Chapter 4: The Systems Development Life Cycle and HRIS Needs Analysis PDF

Chapter 4 The Systems Development Life Cycle and HRIS Needs Analysis  SYSTEMS DEVELOPMENT LIFE CYCLE (SDLC) SDLC is a formal, multistage process through which information systems are implemented. Specific phases include planning, analysis, design, implementation, and maintenance....

Chapter 4 The Systems Development Life Cycle and HRIS Needs Analysis  SYSTEMS DEVELOPMENT LIFE CYCLE (SDLC) SDLC is a formal, multistage process through which information systems are implemented. Specific phases include planning, analysis, design, implementation, and maintenance. Planning Analysis Design Implementation Maintenance 2  SDLC: Overview ◼ Planning ◼ Long-range (e.g. Budgeting, Broad goals of HRIS such as ease and efficient HRIS for users, Employees development strategies) ◼ Short-range (e.g. HRIS development plan, HRIS maintenance plan, HRIS training plan) ◼ Analysis ◼ Needs Analysis (e.g. attendance and absence management) ◼ Gap Analysis (e.g. enhance annual salary increases 3  SDLC OVERVIEW ◼ Design ◼ “Blue print” for the system ◼ Vendor selection ◼ Implementation ◼ Build, test and readied to “go live” ◼ Maintenance ◼ Corrective, adaptive, perfective & preventative Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 4  Analysis phase ◼ Needs analysis focuses on the process of thoroughly gathering, prioritizing, and documenting an organization’s HR information requirements. ◼ It is systematic, and it should progress in a logical, methodical fashion, as each stage affects those that follow. ◼ It consists of: Needs Analysis Planning, Observation, Exploration, Evaluation and Reporting Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 5  Needs analysis 1. Needs analysis planning ❖ Organize the needs analysis team ❖ Determine management’s role ❖ Define the goals ❖ Determine tools and techniques to be used Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 6  Needs analysis ◼ 2. Observation Analyze the current situation Define the needs Identify performance gaps Classify the data Determine the priorities Review with management Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 7  Exploration ◼ Collect the data Interviews Questionnaires Observation Focus groups Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 8  Evaluation ◼ Review and assess the collected data to create a big picture of the current and desired processes. ◼ Arrange the data in a format useful for the design phase ◼ Review the data with project team to identify any errors, duplications and suggestions. Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 9  Reporting ◼ Preparing the report that summarizes findings an presents recommendations for the design phase. ◼ Include an overview of the current systems and processes along with a description of how the new system could address the issues and weaknesses of the function. Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc. 10