The document discusses the systems development life cycle (SDLC) and needs analysis for human resource information systems (HRIS). It describes the five phases of the SDLC - planning, analysis, design, implementation, and maintenance. It then explains the five stages of needs analysis - planning, observation, exploration, evaluation, and reporting. The needs analysis process identifies requirements to inform the design of new or updated HRIS systems.
The document discusses the systems development life cycle (SDLC) and needs analysis for human resource information systems (HRIS). It describes the five phases of the SDLC - planning, analysis, design, implementation, and maintenance. It then explains the five stages of needs analysis - planning, observation, exploration, evaluation, and reporting. The needs analysis process identifies requirements to inform the design of new or updated HRIS systems.
The document discusses the systems development life cycle (SDLC) and needs analysis for human resource information systems (HRIS). It describes the five phases of the SDLC - planning, analysis, design, implementation, and maintenance. It then explains the five stages of needs analysis - planning, observation, exploration, evaluation, and reporting. The needs analysis process identifies requirements to inform the design of new or updated HRIS systems.
The document discusses the systems development life cycle (SDLC) and needs analysis for human resource information systems (HRIS). It describes the five phases of the SDLC - planning, analysis, design, implementation, and maintenance. It then explains the five stages of needs analysis - planning, observation, exploration, evaluation, and reporting. The needs analysis process identifies requirements to inform the design of new or updated HRIS systems.
Cycle and HRIS Needs Analysis SYSTEMS DEVELOPMENT LIFE CYCLE (SDLC)
Continuous and iterative nature of planning and analysis!
Kavanagh, Human Resource Information Systems 4e.
SAGE Publications, 2018. 2 SYSTEMS DEVELOPMENT LIFE CYCLE (SDLC) 1. Planning: The planning phase of the SDLC includes both long- range or strategic planning and short-range operational planning. 2. Analysis: It is in the analysis phase that an organization’s current capabilities are documented, new needs are identified, and the scope of an HRIS is determined. 3. Design: In the design phase, the “blueprint” for the system is finalized. (This topic is covered in detail in the next chapter.) 4. Implementation: During the implementation, the HRIS system is built, tested, and readied for actual rollout or the “go live” stage—the point in the SDLC where the old system is turned off and the new system is put into operation. Kavanagh, Human Resource Information Systems 4e. SAGE Publications, 2018. 3 SYSTEMS DEVELOPMENT LIFE CYCLE (SDLC) 5. Maintenance: The SDLC does not end once the “go live” date arrives. The maintenance phase, sometimes referred to as the “forgotten phase” (Smith, 2001), is that phase in the life of an HRIS where the primary objective is to prolong the useful life of the HRIS, and it begins once the new system is put into operation. In addition, maintenance serves four main purposes: – corrective maintenance – adaptive maintenance – perfective maintenance – preventative maintenance
Kavanagh, Human Resource Information Systems 4e.
SAGE Publications, 2018. 4 Needs Analysis • Purpose: to collect and document information related to making changes connected to the following: – Current system performance issues – The introduction of a new system, application, task, or technology – Any opportunities perceived to benefit the organization. • An effective needs analysis consists of five main stages, each of which has activities that will be discussed in detail – NEEDS ANALYSIS PLANNING – OBSERVATION – EXPLORATION – EVALUATION – REPORTING Kavanagh, Human Resource Information Systems 4e. SAGE Publications, 2018. 5 Needs Analysis Planning • Determine tools and techniques to be used • Determine management’s role • Define the goals • Organize the needs analysis team
Kavanagh, Human Resource Information Systems 4e.
SAGE Publications, 2018. 6 Observation • Review with management • Define the needs • Identify performance gaps • Classify the data • Determine the priorities • Analyze the current situation
SAGE Publications, 2018. 8 Evaluation • Several activities occur during the evaluation stage of needs analysis. • Once the data have been collected, they must be reviewed and assessed to create a clear picture of the current and desired processes, data sources, and issues. • Next, the data should be arranged in a format useful for the next phase of the SDLC: design. • Third, the data should be reviewed by the project team to gain additional perspective and encourage suggestions, noting any duplications or omissions. • When this information is organized, it can then be prioritized according to the immediacy of need and the level of importance of the functionality the data represent. Kavanagh, Human Resource Information Systems 4e. SAGE Publications, 2018. 9 Evaluation, Continued • Priority Description Codes 1. Must be present at implementation 2. Must be present within 6 months of implementation 3. Nice to have but not essential 4. Not need in the near future but may be needed due to environmental changes
Kavanagh, Human Resource Information Systems 4e.
SAGE Publications, 2018. 10 Evaluation, Continued • Importance Level/ Description 1. Mandatory 2. Strongly desired 3. Nice to have Later in the vendor evaluation process, each piece or item of functionality can have a calculated level, such as importance x immediacy. The resultant number can then be multiplied by a specific consensus score of any vendor’s capability to meet that need.
Kavanagh, Human Resource Information Systems 4e.
SAGE Publications, 2018. 11 Reporting • The final stage of the needs analysis process, reporting, involves preparing a report that summarizes the findings and presents recommendations for the design phase. The final report should include an overview of the current systems and processes, along with a description of how a new system could address the issues and weaknesses with which the function deals. • This report should contain the formalized requirements definition, the document that lists each of the prioritized requirements for the new system.
Kavanagh, Human Resource Information Systems 4e.
SAGE Publications, 2018. 12 Reporting • The requirement definition can include specifications geared toward solving problems identified in the analysis, as well as any that focus on new functionality that HR requires in the new system. These requirements should be written in such a way that when the new system is tested, each requirement can be verified as being met.
Kavanagh, Human Resource Information Systems 4e.
SAGE Publications, 2018. 13 Reporting 1. Executive Summary 2.6. Project Schedule 2. Project Background 3. Current Systems 2.1. Project Initiation 3.1. Description 2.2. Project Charter 3.2. Components and 2.3. Project Scope Functions 2.4. Project Team 3.3. Interfaces 2.5. Steering Committee 3.4. Strengths and Weaknesses
Kavanagh, Human Resource Information Systems 4e.
SAGE Publications, 2018. 14 Reporting 4. General Operational 5.2.2. Function 2 Requirements Requirements 5. Functional Requirements 5.3. Etc. 5.1. Function 1 6. Information Technology 5.1.1. Function 1 Description Requirements 5.1.2. Function 1 7. Support Requirements Requirements 8. Next Steps 5.2. Function 2 9. Appendices 5.2.1. Function 2 Description