MSc Digital Business : Digital Portfolio | dijitalbusiness.emredirlik.de ( Without www – https:// )

INFORMATION SYSTEM AND DIGITAL
TRANSFORMATION
Emre DİRLİK
Assessment Title: Assignment1:Digital Portfolio
CRN: MSc Digital Business
Student Number: @00605598
Blog Name : dijitalbusiness.emredirlik.de ( Without www – https:// )

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ASSIGNMENT 1 : DİJİTAL PORTFOLİO| dijitalbusiness.emredirlik.de
EXECUTIVE SUMMARY
In thisreport,informationsystemswithinthe scope of the digital businessdepartmentof Salford
Universityandthe digital portfolio,the firstphase of the digital conversionmodule,willbe
transferred. Inthiscontext,usingthe wix site forthe digital portfolio,5blogposts,2 activity
discussionsand1 reflective explanationaboutthe informationsystemsare includedinthe report.
The firstblogsite was establishedonJuly18 andthe firstblogpostwas publishedonJuly19.
The projectwas completedin3weeksinline withthe informationtransferredondigital
transformationandinformationsystems.The datawere uploadedtothe systematdifferentintervals
accordingto the 3-weekperiod.
Blogpostsare focusedonhumanresources. Turnitintestresultis12% and google indexingand SEO
settingsare notmade in ordernot to negativelyaffectthe testresult.

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TABLE OF CONTENTS
EXECUTIVE SUMMARY ............................................................................................2
1. Introduction To Human Resources Information Systems (HRIS)........................4
2. Benefits of Human Resources Information Systems............................................5
3. Human Resources Information Systems Database Usage....................................7
3.1 Database Usage 7
3.2 The Database Design That Developed For Human Resources 8
3.3 AIM 8
3.4. Created Tables 8
3.5. Benefits Of The Database 10
3.6. Risks Of The Database 10
4. Digital Transformation In Human Resources Management...............................10
5. Establishment of Human Resources Information Systems ................................12
6. Activity 1 : Information System And Dijital Transformation ............................14
7. Unit 3: Activity Gamification.............................................................................15
8. Reflection Paper Description..............................................................................16
9. References 18

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1. Introduction To Human Resources InformationSystems (HRIS)
Human resources information systems are expressed as a combination of computer systems, such as
software-hardware, where information created for people is managed and analyzed. (Obeidat, 2012,
p.195)
Figure 1: shutterstock.com
The purpose of human resources information systems helps processes such as storing,
managing, and presenting information about human resources. In addition, human resources
information systems help to collect and analyze the necessary information for human resources
staff to work effectively and efficiently. (Kassım vd, 2012, p.604: Sabuncuoğlu, 2005, p.343)
Human resources information systems are intertwined components that collect, process, store,
and transmit this information to users to assist decision making, coordination, control, analysis,
and implementation of human resource management.
Human resources information systems have become an important part of human resource
management by gathering important information on business life issues such as salaries,
compensations, retirees, and additional wages given to workers, although there are detailed,
accessible systems used to store planning data for organizations.
Human Resources information management consists of 3 stages. (Samkarpad, 2013, p.20).
1- To help routine information to be processed on the online platform
2- To assist in the reporting of researches conducted
3- Providing a support system for managers to decide

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Human resources are systems that contribute to making decisions in terms of management and
strategy. Systems designed for administrative processes in previous years are being developed
and used in important strategic decisions today. (Sateem, 2012, p.97)
Human Resources information system; Includes comparative data to assess the impact of staff
activities on success, determining what to do in dangerous situations, or what it takes to
contribute to better decision-making in the Human Resources area. Each function of Human
Resources has its own special place in the system
The function of Human Resources, which will be included in the Human Resources information
system, may differ from business to business. However, the ideal structure is the establishment
of a system that includes all Human Resources activities in the enterprise.
In this context, the Human Resources activities that should be included in the Human Resources
information system are listed below.
 Personnel information
 Educational information,
 Fee information
 Information about work experience,
 Performance evaluation information,
 Information about the working process,
 Health and accident information,
 Information on the labor market,
 Resign information
As seen above, the Human Resources information system; consists of a total of information
about work, people, and position.
2. Benefits of Human Resources Information Systems
From the point of view of Human Resources Management, each page of files where employee
personal information is kept can be considered as data.
The data is processed for various purposes when needed and presented as information for the
use of managers. To give another example, the firm in recruitment practices each resume in the
candidate database is data for the system.
Regarding the concept of data, if it is necessary to mention the concepts of database and data
warehouse; database, which can be collected under a title or subject and

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we can explain it as a collection of data with a systematic.
Products that meet the need for the data needed by businesses to be stored in a secure
environment so that they can access them when needed are data warehouses.
Human resources information systems' success has an essential place for institutions and
businesses. Enterprises make essential plans and investments in human resources information
systems in order to achieve their goals and are successful. Since there is a high investment for
businesses in human resources information systems, business executives who invest in systems
have high expectations for success from the system.
Figure 2 Creative Commons Attribution 4.0 International
The computerized human resources information system provides numerous benefits to the
human resources department. Every human resources function uses computers in all or part of
their activities. Automation of human resources functions will provide the following benefits:
The electronic storage of all human resources activities brings many advantages:

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 Increasing Data Accuracy
 Increase in Processing Speed
 Creating Quality and Advanced Results
 Increasing Efficiency
Human resources information systems increase the efficiency of managerial efficiency,
personnel communication, and information, increase human resource efficiency by affecting
the reduction of human resources costs, and appropriate policy and contribute to the realization
of applications
The purpose of human resources information systems is to provide users with the right
information in the right place at the right time. At the same time, it is seen that strategic, tactical,
and operational decision-making processes are also used effectively. Human resources
information systems also have multifunctional operational functions that include decision
supports rather than a simple recording program.
At the same time, human resources information systems development opportunities and
services provided to employees and ensured their participation in management. When human
resource information system functions are generally evaluated, human resource information
systems not only improve business management but also help employees to provide certain
services.
3. Human Resources Information Systems DatabaseUsage
3.1. Database Usage
Databases form the basis of information technologies and management systems for businesses.
Databases are systems that can be used by more than one person and have logical features.
Thanks to these features, they provide the input of many data. The database is the systems
established to store the information entered in the system in the system. The structure of many
files containing data that are connected, organized in a self-contained manner, from programs
and applications created for specific goals and purposes, is called a database management
system. The task of the database management system provides users with different features
such as access retention reporting
Database design steps;
 Creating what the database will do
 Defining tables
 Defining the fields
 Defining the relationships

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Figure 3 : www.pexels.com
3.2. The Database Design That Developed For Human Resources
First of all, personal and company information of the personnel should be stored in the database
in order for the systems to operate without errors and at maximum speed. In other words, all
data related to human resources must be in the database in order to perform certain activities
such as fast data access, reporting and inquiry.
3.3. AIM
The most important task of the database to be created for human resources information systems
is to store, store and access all personal and business information in the same place, and to
perform queries and updates.
3.4. Created Tables
For example, in the developed database system, 7 tables, including personnel, overtime, training
information, holidays, and monthly fee information, have been created.
SQl server 2005 with the name HR was used to create this database.

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Information Flow
Step 1: All the information of the employees is entered in the Personnel table.
Step 2: Information about the staff who work overtime is entered into the Overtime Work table.
Step 3: The leave information used by the personnel such as annual leave, maternity leave,
death leave and marriage leave is entered into the Permissions table.
Step 4: The referral and report information that the staff receives for himself or his dependents
enter the Health Information table.
Step5: Monthly wage information of the staff Monthly It is entered into the Fee Paymentstable.
Step 6: Personnel participating in the training program training information is entered in the
Training Information table.
Step 7: At the end of each year, information regarding the personnel's registry is entered into
the registry table.
Figure 3 - Classic file system

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Figure 4 - Database system
3.5. Benefits Of The Database
Thanks to databases, data repetitions are eliminated or minimized. Data and information
security is ensured through the systems installed.Memory wastage is prevented, making it easier
to use a standard query language. Also, databases prevent data integrity from being corrupted.
3.6. Risks Of The Database
In today's economy, the cost of installation and maintenance from classical file systems is
among the risks of databases.In case the components inside the system are not designed well,
the system may fail as a whole and the disappearance of all such information may also cause
the system to crash.
4. Dijital Transformation In Human ResourcesManagement
With the spread of innovation in the field of technology with the effect of globalization,
businesses have to follow and use technology to increase their power. The continuous use of
information and technology provides a transformation in businesses. In conjunction with the
digital transformation, human resources management provides very important benefits for
businesses. Although these are direct to the business, they also affect the employees in the
business.

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The strategic benefits of technology-supported human resources for businesses are as
follows;
 Providing more efficient and advanced human resource services to the business
customers and conveying all kinds of information about the business
 Keeping the motivation of business personnel high and maximizing their skills
 Creating a favorable time for them to turn to strategic human resource service and
practices to be provided by human resource experts,
 Reduce costs in companies
 Creating a free environment in communication processes in businesses a. (Ruel vd.,
2004:364–380; Erdal, 2005).
 HRM systems realized with the support of digital transformation; It provides tools that
make it easier to obtain, save, update and access data on the knowledge, skills and
abilities of the personnel in the enterprises. This is effective for faster and more effective
decision making for businesses. (Hopkins ve Markham, 2003: p.57-58).
 The data entered in a digital form in a faster and without error by computer can make
analysis in different ways and transmit their results to the managers in different formats.
By examining the data they have in managers, they can determine which personnel they
have for their positions in the new processes.
 One of the important steps in human resources management is performance
management.
 The main purpose of using information technologies in evaluating performance levels
is improving the personal performance levels of the personnel and thus the operating
performance. (Benson vd.,2002: 398). Based on this information, experts in the field of
human resources express the positive contribution of managers and staff in the
distribution of tools and equipment to actually evaluate the performance levels of
technology. Human resources units have the opportunity to easily share assessment
forms online with business managers and staff. Users can access online / online
evaluation reports and results whenever they want and the database of recorded
performance data can be updated

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Figure 5 - Dijital Performance , shutterstock.com
The digital performance evaluation system can be inexpensive and available at no cost, with
the use of the most popular office software applications and web design tools. In addition,
systems can be reduced by getting support from commercial companies that can develop
systems in line with the needs of the business. ( Ensher vd., 2002: 230; Andersen & Fagerhaug,
2002: 116).
Technology-supported HRM practices help create a more effective and strategically focused
HR function in organizations. Information technologies provide competitive advantage in the
rapid and accurate interpretation of the data, thus aligning the qualitative data for human
resources with the business strategies.
From a business perspective, the basic components of digital transformation in an organization;
it is possible to improve customer behavior and preferences, to grow opportunities in new
markets, new standards in regulatory and compliance, and increasing competitive
pressure.(CellStrat Editor, 2017).
5. Establishment of Human ResourcesInformation Systems
The widespread use of human resources information systems has gained importance in the
international arena as the costs of computer technologies have decreased and the network
system has become stronger and legal obligations in countries have increased. Corporate
companies have contributed to the development of the human resources information system
with easy software and systems in line with their needs.

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Increasing the personnel resource efficiency of the enterprises is among the important duties of
the human resources manager.Establishing human resources information systems built on
robust technical equipment and needs, and training practitioners capable of using this
equipment will be the most important assistants of human resources managers in increasing the
effectiveness and efficiency of the organization.
When creating human resources information systems, the general situation of the company
should be analyzed first. The needs of the business should be determined in line with its
organizational structure and goals, and a system design that is in line with the objectives in
human resources management should be planned. When designing this system, it is necessary
to envisage how the information and data needed will be stored, who will use the data, what the
reports will contain, who will benefit from this data and what kind of software will be used in
the system design infrastructure.
At the next stage, the trial process of the system should be started. Necessary process improvem
ents should also be made in practice, and efforts should be made to use the system effectively
and efficiently.
The last step is to evaluate the results of the application.
The elements of information technologies in terms of human resources management
consist of:
 Hardware
 Software
 intranet : It is a system that connects computers in the organization. The main purpose
of the system is to share the information and computing capacity within the
organization. It can also be defined as the use of internet technology in the organization.
 Internet
Qualifications to be sought in the supplier company ;
1. The prevalence, reliability, after-sales services of the program in the market,
2. Whether the vendor is a corporate enterprise, the prevalence of the service network and
the price of the product,
3.
The features to be searched in the program are as follows:
1. The degree of suitability for change and development, ease of use, user manual or help
menus,
2. Shortcut keys to facilitate routine operations and to perform faster transactions,

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3. Switching between program modules is easy and fast
If the enterprise where the human resources information system is to be established is an
international or multinational company, preference of the software of a globally accepted
human resources information system firm will enable the users of the company to use the same
program. This will positively affect inter-organizational information coordination as outputs
are the products of the same software system wherever the business is located in the world. If
the business is a national company, the choice of a local software company will make positive
contributions to the organization.
6. Activity 1 : Information System And Dijital Transformation
is blog was created under the title of information systems and digital transformation in the
digital business master program at Salford University. The details of iInformation Systems and
Digital Transformation within Unit 1 also include explanations to discuss the differences
between them.
Information Systems
Information Systems A term used to describe automatic systems that collect, analyze and store
information and data.
Information systems components;
 Hardware
 Software
 Filing
 Human
Digital Transformation
Digital transformation is the transformation of commercial activities, processes, products and
models to take full advantage of the possibilities of digital technologies. The main purpose;
improving efficiency, managing risk, or finding new monetization opportunities.
Activity 2:
Information systems are professional in my business life and I want to develop myself in this
field by transferring my digital information and in order to achieve my goals and objectives.

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Information systems will help me to make more efficient decision-making between companies,
and to focus on systems professionally.
The assignment has 3 questions.
Computer literacy: It is the means to use computers and their content in the best way or at the
minimum comprehension level.
Information literacy: It is the process and ability to process and send data in technology.
Digital literacy: Digital literacy is the name given to the ability to understand, analyze and find
information together with all of the smart devices. It is the ability of smart devices, tablets,
laptops and desktop computers to produce and share at the same time.
7. Unit 3: Activity Gamification
I never knew the concept of gamification before I started the master at salford university. This
lesson introduced me to the concept of gamification, and I realized how important this concept
is today.
Gamification, the user's experience and participation to increase the game elements in non-
game areas It is used (Deterding ark, 2011: 2) Gamification is the use of game elements and
game mechanics in non-game areas. (Werbach ve Hunter, 2015: 20).
Huotari and Hamari (2012) stated in their study that the meaning and goals of gamification and
marketing are compatible with each other.
While reading these words in my research, I came up with an idea about gamification for the
marketingdepartment at the company I worked for.
Sales representatives in the marketing department should always have a high motivation and
desire to sell. In the existing system, representatives work independently of each other, but with
the gamification system, it can eliminate this situation and improve it.
In the new system established, sales quotas can be determined and levels can be skipped in line
with the quotas. for example; A system of monthly 10-30 sales level 1 30-50 sales level 2 should
be established.
There must be a total of 10 levels in the system. Those who reach the 8th and 9th levels monthly
should be rewarded. In addition, those working in the system should be able to see each other's

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activities and make comments. In case there is such a game system, competition is expected to
increase with the reward system according to my forecasts.
Accordingly, increased competition will have a positive effect on sales reports.
8. ReflectionPaperDescription
I am Emre Dirlik, and I am a master's student at Salford University Digital Business. After
going to Module 2, with the important information provided by the professor, I started this
module by opening a blog on July 18. After creating my blog on the site called Wix, I panicked
for a while because I didn't know exactly what to do.
Feelings
I started researching in the forum because I didn't know exactly what to do after opening my
blog. Discussing these issues with my other colleagues has started to make me very
comfortable. The lack of self-confidence at the beginning and panic disappeared after a short
time with valuable information given by the trainer. The most relaxing part of this module was
that the forum was much more mobile than usual.
Evaluation
After starting the module, I constantly checked the forum with time intervals. After a while, the
publications and comments sent by my classmates moved me. The professor's plan for the
mobility of the forum before starting the module was, in my opinion, an excellent idea.
Analysis
I felt very nervous until my first blog post, but I was able to complete the activity homework
before the first blog. Subsequent comments drove me to write my first blog post. While all of
this was happening, I felt that I was on the right platform, no matter how far we were in the
distance education system.
Conclusion
As a result, I started with tension in the first module, but this tension continued until the module
was over. This situation was reflected in the scoring by negatively affecting my project. The
difference from this module is yes, I started to be nervous and unsafe at the first stage, but after
the 2nd blog post, the tension went away, and self-confidence took place.
Action Plan

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I also had no experience with blogs until this training. This module has been a very good
experience for me. In this direction, I will continue my blog and try to improve my site more in
the future. I look forward to the rest of the module

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REFERENCES
SAL SHİBLY, Haitham, (2011), Human Resources Information Systems Success Assessment:
An İntegrative Model, Australian Journal Of Basic And Applied Sciences, Vol.5, No.5, pp.
157-169
OBEİDAT, B.Yousef ,(2012), The Relationship between Human Resource Information System
(HRIS) Functions and Human Resource Management (HRM) Functionalities, Journal of
Management Research,Vol. 4, No. 4, pp.192-211
KASSİM, M. Normalini; RAMAYAH, T. ve KURNİA, Shera, (2012), Antecedents And
Outcomes Of Human Resource İnformation System (HRIS) Use, International Journal of
Productivity and Performance Management, Vol. 61 No. 6, pp. 603-623
SATEEM, Irfan, (2012), Impacto Fadopting HRIS On Three Tiers Of HRM: Evidence From
Developing Economy, Business Review, Vol.7, No,2, pp. 96-105
CALISKAN, E. N. (2010). The Impact of Strategic Human, Resource Management On
Organizational Performance, Journal of Naval Science and Engineering, Vol. 6, No.2, pp.
100-116.
JAMES, O’ Brien, (2004). “Managing Information Technology in the Business Environment”.
6th Edition. Irwin McGraw-Hill, USA
AL SHİBLY, Haitham, (2011), Human Resources Information Systems Success Assessment:
An İntegrative Model, Australian Journal Of Basic And Applied Sciences, Vol.5, No.5, pp.
157-169
BEADLES, A. Nicholas; LOWERY, M. Christopher ve JOHNS, Kim, (2005), The Impact of
Human Resource Information Systems: An Exploratory Study in the Public Sector,
Communications of the IIMA, Vol. 5, No. 4, pp. 39-46
Demircan, M. N., “Strategic importance of information technologies in the effective decision
making process in the construction industry and an application ”, M.Sc. Thesis, Dokuz Eylül
University, Institute of Social Sciences, Department of Business Administration, İzmir, 2008
Ceyhan, U., “Java Technologies in the Internet EnvironmentDatabase That Can Be Managed
Via WWW Using System and An Application ”Master Thesis, Izmir:Institute of Science
International Computer ProgramBranch, 1999.
RANGRIZ, Hassan; MEHRABİ, Javad ve AZADEGAN, Alireza, (2011), The Impact of Human
Resource Information System on Strategic Decisions in Iran, Computer and Information
Science, Vol. 4, No. 2, pp..81-87
RUËL, H., BONDAROUK, T., & LOOİSE, J. K. (2004). E-HRM: Innovation or Irritation. An
Explorative Empirical Study in Five Large Companies on Web-based HRM. Management
Revue. C:XV, NR:3, p.364-380
HOPKINS, B., & MARKHAM, J. (2003). E-Hr: Using Intranets to Improve the Effectiveness
of Your People. Hampshire, England: Gower Publishing Limited.

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BENSON, A. D., JOHNSON, S. D., & KUCHİNKE, K. P. (2002). The Use of Technology in
the Digital Workplace: A Framework for Human Resource Development. Advances in
Developing Human Resources. C:IV, Nr:4, p.392-404.
ENSHER, E. A., NİELSON, T. R., & GRANT-VALLONE, E. (2002). Tales From the Hiring
Line: Effects of the Internet and Technology on HR Processes. Organizational Dynamics.
C:XXXI, NR:3, p.224-244.
CELLSTRAT EDITOR (2017). Retrieved from http://www.cellstrat.com/2017/11/06/role-of-
artificial-intelligence-in-digital-transformation/. 17.01.2019
Bayraktaroglu, S. and Yasemin, Ö. (2006). Two Sides of Human Resources Information
Systems: Is Information Sharing Management Control. "Bilgi Magazine: Vol. 2 p. 102-120.
Dogan, A., (2011). Electronic Human Resources Management and Functions. Internet
Applications and Management Magazine. Volume: 2 Issue: 2. p.51-80.
ROBERT L.Mathis ve JOHN H. Jackson, (2000), Human Resource Management, 9th Ed.,
South-Western College Publishing, USA
Salgues,B. (2018).Society 5.0: Industry of the Future, Technologies, Methods and Tools, John Wiley
& Sons
Werbach, K. ve Hunter, D. (2015), For The Win: How Game Thinking Can Revolutionize
Your Business. Mann, Ivanov, Ferber. Moskova.
Deterding, S., Dixon, D., Khaled, R. ve Nacke, L.E. (2011). “From Game Design Elements To
Gamefulness: Defining “Gamification”. Proceedings of the 15th International Academic
MindTrek Conference: Envisioning Future Media Environments (MindTrek ’11). ACM, New
York, NY, USA, 9-15.
Huotari, K. ve Hamari, J. (2012). “Defining Gamification - A Service Marketing
Perspective”, Proceedings of the 16th International Academic MindTrek Conference
(MindTrek ’12). ACM, Tampere, Finland, 17-21.

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9. Online Discussion Self-Assessment
80+ 70-79 60-69 50-59 40-49 0-40
Quality of
contributions
Made several
good
contributions
and one or
more
outstanding
contribution.
Made several
good
contributions.
Made a few
good
contributions
Made a few
valid
contributions
Made 1 or 2
postings,of
poor quality
Did not contribute.
Attribution of
references
Clear
referencing of
well-chosen
and highly
relevant
sources
Clear
referencing of
all sources,
some
relevant.
Clear
referencing of
all sources.
Sources
generally
referenced.
Used ideas/
words of
others
without
attribution.
Cut and paste or
absentcontributions.
Evidence of
collaboration/
facilitation
skills
Skill shown in
weaving
contributions
into the
discussions,
and following
up on
contributions
of others.
Skill shown in
weaving
contributions
into
discussion,or
following up
on
contributions
of others
Some
evidence of
links to
contributions
of others.
Basic
recognition of
contributions
of others.
Little or no
recognition of
contributions
of others.
None
Reflection on
online
contributions
(in reflective
summary)
Deep
reflection
shown,with
clear and
substantial
evidence
from online
discussion
Good
reflection,with
clear evidence
from online
discussion
Reflection
and evidence
offered,
limitations in
one of these
Reflection
and evidence
offered,
limitations in
both of these
Superficial
reflection,
very limited
evidence
Very little or no
reflection/evidence.

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Assessment Information/Brief 2019/20
Module title
Information Systems and Digital
Transformation
CRN
53181 (Jun/Jul) 
53174 (Sept/Nov)
Level 7
Assessment title
Assignment 1: Digital Portfolio
Weighting within module
This assessment is worth 50% of the overall module
mark.
Submission deadline date and
time See OnlineCampus
Module Leader/Assessment set by
Dr YunChen
How to submit
Youshouldsubmityouronlineportfolio,reflectivesummary andtheURLof yourblogs inaword/pdf
document via OnlineCampus.
Please make sure that you check your spelling and grammar carefully. Marks will be deductedfor
work which has a poor standard of written English.
You shouldalwaysaimtosubmityourassessmentsonthe publishedsubmissiondate.Fordetailsof
policy on late submission please refer to student handbook.
Assessment task details and instructions
Task 1: Developing your IS Digital Portfolio (5 posts, 85%)

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Overthe first three weeksof teachingyouwill be conducting a numberof formative activitiesthat
will be uploadedintoadigital portfolio,whichcanbe anexistingbloggingspace youalreadyhave or
a new one, e.g. on Wordpress.com.
Your Portfolio should cohere around the themes/topics we are discussing in the lecturers.
Requirements are as below:
1. Expectedentriesintothe Portfoliowill include atleastfive (highlighted) 400-500word postson
the Information Systems aspects of your chosen theme.
 12 marks would be deducted for each missing post.
 The posts shouldexpresscritical analysisonthe chosentopicanduse referencestothe
literature supporting the arguments.
2. In addition, you should post:
 At least one on post of feedback/reflection from a class activity;
 At least one reflective One Minute paper (or video) on ‘System Thinking’;
 Atleastone “Whatthe PaperSays”critiques.The papercouldbe journal orwhite paper
on any theme discussed inlecture sessions duringweek 2 & 3. Look for recent articles
in the online library.
3. Links to news stories or case studies are welcome but these should be your own précis with
short referenced quotes, and careful referencing should be adhered to throughout, along
Harvard Referencing guidelines.
4. 5 Marks will be reservedforrewardingregularandcontinuousentriesfromWeek1 to the end
of Week3. (if all entriesappearinWeek3,andnone inWeeks1or 2, the markwill be 1;if there
are an even number across all three weeks, the mark will be 5);
5. Your individual digital portfolio will form a digital artefact in which to present your research,
understanding and reflections on themes learned during first three weeks. Using a range of
resources, this will provide evidence of theoretical practical and systemic understanding of
Information Systems, cohering around a chosen theme.
6. If your blog entries are more than 5, please highlight the ones you want to be marked.
7. The URL of your blog space should be included in the submitted document that shouldgroup
all posts.
Task 2: Using of online Collaborative Technologies and Reflective Summary (300 words,
15%)
An online Discussion Forum is set up on the OnlineCampus. Each week during the module we will
publishadifferentcontemporarytopicorissueonthe Forum,and youare requiredtobe an‘Inquiry-
Based’ learner to investigate this and contribute to the online areas. You should use these to:
 Discuss the topics presented
 Consider the implications of these for digital business professionals and organisations
 Share papersandarticlesthatyouhave foundonrelevanttopics(remembertoincludelinks
/ reference / pdfs if you do this!)
 Discuss key concepts of relevance for the assignments

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The purpose of this element is to give you direct practical experience of using collaborative
technologies, and for you to consider how they could be incorporatedinto your future practice as
digital business professionals.
For your assignment, you should submit a 300-word reflective summary on your blogging
experience,accompaniedbyyourownself-assessment(usingthe table inthe Appendix1below) of
your contribution to the online Discussion Forum throughout these 3 weeks.
The reflective reportshouldincludeyourdetailedreflectiononyour bloggingexperience,together
with evidence from your online activities (e.g.the posts you put and discussion you involvedon
Discussion Forum). In this section you should reflect on how blogging has impacted your own
understanding of taught themes, and also how this might impact your future practice as digital
business professionals. Has your use of blogging and discussion forumgivenyou ides of how they
might be used in learning and practice in the future?
Assessed intended learning outcomes
On successful completion of this assessment, you will be able to:
Knowledge and Understanding
1. Criticallyappraise alternative IT/IStransformationsolutionsagainstbusinessneedsto
bridge potential gapsinbusinessandITstrategicalignment
2. Reflectonparadigmsof philosophical enquiry,the applicationof systemsandsystems
thinking, acknowledgingthe valueof critical thinkinginIS andin Digital Transformation
3. Evaluate criticallythe legal andethical implicationsarisingfromnew technologiesina
businesssetting
Practical, Professional or Subject Specific Skills
1. Conducta critical evaluationof the effectivenessof variousbusinessrequirements,design
and integrationtechniques
2. Appraise criticallyalternative thirdparty vendors/IT/ISsolutionproviders
3. Identifyandrecognise the valueinapplicationof businessanalysistoolssuchasvalue
streammapping,gapanalysis,business/ITauditsandenvironmental scanning
4. Make a critical appraisal of contemporarymodels,evaluate methodologiesandpractices
of historicITStrategyand contemporaryDigital Strategy,in the contextof currentresearch
and emergingtrends.
5. Conductmarketplace evaluationof ITsolutionsandunderstandhow thisisdone ona
practical level
Transferable Skills and other Attributes
1. Identifyandutilise appropriate businessprocessmodellingtechniquessuchasUse case
diagrams,soft-systemsmethodology,userrequirementanalysis
2. Analyse the appropriatenessof keylegislationrelatingtotechnologyand informationsuch
as Data ProtectionAct,ComputerMisuse Act,andotherrelevantActsand those relating
to copyrightandthe digital economy

24
3. Students will be able toreview anddiagnose knowledge (tacitandexplicit) sharingin
organisations andbuildcritical thinkingskills
4. Demonstrate anabilitytoworkeffectivelyasanindividual andgroupmemberinorderto
carry out tasks linkingtheorytopractice sodevelopingnew skillstoahighlevel
5. Manipulate availablelearningresourcesinordertosolve problemsrelatedtoISplanning,
re-engineeringandintegration.
6. Communicate the solutionsarrivedat,andthe theoryunderlyingthem, inverbal and
writtenformtospecialistsandnon-specialistaudiences
7. Appraise keyissuesinrelevantliterature anddigital resources.
Module Aims
1. to equipstudentswithatheoretical,practical andsystemicunderstandingof knowledge
for the needsof organisationswhenstrategicallyplanning,re-engineering,andintegrating
InformationTechnology/Systems(IT/S) inthe contextof Digital Transformationof
Businesses
2. to provide aholisticknowledgeof the critical role of currentproblemsand/ornew insights
of IT/ISbothat corporate andbusinesslevel sostudentsare readytoprovide capabilityin,
IT/IS,togetherwith understandingof professional,ethical andlegal issuesforIT/IS
implementationatfunctional andstrategiclevelsof transformingbusinesses
3. to facilitate acomprehensiveunderstandingof techniquesapplicable bothinbusinessand
IS/ITalignmentinthe contextof currentresearchandemergingtrends.
Word count/ duration (if applicable)
Your assignmentshouldbe equivalentof 3000 (+/- 10%) words,whichincludes5posts+ 300word
reflectivesummary.Eachpostshouldbe nomore than 500 words.Multi-mediaelements(suchas
diagrams,picturesandvideos) are encouragedtobe usedinbloggingpractice.The additional
posts(Point2. above) are notincludedinthe 3000 words.
Feedback arrangements
You can expecttoreceive summativefeedbackandprovisional markforthisassignmentonthe
OnlineCampuswithin2weeksof the submissiondue date.
The portfolioshouldbe a continuallycontributedtothroughoutthe first3 weekandwill provide
formative (on-going)opportunitiesforfeedbackatmanypointsthroughoutthe module.
Support arrangements
askUS
The University offers a range of support services for students through askUS.
Good Academic Conduct and Academic Misconduct
Students are expected to learn and demonstrate skills associated with good academic conduct
(academic integrity). Good academic conduct includes the use of clear and correct referencing of

25
source materials. Here is a link to where you can find out more about the skills which students
require http://www.salford.ac.uk/skills-for-learning.
AcademicMisconductisan actionwhichmay give youan unfairadvantage inyouracademic work.
This includes plagiarism, asking someone else to write your assessment for you or taking notes
into an exam. The Universitytakes all forms of academic misconduct seriously. You can find out
how to avoid academic misconduct here https://www.salford.ac.uk/skills-for-learning.
Personal Mitigating Circumstances
If personal mitigating circumstances may have affected your ability to complete this assessment,
you can find more information about personal mitigating circumstances procedure here.
Assessment Criteria
Your blogs would be marked in terms of presentation (communication, using of multi-media
elements),and contents(knowledge,cognitive progresses,referencingandusingevidence). 5 marks
will be reserved for continuous professional blogging practice (see Task 1).
Reflective summary needsto include your own reflectionand assessment on both blogging practice
and online collaboration activity.
Marks will be awardedfor:
 Integrationof wide range of relevantknowledge;
 Critical analysisandsynthesisof atheme,incorporatingevidence of originalthinking;
 Appropriate use of multi-mediaelementsinblogstoengage audience;
 Appropriate reference fromawide range of sources(e.g.reputabledigital business
site/academicpapers/newstories);
 Well-structuredbloggingstyle;
 Reflectivewriting
Marks may be deductedfor:
 Work that isplagiarisedfromothersourceswithoutthe use of academicreferencing
 Uncompletionof assignmenttasks
 Misunderstandingof the concepts
 Lack of imagination
 Lack of discussion
 Descriptive writingratherthanreflective andcritical
 Evidence of little effortputintothe assignment

26
Your attentionisalsodrawnto the School policiesonplagiarismandreferencing.Assignmentsmay
not be submittedlate.Markingpenaltiesforlate submissionwill followthe Universityregulationsfor
PMC and late submission.
The genericdescriptor(Levels ofPerformance) for Level 7 module can be viewedby click here.
In Year Retrieval Scheme
Your assessmentisnoteligibleforinyearretrieval.
Reassessment
If you fail yourassessment,andare eligibleforreassessment,youwill workonforthe same tasks
describedabove.The reassessmentsupportwill be providedinthe formatof 2 or 3 tutors’drop-in
sessions.Yoursubmissiondate will be informedinthe due course.
For studentswithacceptedpersonalmitigatingcircumstances,thiswill be yourreplacement
assessmentattempt. Studentsshouldbe aware thatthere isno late submissionperiodat
reassessment(thisincludesthosestudentswhohave anaccepted PMC requestfromaprevious
attempt).
Appendix 1 - Online Discussion Self-Assessment
Copy this table in your submission and highlight the corresponding cells.
80+ 70-79 60-69 50-59 40-49 0-40
Quality of
contribution
s
Made
several
good
contribution
s and one
or more
outstanding
contribution
.
Made
several
good
contributions
.
Made a few
good
contribution
s
Made a few
valid
contribution
s
Made 1 or 2
postings,of
poor quality
Did not contribute.
Attribution
of
references
Clear
referencing
of well-
chosen and
highly
relevant
sources
Clear
referencing
of all
sources,
some
relevant.
Clear
referencing
of all
sources.
Sources
generally
referenced.
Used ideas/
words of
others
without
attribution.
Cut and paste or
absent
contributions.
Evidence of
collaboratio
n/ facilitation
skills
Skill shown
in weaving
contribution
s into the
discussions
Skill shown
in weaving
contributions
into
discussion,
Some
evidence of
links to
Basic
recognition
of
Little or no
recognition
of
None

27
, and
following up
on
contribution
s of others.
or following
up on
contributions
of others
contribution
s of others.
contribution
s of others.
contribution
s of others.
Reflection
on online
contribution
s (in
reflective
summary)
Deep
reflection
shown,with
clear and
substantial
evidence
from online
discussion
Good
reflection,
with clear
evidence
from online
discussion
Reflection
and
evidence
offered,
limitations
in one of
these
Reflection
and
evidence
offered,
limitations
in both of
these
Superficial
reflection,
very limited
evidence
Very little or no
reflection/evidenc
e.

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