Riordan Manufacturing’s background of request is to take advantage of a more sophisticated, state-of-the-art, information technology in our human resources department (Riordan Manufacturing, 2008).
The method which will be applied to analyze and design the new human resources system for Riordan Manufacturing will be the systems development life cycle, which is known as SDLC. Three sections of the assignment will focus on the phases of the SDLC. In section 1, I will describe the information-gathering techniques and design methods that I would propose to use for the project.
Moreover, I will identify the key factors that will help ensure the information required for the project is gathered successfully and explain the scope and feasibility of the project. In section 2, I will create a flow diagram and discuss how to apply the tools of systems analysis to describe the information systems architecture in terms of data, processes, interfaces and network. In section 3, I will cover the implementation stage and discuss the six major factors that are included in the phase; coding, testing, installation, documentation, training, and support. Lastly, I will discuss the benefits of the six factors and its’ repeatable processes.
According to the service request SR-rm-004 for Riordan Manufacturing, Chief Operating Officer Hugh McCauley has requested to analyze the HR system for all plant locations to integrate the existing variety of tools in use today into a single integrated application (2008).
The service request sR-rm-004 to analyze the human resource system from John Korzeniowski was received on May 14, 2008. The IT team will examine the current information system and the possible design and development of an integrated, robust application in accordance with Riordan’s vision, mission, time-frame and strategic growth plan. AnalysisIn order to design and development an integrated ...
In order to develop a new and improved system for HR, the information technology (IT) department needs to be able to use a requirements modeling to gather information and the IT network architecture needs to be included as well. The fact-finding technique would be the main key in gathering the requirements.
With the research of facts, the IT department can produce a system requirements document, which would consist of constructed data, process, and object models. To evaluate and analyze the new and improved system based on growth, costs and benefits, the IT department has to determine if the new system can handle an increased load on the system through increased transactions and volume. Moreover, the IT department needs to determine the data storage needed presently and its unknown future growth. Lastly, the IT department needs to determine if the new system will be costly and be able to consider alternative ways to develop the new system if the costs outweigh the profit and benefits.
In order to satisfy the end users experience with the new system, a requirements checklist must be formed and additional information and tabs for employees should be included. Other than the personal information, pay-rate, personal exemptions for tax purposes, hire date, seniority date, organizational information and vacation hours in the current system stated in the HR system; the new system can also include a quick time badge, access to applications submitted via email, performance of employees, operational time frames, reminders of timed events, system security, and interactive videos on how to perform successfully in the HR, including proper conduct.
“The project should be completed in approximately six months, so the new system can be utilized in the second quarter of next year (Riordan Manufacturing, 2008).
With the development of the new system, time is vital in designing of the new program. In addition, developing a whole new system or keeping the current system along with additional new features for Riordan Manufacturing can be costly. Therefore, the IT department would have to propose a system where it can take the current tools and the new features and compile them into a single web-based or dashboard application. The design of the new system can be achieved by taking advantage of a beneficial software system called Rapid Application Development (RAD).
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RAD “refers to a type of software development life cycle which uses minimal planning in favor of rapid prototyping” (Wikipedia, 2009) The benefits of the software are that during the planning stages, the software writes itself along with providing speed and flexibility. Furthermore, the IT department can review and define with the employees the business requirements for the system by using the Joint Application Development (JAD).
JAD is also used in the SDLC that collects business requirements for the system. According to Wikipedia, the JAD process also includes approaches for enhancing user participation, expediting development, and improving the quality of specifications (2009).
The application architecture of Riordan Manufacturing will consist of using the object-oriented (OOP) planning which designs the applications and computer programs and the database management system (DBMS), that manages the databases. In addition, the applications will be combined with web services in an intranet application, which will be coded using an open source technology. Since the HR department uses the human resources management system (HRMS) to store the employees’ information only, the new system along with the HRMS system will allow the organization to incorporate the following: modifications on employee information, storage of employee training and development records, which can be accessed through online, a job application system that allows recruiters to retrieve information and job applications from potential individuals, access to workers compensation records, and access to a collection of complaints, harassments and grievances from workers.
The tools and techniques of systems analysis which describes the information system’s architecture of Riordan Manufacturing, would be the hand written documentation which will be entered into a new data collection system, along with developing or purchasing an additional DBMS that will house the information which the current HRMS is not capable of tracking. Moreover, in order to create the fields, schema and tables, use case tools will be used and applied. To create the backend, internal controls, external controls and bridge software which interferes between the HRMS system and the new HR tools system, the IT department would use OOP, along with PHP. PHP is a scripting language originally designed for producing dynamic web pages (Wikipedia, 2009).
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The advantages of PHP are that it could “interact with the user” and “offers connectivity to other common databases and external libraries” (Indiana University, 2009).
Therefore, the newly created software will pull employee information from the HRMS system. The web based interface is linked back to the lightweight directory access protocol connections. To connect and link to the various systems and tools, the IT department has to use PHP and AJAX; a web development technique that creates interactive web applications or rich internet applications. As for the network, the intranet infrastructure WAN and LAN are used and evaluated for speed. To allow the use of existing WAN links, the intranet and web services are used; however, three servers will need to be purchased for the application; dedicated SQL server, middleware server for the bridge application and a client web-based server for the new HR system.
During the implementation stage, the application development will occur in the process. However, the organization has to keep in mind the requirements before starting the application development process, which would consist of the user interviews, review of requirements documentation, and a timeline of the project on when it will be completed. The IT specialists will now develop the backend of the new HR system.
The six major activities of the implementation stage would consist of coding, testing, installation, documentation, training and support. (1) Coding of the design will deal with the backend work, such as the tables and data structures, administration functions and interface for the new system, and the user interface will finalize the coding. (2) Testing phase will begin once the modules are finished. In addition, the testing will be performed against a test environment that was setup to mirror the current HR system. Then finally, the user ability testing will occur to ensure that the design process will be compatible in a real life environment. (3) The installation stage will take place in the production environment, where the HR and the organization will be scheduled and coordinated with the new system. (4)
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As for the documentation stage, the data will be recorded for new employees or users and employees that did not partake in the design, to see how the new system is structured, put together, and how support the application in certain troubled scenarios. (5) The training phase can consist of one-on-one sessions or group sessions depending on the size of the organization. However, the HR staff needs to grasp the knowledge from the IT specialists to pass on the employees at Riordan Manufacturing. (6) Finally, the support phase will be in the hands of the IT help desk at Riordan, since they have experience and knowledge in the new application, especially with trouble shooting issues.
Riordan Manufacturing, (2008).
IT Service Request SR-rm-004. University of Phoenix Portal. Retrieved April 26, 2009, from https://ecampus.phoenix.edu/secure/aapd/cist/libraries/ITServiceRequests.htm
Indiana University, (2009).
PHP Server-Side Scripting Language. Retrieved May 9, 2009, from http://webmaster.iu.edu/PHPlanguage/index.shtml
Rapid Application Development and Joint Application Development. Retrieved April 26, 2009, from www.wikipedia.com