a salery adjust changes, processing new tmployees and changes in sas of curren employees. Any changes in human resource policy could now be implemented simoltancously inal teaitorss, Becweer 1997 and 1999, the new ENETISAP system was established 1 all Motorola SPS fernitories incding sites inthe US, Hong Kong, Eurose and UK. The inital Anderson Consulting development tear of 16 was reduced to & support team of x “Motorola SPS is expocted to save approximately $2 ruin a year by reauemg Ine ameunt of te required (or asic adninistaive tasks ia hansen resource departments, Updates cf ENET are curently belag planed 10 include rear facilis for processing more specie employse data Suet as personal skis or languages. ‘nanagars and employees moar that Ihave 100 poreant futh being able to provide information that | know is evaiale and aerate I create Tot of pride in the human resources ‘organization and energy around promoting this sytem. Cm ‘no ani that net is not going to dsiver it alkeady hax’ John Morgan, human resoute> manager. Motorola SPS. Questions: (What ae te objectives of HRMIS? Draw Nlowshart showing the process of HRMIS in Motors. (3) (ii) -BrieNy outline the benefits of HRMIS implemented by Motorola, @. oR Case Study: Transits Grow (Cicnt problem: ‘The elit, Trnztion Group, isan employee onned, industry lear that manages: Furie Opions, ExecuSiny Michwest and Abowle Venue, They were using 2 paper based model for ment and were outsourcing Sie SACIPrinted Pages: 07 ors03t RBA, FIPTH SEMESTER EXAMINATION NOVEMBER DECEMBER 2016 MANAGEMENT INFORMATION SYSTEM. ag Mae Mak a0) Min, Maths: 16 Note: All ssetions are compulsory. Marks are indicated again! each section SECTION~A Lojective Type Questions 0.1 Choose the cortect answer: (ax3=3) ()—Whick of the following is not an objective of Management stato Syst ‘) Facilitate the decision making process ()Provide requiste ialormation at management (©) Suppor decision making. (d) Reni people fr system sch evel of G1) AM sso B8a Set OF press and procedures dha uansfo-t data ato information and knovledse. (@) Informatica system (b) Knowledge sytem (©) Databese system (d) Computer system Gi) Which of the flowing sre the inputs of mavketing Inomaton system? {@) Marketing rescarch data (b) Marketing Intelligence dato (© External eavironment data (@) All the above (is) Which ofthe following is nota phase of SDLC? (2) Requterent gathering (b) Maintenance (e) Analysis (a) None ofthese Po.02. the system implemertation phase of SDLC includes the following atvites: {@) Procarement hardware (¢) installation of sofware 46) Both (2)and (6) (@) None ot these SECHON =i Case Study 10) Case Study: Motorola implement a new human -esource system: When sn iniemational fiat ashe! Andersen comulting (0 devise 4 new human resonnos package, savings ‘$2 milion a year were made, In 1987, Motorola decided 10 replace the paper based system it use to. progess human resource nd payroll information. As exrur prone and ineflirion tas paper based sym ss, more sarin eo the lack of stardd human resources practices. Mawrola SPS ‘operates in over 30 counties and has 50 factories worldwide, inching sites inthe US, Europe and the Far Fast and its 25 posing han o ack varying buman resource policies in different teritores.. Motorola SPS) appuoached Andon ‘Consulting to devise and implement system that would salve these proses The human resource sjstem that Anderson Consulting ‘ensaigd wouid be requited to perform vo main asks; (@) To collect and process Iuanan resource and nav call in‘ormation (6) To allow both managers and employees access ta this information, ‘Our ultimate goat is to build a global hums resources system infraseuetur in which managers and thei ‘mpioyexs ean use the human resource System. aon with, third party service providers. 4» pracess human resoutes related dat’ ~ Anderson Consulting. To provide a consistent fuse of human resource information sserldwide, Atserson recommended the ise of SAP's R/S) Human employee and payroll data. During the 16 mort uration OF the prokel, anderson alse acted as vise i the configuration ofthe system, establishing = base of cperaticas within Motorola SPS to handle enployve training and calect information from vendors The use ofa single methad of processing daa beovght Motorola one step closer to stand dicing hur nsource Innnsactions. Now, employee dais from any intrnsticral ‘erty could be processed and stored in the same way. TRE fnew system also allowed Motorola co cenalize ali suman resouree data for the US in a sinale facility the service Centre in Phoenix, Arizona, However, this was only one aspect OF the projec. 16 allow managers and employees 10 access this data a custom network had to be designed. This ‘was dubbed ENET the Employee Self Service Network, ENET, an intenet-based, sysen was devised with to main Functions in mind. On ane aan employees were able access ‘heir own pessoal data asin # welebnowser, On the oth, managers were able 10 check and approve the stats of Personne transactions suc as a ehange in job or salary Aadcitionaly, ENET was also designed 10 link aiber types of information inclading career development materials, details sf soursue in the Motorola University and document on «company polices As standardization of human resouree poliey was such ley area of concern, ENET was designed to check data ‘ulomstically, ensuring. © common formet was established, reducing the noel tor sanve data vali Crucially. opting an intranet based application such ‘as ENET allowed Motorola SPS to esihlish an international Fluman Resource Policy, defining st ysctices in areas such5 rege They determined that it was time to aoquire ant HRIS Systm hecawse of the overhelming need to manage benefits. They wanted to move t0 a comprehensive HIRIS withall fees under single umbrella. The key acters they ere looking for were benefits unison, puyol, time and attendance, core employee deta and crmployeesolf'sorvce. Additionally, they were looking for a system that brought the greatest amount of value. They knew that heze wore hundred of systems on the market and they bepan tee research, Then they defined their ‘overall soos and reccive recommendations oa the system that woul! het Fit thie specific needs Issues — + Comprehensive, single system of rene for HRIS Fuetions + Finding the pretest value 4 Looking for vendors wih specifi functionality ‘+ Hunde of options in ihe markesplaee ad wantel to arrow down ther options + HR Payroll System's Solution ‘They spent time identifying their specific needs by ‘completing THR Payroll Systems and TKS. Vendor March Tool. Within no tine HR Payroll Systems called confirm their infismation and obtain futher detal on their specific reeds In few days, four MRIS providers were selested 0s (quality mashes withthe clint needs end the client moved. into screening. “Transitions Group Hentiied (40 of the four BRIS. vendors selecied by HI Payroll Systems as the best fits for their needs anal hogan moving forward, The process included initial Seeening cals, demos andthe RFPS. The overal client Toad of resarch was reduced dramacally and alowed the process tobe highly fecsed on evaluating HRIS vendors as apposed to searching fortheQs “6 As they leaned more shout she systems. the list of meas stew to inclule recruiting and reporting capabilies. The “tient wanted = high level of customer service and «provider Unt would be invested in their sues with the tool. They Fouad the sign ster fr ther fim and moved forwant with purchase and implementation Bey penents— ‘Was highly responsive tothe client's needs Saved mssive research headache Readoced the field quickly and effectively dorisie’ HRIS vendors thar matches tc neds entifiod an TRIS vendor that provided the needed cexstomer service Receive! the greatest amount of value fiom their selectod HIS with espe to budget Questions: 4) Whats the pmeess oF imphsmetation of MIS system, describe fiom the nsed ident fcaion sage? 6) (6) You are = consultant and are requied 10 integue the RIS with tne manufieturing proves finance process ‘and marketing. process to this sytem. Enplin how i will be integrated with the help of Rnacharts und diggrans, Gh SECTION -¢ Long Answer Type Questa ne38) ‘Write down the goals of Managerers Information System. or What are the challenges. in devsloping Management Information Sen? spain the features of diferent types of information uo. Qui plain the signiticance of quafiy of information ins MES, ‘Wht are the diffrent information systems for ttence? on How injommation systems help in the aren af research and development? Explain diferent phases of system development ie eye on What do you know about computer sided software crginering? Explain in dtl Write down cilferent tes in implementation of eystems, OR plain the process «f evaluating Management Information Spstem