Week 2/BSA 375
A good HR system can significantly improve a company’s bottom line. In response to the request made by COO of Riordan Manufacturing Hugh McCauley, integrating a variety of existing HR tools into an integrated application so that the company can take advantage of a more sophisticated information system in the human resources department will be determined.
Key Stakeholders To make an accurate assessment of what will be needed in a new HR system, it is important that one involves the key stakeholders of the company in the decision-making process. The following are key stakeholders who must be included in the decision-making process: CEO-Dr. Michael Riordan is the person in charge of creating 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 coordinates, administers, and directs the activities of the company in support of objectives, goals, and strategies established by the board of directors and the chief executive officer of the company. Director of HR- Yvonne McMillan directs and coordinates human resources activities, such as employment, labor relations, payment, training, benefits, along with other employee services. She also develops policies to accommodate these activities. 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.
Information Gathering and Analysis Tools It is important to have information gathering techniques so that no information can be overlooked. The information system that the company needs to use must meet the requirements of the organization and the employees who will be using the system. The primary step in information gathering generally consists of identifying various sources of information. The key sources of information in the company should be employees who use the system and will be using the new one because these employees can determine what works and what does not. These employees can also determine which aspects of the system need to be implemented in the new system. Another source is documents that have been previously used, such as system requirement paperwork or accreditation paperwork. There are also procedure guides, rule books, and reports that can be used to gather information as well. Once the analysts have identified proper sources, they will review the current system and determine the system’s problem areas as seen by the people who currently use the system. The development of the Systems Requirements Specification, or SRS, is used to specify what information requirements will be used for detailed design of the system. The SRS should be complete, specify operational, strategic, and intentional information requirements, it should eradicate possible disagreements between analysts and users. The SRS should also utilize graphical aids easily understood by users unfamiliar with computer technology (Information Gathering, 2012).
Techniques to Gather Requirements There are a couple of techniques that can be employed to gather information successfully. Information can be gathered by interviewing management in the organization anywhere from