Part 1 – Project Context
1.1. Key Stakeholders
In order to make a more accurate assessment of what you will need in your new HR system it is important that you involve key stakeholders of the company in the decision making process. The following is a list of the key stakeholders that should be included in the decision-making process:
CEO-Dr. Michael Riordan is the boss of the entire company and the person behind making the corporate strategies. He is primarily concerned with the performances of the company as well as the services the company is providing to the customers and employees. So integrating a new HR system directly involves him because it involves the performance and service of the company. Chief Operating Officer- Hugh McCauley directs, administers and coordinates the activities of the organization in support of policies, goals and objectives established by the chief executive officer and the Board of Directors. Director of HR- Yvonne McMillan develops policy and directs and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training and employee services. Director of Account and Finance- Donald Bryson directs financial activities of an organization. Chief Financial Officer- Dale Edgel directs the accounting, finance and Human Resources functions toward achievement of the company’s key results while upholding company values. Chief Information Officer- Chief IS/IT officer of organization Maria Trinh develops strategy for information systems department based on long term corporate goals and are key in the implementation of the new HR system. Chief Legal Counsel- Lowell Bradford advises the corporation concerning legal rights, obligations and privileges.
1.2. Information-Gathering Techniques
It is important to have information gathering techniques so that no information can be overlooked. The information system that we are looking for must meet the requirements of the organization and the employees that will be using the system. The first part of information gathering should consist of identifying information sources. The main sources of information in the company should be employees who use the system and will be using the new one because they can tell you what works and what does not work or basically what’s good about this system so that we can implement it in the new system. Another source is forms and documents that have been used in the past for example accreditation paperwork or system requirement paperwork. There are also procedure manuals, rule books and reports that can be used to gather information as well. Once the analyst have identified proper sources they will then view the current system and determine the system’s problem areas as seen by the people who currently use the system and from that develop the SRS (Systems Requirements Specification) which is a tool that analyst use to specify what information requirements will be provided and also can be used for detailed design of the system. The SRS should be complete, specify operational, tactical, and strategic information requirements, it should eliminate possible arguments between users and analysts and it should use graphical aids easily understood by users who are not computer savvy. ("Information Gathering", n.d).
1.3. Key Success Factors
There are a couple of techniques that can be employed in order to gather information successfully. Information can be gathered by interviewing management in the organization anywhere from high level executives, to mid-level management and operational staff. Besides just using interviews to gather information analyst can use discussion groups because there is no way an analyst can gather all the information that they need in one sitting and focus groups will also allow you to understand how information is transmitted from the different departments and divisions of the company. Besides interviews and focus...
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