System Development Life Cycle Phases I & II – Planning and Analys

System Development Life Cycle: Phases I & II – Planning and
Analysis
Overview
Read the details of the Larson Property Management Company
case (attached). The Chief Executive Officer, Mr. Larson, and
the Chief Financial Officer, Ms. Johnson, would like to increase
the efficiency and effectiveness of the HR functions, as well as
reduce overall HR costs. Mr. Larson and Ms. Johnson would
like you, the HR Director, to serve as the change agent of the
project. In this assignment, you will develop a plan and analysis
(the planning and analysis phases of the systems development
life cycle [SDLC]) of the current business based on the details
of the scenario.
Instructions
Write a 3–4-page proposal, in which you do the following:
Introduction and Plan
Detail the current situation for the company, focusing on the
issues that the organization is currently facing from using a
legacy HRIS. Explain your plan for moving forward to address
these issues.
Needs Analysis
Based on the issues the organization is currently facing, identify
the new system needs. Identify change team members who will
help identify system need and specify their role and
responsibilities.
Interview, Questionnaire, Observation, or Focus Group
Determine how additional data will be collected regarding
system needs. Determine how the change management team will
collect data during the exploration phase. Specify whether team
members will use interviews, questionnaires, observations,
and/or focus groups to collect data from end users. Provide at
least five essential questions that will be asked of end users via
interview, questionnaire, observation, or focus group.
Conclusion

Explain three reasons why the company would benefit from
adopting an HRIS. Focus on how the HRIS would address the
current HR needs of the organization.
Resources
Use at least three quality academic resources in this assignment.
Note: Wikipedia and similar websites do not qualify as
academic resources.
The specific course learning outcome associated with this
assignment is: Develop a plan for conducting an HRIS needs
analysis.
Rubric
Detail the current situation for the company, focusing on the
issues that the organization is currently facing from using a
legacy HRIS. Explain your plan for moving forward to address
these issues.--
Levels of Achievement:
Unacceptable 0 (0.00%) points
Needs Improvement 20.25 (15.00%) points
Competent 22.95 (17.00%) points
Exemplary 27 (20.00%) points
Based on the issues the organization is currently facing, identify
the new system needs. Identify change team members who will
help identify system needs and specify their role and
responsibilities.--
Determine how additional data will be collected regarding
system needs. Determine how the change management team will

collect data during the exploration phase. Specify whether team
members will use interviews, questionnaires, observations,
and/or focus groups to collect data from end users. Provide at
least five essential questions that will be asked of end users via
interview, questionnaire, observation, or focus group.--
Exemplary 33.75 (25.00%) points
Explain two to three reasons why the company would benefit
from adopting an HRIS. Focus on how the HRIS would address
the current HR needs of the organization.--
Three references.--
Clarity, writing mechanics, and formatting requirements.--
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HCS/335 v9
Summative Assessment: Health Care Leadership Interview
Questionnaire and Summary Worksheet

HCS/335 v9
Page 2 of 2
Summative Assessment: Health Care Leadership Interview
Questionnaire and Summary Worksheet
Part 1: Conducting the Interview
Use this questionnaire for your Wk 5 - Summative Assessment:
Health Care Manager Interview assignment.
Provide at least 1 paragraph for each question response, with
the exception of row 1.
Take notes in the “Response Notes” column for each interview
question to prepare for your Part 2: Written Summary.
Interview Questions
Interview Questions
Response Notes
What is the name and title of the person you interviewed?Enter
your response.
What is the organization you work for? What is the company’s
mission, vision, and goals?
Enter your response.
What are your job responsibilities in your current role?
What is your role in ethical decision-making at your company?
How do you approach the decision-making process when
considering an ethical issue? How does empathy factor into the
process?

What is an example of an ethical issue you faced and how did
you resolve it? Would you change anything in hindsight?
What resources do you use to resolve ethical issues?
Part 2: Written Summary
Write a 700-word summary of your interview in which you:
· Title your assignment “Health Care Manager Interview.”
· Double-space the interview responses and use proper grammar
and sentence structure.
· Summarize each of the answers you received from the
interview.
· Explain how you would apply what you learned from the
interview to be an ethical health care manager in the future.
Copyright 2021 by University of Phoenix. All rights reserved.
Copyright 2021 by University of Phoenix. All rights reserved.
image1.png
Larson Property Management Company
Case Study:
Larson Property Management Company is one of the largest
property management companies in California, with more than
1,000 employees. The company provides a full array of
commercial management and development services. These
activities include complete management services for commercial
office and retail buildings and apartment complexes;
construction, repair, and maintenance of commercial properties;
and financial management and billing services for commercial
real estate clients. The company has experienced significant
expansion over the past five years in response to the growth in
apartment and commercial construction in southern California,
and this expansion has resulted in the need to hire a large
number of employees on an ongoing basis to staff its operations.

Larson Property Management has depended on a legacy HRIS to
manage its applicant and employee databases. The system runs
on a client-server computer system. The system was
implemented approximately 10 years ago, prior to the
company’s rapid growth and when it employed fewer than 100
employees. The system’s functionality is limited to the storage
and retrieval of employee and applicant data. For recruiting
purposes, the system requires a clerk to manually enter basic
applicant data, the results of the application test, and whether or
not an offer of employment has been made. Prior to this,
applicants’ files were passed around to those who reviewed the
materials and were sometimes misplaced, so trying to locate a
particular applicant’s file was often a problem. The current
HRIS has limited file storage capability for applicant and
employee records and currently has reached its storage capacity.
Larson Property Management has decided to replace its legacy
HRIS. One application module in the new HRIS that the
company wants is a sophisticated applicant-tracking system
(ATS). The primary objective of the ATS will be to provide a
paperless hiring process. The basic functions of the new system
will be managing the requisition and approval of job openings,
storing resumes and job applications and retrieving through
query functions the names of applicants who match job
requirements, tracking a candidate’s progress through the
recruiting and selection process, and providing automated
reporting functions. The company’s managers also want an e-
HR functionality that includes the Internet posting of job
openings through the company’s website and external job-
posting services, application and resume submission through the
Web and through kiosks at various office locations, staff ability
to access and use the system remotely through a Web browser,
and online resume- and application-scanning capabilities.
Part of the design phase is modeling the processes that will be
used in the system for applicant tracking. For Larson Property
Management, this modeling will allow the system analysts to
design an efficient paperless hiring process.

Larson Property Management is well aware that the design stage
of the SDLC is critical for the successful implementation of the
new ATS. However, there is considerable confusion about how
to proceed with this phase. The HR and IT professionals
assigned to the ATS committee have been meeting to plan the
new system. From their planning and needs analysis, it is clear
that a new HRIS application is needed, can save considerable
time, and can result in more accurate storage and retrieval of
applicant data for cost-benefit and other management reports.
The company has had several vendors provide presentations,
with each vendor outlining its particular approach to the design
of an ATS. But these presentations were primarily focused on
the physical design of the new ATS. The HR and IT committees
must now begin the design process, which must be completed in
three months.

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