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Chapter 6 System Design and Acquisition For HRIS (Full)
Chapter 6 System Design and Acquisition For HRIS (Full)
Chapter 6 System
Design and
Acquisition for
HRIS
SYSTEMS DEVELOPMENT LIFE CYCLE (SDLC) AND
HRIS DESIGN
Planning
Analysis
Design
Implementation
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics, Applications,
and Future Directions, 2e © 2012 SAGE Publications, Inc.
Chapter Objectives
• Logical Design
• Translation Of Business Requirements Into Improved Business Processes,
• Physical Design
• Determining The Most Effective Means Of Translating Business Processes Into A
Physical System That Includes Hardware And Software
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics,
Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.
Introduction to Logical Design
Definition: Logical design involves translating business requirements into enhanced business
processes.
Benefits:
• Aligns business requirements with processes.
• Enhances efficiency and effectiveness.
• Sets the foundation for technological implementation.
Business Processes
Streamlining Employee Acquisition Processes
• Selection Process:
• Process description: Using selection tools, such as interviews, to choose the best-fit applicants.
• Link to HR program: Selection.
• Placement:
• Process description: Bringing new hires on board and placing them in their respective jobs.
• Link to HR program: Placement.
• Record Keeping:
• Process description: Maintaining records associated with the entire acquisition process.
• Link to HR program: Record keeping.
• Conclusion:
• Summarize the logical design focusing on enhanced efficiency in employee acquisition.
• Emphasize the alignment of processes with HR programs for better organizational outcomes.
DATA FLOW DIAGRAM (DFD)
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics,
Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.
examples of how DFDs can be used in
HRIS :
• Recruiting: A DFD can be used to map the flow of data from the time a job opening is created to
the time a new employee is hired. This can help to identify bottlenecks in the recruiting process
and opportunities for improvement.
• Payroll: A DFD can be used to map the flow of data from the time an employee's time is clocked
in to the time their paycheck is issued. This can help to ensure that payroll is accurate and
efficient.
• Performance management: A DFD can be used to map the flow of data from the time a
performance goal is set to the time feedback is provided to the employee. This can help to ensure
that performance management is fair and effective.
• By using DFDs, HRIS professionals can gain a better understanding of how their systems
work and identify areas for improvement. This can lead to more efficient, effective, and user-
friendly HR processes.
2/21/2024
SYMBOLS OF THE DFD
Symbol Meaning Example
Figure 5.1
Entity Employee
5.1
Process Print
Employee
Paycheck
Figure 5.2
Management
0
Application Confirmation
Applicant Application Reports
Tracking
Application Decision
System
Hiring Decisions
Human
Applicants Application Resources
Department
• Major Activities
• Determine If Value In Moving Forward with Implementation of New System
• Determine Hardware And Software Options And Requirements
• Determine Where To Obtain Hardware And Software
• Develop Implementation Schedule
• Work With Potential Vendors And Select Software, If Obtained Externally
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics,
Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.
THREE CHOICES IN PHYSICAL DESIGN
1. Do Nothing
2. Make Changes To HR Processes Without New/ Upgraded
Technology (Which Is Only A Tool Not A Solution)
3. Implement Changes With New Or Upgraded Technology:
• Build In-house
ost common • Buy It (Commercial Off The Shelf [COTS])
• Outsource Development
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics,
Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.
Option 1: Do Nothing
• Build it
• Buy it
• Outsource it
Buy It
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics,
Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.
WORKING WITH VENDORS
• Price
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics,
Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.
Choosing the Right Functionality
• Technical
• Focuses On Current Technological Capabilities Of The Organization And
The Technological Capabilities Required For The Implementation Of The
Proposed System
• Operational
• Focuses On How Well The Proposed System Fits In With The Current And
Future Organizational Environment
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics,
Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.
Technical Feasibility
Typical questions asked as part of the
assessment of operational feasibility
• 1. How well does the system fit within our organizational context? Will
• this make us better?
• 2. How much will our organization change because of the new business
• and technical changes?
• 3. How long will this take to do, and does the schedule fit our business’s
• needs?
• 4. If we have to squeeze, what might we be able to eliminate?
• 5. Do we have or can we get the personnel to do this?
• 6. Can people use the system?
• 7. What kind of training do we need?
ASSESSING SYSTEM FEASIBILITY
• Legal
• Focuses On Adhering To Existing Laws And Regulations
• Political
• Focuses On The Political Environment In Of The Organization In Which The
HRIS Is Being Implemented
• Economic
• Focuses On the Costs and Benefits of the New System
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information Systems: Basics,
Applications, and Future Directions, 2e © 2012 SAGE Publications, Inc.
Legal and Political Feasibility
• Legal and political issues also play a very important role in assessing
the feasibility of an HRIS.
• The best-designed and best-implemented system can end up causing
major headaches for the organization if it violates existing laws and
regulations.
• Political feasibility focuses on the political environment of the
organization in which the HRIS is being implemented.
• Issues such as power redistribution involving loss of individual or
department control can have major political implications that can
affect the effectiveness of the implementation.
Economic Feasibility
• The final aspect of a feasibility assessment is evaluating
economic feasibility. The goal of an economic feasibility analysis is to
determine whether the costs of developing, implementing, and running
the system are worth the benefits derived from its use