FGV System Development Life Cycle Planning and Analysis Paper
Assignment 1: System Development Life Cycle: Phases I & II – Planning and AnalysisRead the details of the Larson Property Management Company case scenario attached. The Chief Executive Officer, Mr. Larson, and the Chief Financial Officer, Ms. Johnson, would like to increase the efficiency and effectiveness of the HR functions, as well as reduce overall HR costs. Mr. Larson and Ms. Johnson would like you, the HR Director, to serve as the change agent of the project. In this assignment, you will develop a plan and analysis (planning and analysis phases of the Systems Development Life Cycle (SDLC)) of the current business based on the details of the scenario.Instructions:Write a two to three-page proposal, in which you:Introduction and Plan1. Detail the current situation for the company, focusing on the issues that the organization is currently facing from using a legacy HRIS. Explain your plan for moving forward to address these issues.Needs Analysis2. Based on the issues the organization is currently facing, identify the new system needs. Identify change team members who will help identify system need and specify their role and responsibilities.Interview, Questionnaire, Observation, or Focus Group3. Determine how additional data will be collected regarding system needs. Determine how change management team will collect data during the exploration phase. Specify if team members will use interviews, questionnaires, observations and/or focus groups to collect data from end users. Provide at least five essential questions that will be asked of end users via interview, questionnaire, observation, or focus group.Conclusion4. Explain two to three reasons why the company would benefit from adopting an HRIS. Focus on how the HRIS would address the current HR needs of the organization.Resources5. Use at least two quality academic resources in this assignment. Note: Wikipedia and similar websites do not qualify as academic resources.Your assignment must follow these formatting requirements:Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.Additional Information - This may be helpfulIndustry Brief: Jeffrey D. Miller, Deloitte ConsultingThe world of human resource information systems (HRIS) has shifted over the past decade. Now more than ever, organizations are driving changes in human resources (HR) and their associated system based on business needs. All industries are witnessing increased global competition, which is increasing the need to manage talent and costs of HR services. An increase in generational expansion in the workforce is driving the needs to increase focus on employee engagement. These challenges are disruptions. HR has a clear opportunity to lead through the disruptions by focusing its strategy on resolving these issues. Transitions in HR operating models, alignment of policies, and business processes are the key for HR to resolve the HR challenges facing its business.Through all of the disruption, technology is HR’s enabler. Organizations must remember this principle. Whether the organization is investing in a custom portal and related technology, enhancing an existing infrastructure, or implementing a cloud-based solution, the same rule applies: Technology is the enabler, not the solution to the business challenges. Using new technology to drive a poorly designed policy or process will result in a bad process, employee experience, and unmet executive-level expectations.Organizations are changing their HR service delivery model to enable a greater impact in all industries. The focus: Adapt the operating model to attend to business issues and movements in the market. This shift requires HR to look at how it operates across many facets including recruiting, career management, acquisition and divestiture management, and how its technology enables the business needs.The same global competition in the market is propelling changes in talent management. To remain competitive, there is a dramatic shift in the focus on understanding their talent base and aligning the skill growth to expansions and shifts in the market. The right process changes driven by the right information to make decisions related to recruiting, succession planning, and learning are critical to this effort.The generational shift cannot be ignored. Many organizations are seeing up to four distinct generations resident in their workforces. Each generation has different needs and ways of working professionally and personally. This creates a need for HR and management to be sensitive and adapt the methods of employee engagement in day to day work, performance, provisions for career trajectory and learning. This area is especially sensitive to being overly burdened with technology—relying on exchanges and messaging through technology rather than employing the technology to concentrate and foster conversations.Selecting the right technical solution for the HR needs is significant. Most applications offered meet the majority of any organization’s requirements. The real difference is in how the applications fit in driving the HR objectives and business needs of the organization. The selection, and ongoing monitoring, is becoming more closely aligned with strategy in many organizations. The selection is not a one-time decision. It is something that has to be closely managed. Innovation in HR technology is moving at a staggering pace. This pace will continue. The world of HR technology offers multiple options and investments levels. For HR to lead through business disruptions, the monitoring and review of technology’s fit with HR business objectives must be an ongoing and formalized role in the organization structure.In summary, to have the greatest impact, HR must focus on understanding the true business and market direction of its organization, adapt its processes and policies to contribute to meeting the business needs and then implement the model and technical solutions, which enables the right level of information to enable decisions, employee engagement, cost management, and ease of maintenance.