Chapter 5

System Design and Acquisition

 SYSTEMS DEVELOPMENT LIFE CYCLE
(SDLC) AND HRIS DESIGN
Planning

Analysis

Design

Implementation

 SDLC Provides A Structured Maintenance

Approach To Design Of The HRIS

Figure 4.1

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 DESIGN CONSIDERATIONS

 Logical Design
 Translation Of Business Requirements Into Improved
Business Processes, Irrespective Of Any Technological
Implementation

 Physical Design
 Determining The Most Effective Means Of Translating
Business Processes Into A Physical System That
Includes Hardware And Software

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 LOGICAL DESIGN:
DATA VS PROCESS PERSPECTIVE
 Data Perspective
 Focuses On An Analysis Of What Data The Organization
Captures And Uses, Its Definitions And Relationships.
 Process Perspective
 Focuses On Business Processes & Activities In Which
The Organization Engages And How Data Flows
Through The HRIS.
Both are Essential To Understand
The Complete Picture Of an HRIS!
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
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 DATA FLOW DIAGRAM (DFD)
 Graphical Representation Of Key Business
Activities/Processes Conducted By The
Organization.

 Focus Is On The Transformation and

Movement Of Organizational Data
 Can move to and from External Entities (Such As
A Job Applicant), Processes (The Applicant
Tracking Process) & Data Stores.

Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
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 SYMBOLS OF THE DFD
Symbol Meaning Example
Figure 5.1

Entity Employee

Data Flow Employee Pay

5.1
Process Print
Employee
Paycheck

Data Store D1 Time Card

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 DFD: CONTEXT LEVEL DIAGRAM
Figure 5.2
Management

Hiring/Placement Decision Reports

0
Application Confirmation
Applicant Application Reports
Tracking
Application Decision
System

Hiring Decisions
Human
Applicants Application Resources
Department

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 DFD: LEVEL 0 DIAGRAM
1.0
Figure 5.3 Applicants
Application
Application Confirmation
Receive
Applications
Applicant Data

Application Decision

2.0
Update
Applicant File

Human 3.0
Resources Application Reports Select
Department Hiring Decisions Candidates Applicant Data

Reviewed Applicant Data

4.0 Formatted Applicant Data

Update
New Employee Data Applicant & Offer & Acceptance Data
Employee
Files
D2 Employee File
D1 Applicant Files

Offer & Acceptance Data

Management

5.0
Create
Hiring/Placement Decision Reports Management
Reports

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 PHYSICAL DESIGN
 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
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 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
Most  Buy It (Commercial Off The Shelf [COTS])
common  Outsource Development

Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
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 WORKING WITH VENDORS
 Request For Proposal (RFP)
 Document That Solicits Proposals And Bids For
Proposed Work From Potential Consultants Or
Vendors
 RFP Recommendations
 Focus On The Business Requirements
 Be Specific
 Keep It Simple
 Work Closely With HR & IT Staff
Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
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 WORKING WITH VENDORS

 Vendor Selection Considerations

 Functionality
 IT Architecture And Integration
 Price
 Vendor Longevity And Viability

Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson - Human Resource Information
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 ASSESSING SYSTEM FEASIBILITY
 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
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 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
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