Chapter 5 System Design And Acquisition PDF

Chapter 5 System Design and Acquisition  SYSTEMS DEVELOPMENT LIFE CYCLE (SDLC) Planning Analysis Design Continuous and iterative nature...

Chapter 5 System Design and Acquisition  SYSTEMS DEVELOPMENT LIFE CYCLE (SDLC) Planning Analysis Design Continuous and iterative nature Implementation of planning and Figure 4.1 analysis! Maintenance Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 2  Design Considerations System design consists of two phases: Logical design Physical design Adequate logical design enables effective physical design. Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 3  Design Considerations Logical Design Translation Of Business Requirements Into Improved Business Processes, Irrespective Of Any Technological Implementation The focus is on developing business processes Example: a business requirement for an organization is the acquisition of new employees. 4  Logical design will result in the following HR business processes 1) identifying jobs requiring new employees and approving those jobs 2) analysing the requirements of those jobs 3) posting those positions and recruiting applicants from the labour market 4) tracking applicants through the recruiting process 5) selecting from the recruiting pool, through the use of selection tools such as interviews, applicants that best fit the job requirements 6)Michael bringing newThite, J. Kavanagh, Mohan hires onD. Johnson and Richard board and - Human placing them in Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 their jobs SAGE Publications, Inc. 5  Design Considerations Physical Design Determining The Most Effective Means Of Translating Business Processes Into A Physical System That Includes Hardware And Software Example: Physical design will result in the need for: 1) SW to allow the posting of jobs online 2) SW to track applicants 3) SW to manage online applications to posted jobs Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 6  View of HRIS Data perspective Vs. System perspective Both are essential to understand the complete picture of an HRIS Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 7 DATA VS PROCESS PERSPECTIVE Data Perspective Focuses On An Analysis Of What Data The Organization Captures And Uses, Its Definitions And Relationships. focuses on the most efficient and effective way to capture the data to ensure accuracy For example: a system whose aim is employee recruiting would need data about the applicants and their knowledge, skills, and abilities (e.g., name, address, degrees received, work experience). 8 DATA VS PROCESS PERSPECTIVE Process Perspective Focuses On Business Processes & Activities In Which The Organization Engages And How Data Flows Through The HRIS. For example, a recruiting module from this perspective would consider business activities, such as receiving applications, sorting and scanning resumes to determine the interview pool, scheduling interviews, reporting candidate information for legal purposes, and so on, Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 9  Logical Process Modeling With Data Flow Diagrams A process model describes and represents the key business processes or activities conducted by the organization, such as applicant tracking Data flow diagram (DFD) is a graphical representation of the key business activities and processes in the HR system, the boundaries of this system, the data that flow through the system, and any external individuals or departments that interact with Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 the system SAGE Publications, Inc. 10  Data Flow Diagrams (DFDs) The focus of a DFD is on the movement of data between external entities (such as a job applicant) and processes (the applicant-tracking process) and between processes and data stores A DFD consists of four symbols Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 11  Data Flow Diagrams (DFDs) Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 12  Data Flow Diagrams (DFDs) The entity represents any external agent (e.g., an individual, department, business, system) that either receives or supplies data to the HR system (e.g. Customer ordering shoe, a manager requesting job opening be posted). Because entities represent a specific person, place, system, or department, they are labeled with a noun in the 13  Data Flow Diagrams (DFDs) data flow represents the movement of a single piece of data from point to point through the system (e.g., from process to process, entity to process, or process to data store). Should also be labeled with a noun. Important rule all data flows must begin or end at process. 14  Data Flow Diagrams (DFDs) A process represents a business activity. The goal of each process is to change or transform inputted data into a useful output (e.g., creating an applicant record, updating an employee record. Since data are transformed as part of these processes, they should be labeled with action verbs, for Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 15  Data Flow Diagrams (DFDs) data store represents the location in which data is stored in the system or a repository of data. It contains data about a person, place, or department and should be labeled with a noun Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 16  Creating and Using the DFD DFDs are organized by modeling the individual processes (such as the applicant-tracking process) The highest-level DFD developed is called the context-level diagram – it contains only one HR process, representing the system, data flows, and entities 17  DFD – Context level Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 18  Physical design The major goal of this phase is to translate the logical model and requirements into a physical system, including all hardware, software, and networking Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 19  Major activities in physical design (1) determining whether or not there is value in continuing the system design and actual implementation processes (2) determining hardware and software options and requirements (3) determining where to obtain the hardware and software (e.g., by in-house development or commercial software purchase) 20  Major activities in physical design (4) developing an implementation schedule (5) working with potential vendors to assess and select software if system software is to be obtained externally Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 21  Three Choices in Physical Design The organization has the option of doing nothing To make changes to only the HR business processes without implementing new or upgraded technology To implement the business process changes along with new or upgraded technology (Build, Buy, Outsource) 22 Software Acquisition Strategies 23