BSA 375 Week _4 Individual Assignment_Analyze HR System – Part 3_ by guruquest


									Riordan Manufacturing: Service Request SR-rm-004 - Analyze HR system   1

 Service Request SR-rm-004 - Analyze HR System- Part 3

                 University of Phoenix


     Fundamentals of Business Systems Development

                Your Instructor’s Name

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                                       System Implementation

       The implementation stage of the Riordan project may prove to be the most challenging

yet, but one that is worth all the effort. It would take a team of experts in various fields to

successfully see this stage successfully through to completion, it cannot be a one-man show.

Several departments within the organization have to be given priority when it comes to rolling

out the new human resource management system. Since this system is automated and rests on an

Information Technology platform, the first two departments to consider would be the human

resource management and Information Technology departments. All the teams of professionals

within these departments would have to be part and parcel of the entire system design and

development process. The other departments to consider would be those of finance and

operations management as they too are a fundamental part of the organization’s decision making



       As the new human resource management system is designed for Riordan Manufacturing,

it is imperative to consider all its essential features and functions so as to ensure a flawless

module is developed. These features and functions are tied firmly to computer programs for end

users as well as those for system administrators. Databases for keeping and maintaining all the

information within the system are also of prime importance during the implementation stage. It is

therefore imperative that the group of professionals from the Information Technology

department, more so the system developers bear in mind the usability of the system so as to

ensure they generate the correct types of computer software for application within the system.

       The standards and procedures to use during the development of system software on

which the new automated human resource management structure would be based depend entirely
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on the keen instructions of the trusted group of experts in that field. There are several platforms

that may guide the coding process of the new system. These platforms are all reliable in their

effectiveness and may be used as advised. One such method is the Iterative method. This is

whereby selected groups of experts are divided into distinct sets, each handling a separate aspect

of the new system. Iteration, as applied during this method, guides the developers and designers

through the entire process by tackling one area at a time. The completion of one stage in the

system development project using the Iterative method depends on the assured completion of the

preceding stage (Marciniak, 2002).

                                              System Testing

       Once the teams of experts are through with the design and development stage, it becomes

prudent to test the system before it is actually implemented within the organization. There

several points to note while preparing for the testing phase. These points are usually geared

towards the actual and expected output of the system. This means that the system developers and

designers must at all times beware of the intended purpose of the system before undertaking to

develop it (George, Valacich, & Hoffer, 2003). Since Riordan’s request is clear and concise, it

would be simple for the team of professionals during the design and development phase.

       As mentioned earlier, the sole purpose of the testing phase is to gauge whether the system

as it stands is sound or needs some readjustments. This therefore includes creates unreal

scenarios whereby test data is run through the system to establish whether the outcome is as

desired or requires realignment. This is tantamount to having the system development team

selecting a particular case scenario that would likely be found in reality if the system was already

pre-existent. The system administrators are then required to analyze the results of the test and

verify whether the team is on the right track or has missed a mark. In case of any deviation from
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the expected output, the team would then have to establish the right course of action to take so as

to bring the system back to the desired track (Marciniak, 2002).


       This stage is whereby the old system of human resource management is replaced with the

new and automated Human Resource Management Information System within Riordan

Manufacturing. The best approach to take during this stage is the Phased Method of installation.

Phased installation would grant all of the organization’s stakeholders the time necessary to adapt

to the new changes and thereby dispel the proverbial fear of abandoning status quo, which is

usually prevalent among members of society. The other available alternatives to phased

installation such as direct installation, or the big bang, can prove to be too much for the

organization’s employees who may have got used to the old system.

       Phased installation simply means that the new system would be installed within the

organization gradually, one part t a time (George, Valacich, & Hoffer, 2003). The single location

method of installation is also akin to phased installation in that, only a specific area of the

organization gets to have the system installation at any particular time. This could be a

designated branch, or say, the headquarters of Riordan Manufacturing. The down side to this

method is that it may prove hard to establish how the new system best integrates all the distinct

organizational departments if only a few of them get to be incorporated into it. A more holistic

approach to the installation would be advisable such as phased installation.


       This stage involves developing guides and manuals for end-users as well as system

administrators. For the end-users, who in this case are the organization’s employees and non-

technical staff, it would be advisable to take a task-oriented approach to the documentation
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process. This would mean that the documentation would solely focus on describing individual

commands as applied within the system and their implication to both end-users and system

administrators (Satzinger, Jackson, & Burd, 2008). User documentation would therefore include

instructions on how to get started with the system, as well as explaining the precise functionality

of the new system. This would ensure that the transition from the old system to the new one

would not be overly complicated for the employees. System documentation intended for the

Information System personnel or system administrators would include technical details to guide

them during maintenance and upgrades. This would incorporate such information as the system’s

design specifications as well as its overall internal structure.


       Training is especially dedicated to the end-users of the new system, who may not be

privy to the technicalities of software engineering. On top of providing the end-users with a

detailed documentation of the system’s structure and functionality, it is also exigent that they are

offered software use and application tutorials (Marciniak, 2002). These would go a long way in

equipping them with the necessary knowledge for proper utilization of the new system as the

shift is made from the old to the new. The most successful approach to training the end-users is

the pragmatic instructor-led methodology whereby the end-users get to accustom themselves

with the new system under the direction of a system administrator. The end-users get to actually

train on the functionality of the new system while performing the individual tasks practically. An

instructor should be present with the group of trainees so as to guide them through the areas of

difficulty, or technical queries, regarding the usability of the system.
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                                              System Support

       This stage is two-fold and involves supporting the target users as well as instituting ways

and means of keeping the entire system running across the organizational framework (Satzinger,

Jackson, & Burd, 2008). There is therefore a need to engage the services of technical and user

support teams to guarantee the smooth operation of the new system. There should be a

distinguishable information center that caters to the needs of end users regarding any queries

they may have about the system. This help desk should operate at par with the technical support

office as they both have overlapping goals and objectives. As far as system maintenance and

servicing is concerned, there should put in place measures to guarantee the security of

information that is stored within the system. This translates to establishing trenchant data

recovery and back up techniques. In case of any accidents or fortuities, the data kept within the

system should remain safe and therefore available for retrieval whenever needed.
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[1] George, F.J., Valacich, B.J.S., & Hoffer, J.A. (2003). Object-Oriented Systems Analysis and

       Design. Upper Saddle River, NJ: Pearson Prentice Hall.

[2] Satzinger, J.W., Jackson, R.B., & Burd, S.D. (2008). Systems Analysis and Design in a

       Changing World. London, UK: Cengage Learning EMEA.

[3] Marciniak, J.J. (2002). Encyclopedia of Software Engineering. Hoboken, NJ: John Wiley.

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