Structural Modeling and Behavior Modeling
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week_4_assignment_1.docxRunning head: ADVANCED BUSINESS SYSTEMS
ADVANCED BUSINESS SYSTEMS 9
Advanced Business Systems (ABS)
Patrick B. Magee
STRAYER University
Project Requirement and Design (CIS-353)
John Niemiec, Professor
October 30, 2014
Advanced Business Systems (ABS)
The advanced business system has largely three major groups of users. They include the client who makes the request, the contract manager who handles the management of the systems operations, and the staffing manager who handled all the employee related tasks including hiring and dismissing employees. The system handles the process from the point at which the client makes a request to the point at which the company provides response to the client. This implies that the system has client and employee related historical data for analysis.
This system is very vital to ABS as it helps the company make valid and legitimate decisions based on the past data from the client and employee end. The contract manager can also make the decisions on whether a request on a contract is valid or requires the formation of a new contract.
The system plays a huge role in management of human resource and performance analysis. The staffing department can easily be able to tell the number of employees that are working for a certain firm. The nature of integration for this system makes it very easy to make strategic decision as well as reduce the operational cost of such applications.
The client
The client is one of the major players in the system. The client is the one who initiates the system process by requesting for additional staffing. The nature of the request must be in line with the existing contract between them and the client. The client should also be aware that in case they make a request that is above the scope of their contract, the contract manager should definitely not approve the request.
On sending the request, the client should expect two variation of the response. On a normal request, the company shall get back with additional employee as desired and all the company’s responsibility in this scenario shall just be to confirm the employment terms such as remuneration, allowances among other things. Typically, the nature of employment agreement shall be based on past decisions that are prevailing. In case the client feels the need to alter the current nature of employment terms, they will have to consult the staffing department at Advanced Business Systems in order to come up with terms and conditions that will work for both parties. Thus, the employment terms becomes revised for the incoming employees.
In case the contract manager finds the client’s request invalid or inapplicable, the company sends back a refusal proposing for initiation of a new contract. There are several reasons why the contract manager may refute a request for staffing. Mainly the judgment builds on the existing contract. If the request goes beyond the existing contract’s threshold or violates the terms or conditions stipulated on the current existing contract, then the contract manager will have to revoke the request and propose for a new contract formation. If the client is willing to renew the contract, the team will now sit and come up with new agreement that are fine for both teams.
The contract Manager
The contract manager is the core player in the system. He plays intermediary role between the client who intends to have additional staffing and the staffing company which handles the staffing technicalities. The main role of a contract manager is to evaluate and validate the validity of any request from the client based on the terms and conditions stipulated in the contract. The contract manager has the liberty to approve or to decline any request for additional staffing from the client before the staffing department takes any action.
The staffing department cannot provide any services without prior instruction from the contract manager. The contract manager is responsible for requesting the staffing department to find employees. In case the desired employee does not exist in the database or is currently unavailable, the contract manager then issues a command to the staffing department to outsource for human resource.
The contract manager has an overseer role between the firm and the client. With such a huge base of client and numerous branch offices, the company requires someone to oversee the proper execution of contracts in additional to the proper observance of the company agreement terms and conditions. The contract manager has to consider whether a customer’s request falls within the scope of agreement and whether the company is in a capacity to fulfill the request.
Financial implications are also concerns that belong to the contract manager. The contract manager has to evaluate the extent of loss or gain that will result from a specific request based on factors such as contract value, duration among others. In the system, the contract manager is more analytical than transactional as they have to make the decision on whether to approve the request or close the request and recommend a new contract.
The hiring department
The hiring department is the core of operation in the system. The department handles all human resource related tasks in the system. The department receives a command from the contract manager requiring them to provide staffing to the client. The hiring department first feeds the requirements into the system and compares to see if the desired personnel are available.
If a candidate with the desired characteristics exists, the department notifies the employee. The department confirms the availability of the employee before confirming the employee. If the employee is available, they make arrangements and payment agreement, which the hiring department now forwards, to the client for compliance. If the clients finds the terms of employment conducive for both parties, they sign the contract and the client takes up the employee. In case the client feels that something is missing in the agreement or that something is not stated or expressed as desired, the two parties have to sit down and draw a conclusion before the contract is complete.
On the other hand, In case a potential candidate does not exist in the system, it is upon the hiring department to look for employees to fill in the position. In such a case, the hiring department has thirty days to outsource an external candidate to fill in the desired position. The hiring department thus embarks on a task to advertise the post to the public. From the applications, the hiring department chooses the most qualified and invites them for interview.
During the interview, if the department is impressed they discuss the terms of work and other related terms before the employee is qualified to able to fill the desired position. The company thus recommends the employee and forward billing schedule among other agreements to the client. For every employee provided to the client, a memo has to be fed into the system to facilitate the management and analysis of contract performance.
Figure 2: the system activity diagram
Figure 2: the system use case
Conclusion
User analysis involves either discussion with the potential users and getting the right information in regard to how the system fits in the user’s daily routine, what the user needs the system to do, how technically equipped the user is in using the system, and what interface look and feel appeals to the users (Galitz, 2007).
References
Rosenberg, D., & Stephens, M. (2007). Use case driven object modeling with UML: Theory and practice. Berkeley, CA: Apress.
Sŏ, K., Kang, Y., & Kim, M. (2006). Activity diagrams. Seoul: Damdi.
