needs are the things related to the system offers that are required for the system to achieve its purpose, satisfy the stakeholders in the system and add value. During each phase of the SDLC, I would analyze the system’s needs. I would also prepare a proposal of the system that evaluates what has been found out concerning the system and offer recommendations (Kavanagh, Thite, & Johnson, 2011).

References

Kavanagh, M. J., & Johnson, R. D. (2017). Human resource information systems: Basics, applications, and future directions. SAGE Publications.

Kavanagh, M. J., Thite, M., & Johnson, R. D. (2011). Human resource information systems: Basics, applications, and future directions: Basics, applications, and future directions. SAGE.

Sritharakumar, S. (2016). Human resources information system (his)-enabled human resource management (HRM) performance: A business process management (BPM) perspective.