The Information System are the collection of software, hardware and human resources that works in a harmony for completing organization processes (Laudon and Laudon 2016). Each of the information implemented in the organizations have different architecture and roles.
The Employee Training and Development IS has different roles as this system will be concentrated more on business services rather than business insights (Hussain and Soomro 2018). Each of developed software must be gone through a software acquisition process. The software acquisition process is related to the software engineering lifecycle but not limited to it. The acquisition process also include fund, integrate, support, deploy and manage IS systems during, before, and after the implementation of the system.
The report is based on the current situation of Train and Go and its intention of implementing an Employee Training and Development System. The system is proposed in three parts such as internal, website based and mobile based. The report mainly consist of the information of system that will be developed and software acquisition process.
Critical Software:
The Train and Go currently needs an Employee Training and Development System. The system will be consisting three parts such as internal system, a website and a mobile application. The internal system will be for the organization business process management. The system will have a single distributed database that will be connected to internal system, website and mobile application. The database will collect and share data with all these three aspects of the system individually (Asfaw, Argaw and Bayissa 2015). The system can be administrated using the internal system such as user management, report generation, auditing and more. This implies that data transmission can be monitored and controlled using the internal system.
Learning Theories:
The efficiency of learning environment can be improved by the learning theories integrated into the Employee Training and Development System of Train and Go. The primary learning theories are constructivism and objectivism. Objectivism is a trainer-cantered learning approach which is the purpose is representing and transferring objective realities from the trainers to the employees (Chen 2014).
This environment supports the method of passive learning. In this approach, the employee gets common understanding of the topic from the trainer instead of creating own understanding of the topic. The other approach, constructivism, which will be integrated into the Employee Training and Development System of Train and Go is employee-cantered (Siemens 2014).
The constructivism environment illustrates that the employees can control their learning process. The employee will create an understanding of the topic by himself/herself. The responsibility of the trainer will be assisting the employees in developing their own knowledge. The Web-based and Mobile based virtual online learning environment will be designed for promoting employees to search information freely. This will create an opportunity for the employees to communicate efficiently and effectively with each other.
Streaming Media Technologies:
The term ‘Streaming’ means that the employee can render the media content. The content will be stored in the network and received by the employee/client server through the internet connection. The streaming process suggest that the content will be displayed on the screen of the user before it is downloaded (Hamilton, Garretson and Kerne 2014). This implies that the waiting time to see the content and storage of the device is reduced. The system will allow the organization to conduct live training classes. The client organization can ask Train and Go to save the video of live streaming on demand.
User, Business and System Requirements:
Information Collection Approaches: The analyst will be responsible for collecting the business requirements and converting them in system requirements. The business requirements will be collected using the approaches called interview, questionnaire and document analysis. In the interview process, the analyst will conduct a meeting with the individual participants one by one. The interview process will be done based on some predefined questions but not limited to those questions only (Grabenhenrich et al. 2017).
The analyst will be asking various other questions to the partisans based on the conversation. The analyst will record all the conversations with each participants so that all the information can be used later. The questionnaire is somewhat similar to the interview approach but has a significant difference of approaching the client. The questionnaires will be shared with the participants using Google docs or any other virtual approach. The analyst cannot change the questions used in the questionnaire (Van Zyl, Bam and Steenkamp 2016). The participants will provide answers of each questions in the questionnaire within a fixed time. The document analysis is consisting of organization process information and employee working principal analysis. The document analysis is entirely different from the above two approaches.
The interview process is very important for collecting authentic data from the users. As the interview process is done face-to-face with the participant, the analyst can clarify anything that is not quite understandable. The chance of getting misleading information is very less and the analyst can verify all the collected data. The questionnaire, on the other hand, is not effective for collecting authentic data (Grabenhenrich et al. 2017).
However, the questionnaire is more time and cost efficient. It is because more participants can be participating in the questionnaire process simultaneously from different locations. The above two approaches does not disclose many information regarding the business. The document analysis will allow the analyst to get proper idea of how the business works and how various policies and principals are applied to the business and employees (Van Zyl, Bam and Steenkamp 2016). It is a very crucial step for collecting business data as all the system functionalities must be relevant to organization’s objectives and policies.
Requirements: The staff and management of Train and Go are not the only users of the Employee Training and Development System but also the employees of client organization are users of the Employee Training and Development System. The user requirements are as following.
The business requirements are as following.
The system requirements are as following.
1.4 Technologies used to Develop System:
Three distinct aspects of the system will be implemented using three different technologies. Train and Go would choose a robust and more secure technology such as python. The internal system would have simple and only required information. It is essential for enhancing the Train and Go staff experience. The system will be using the Apache Hive based Big Data database. The Big Data has been chosen as system will handle an enormous amount of data. The python is a very powerful programming language that can efficiently handle all the internal process of Train and Go. The python framework django will be used for creating the internal system. The system will have three different authorization levels which will allow better system security implementation.
The web based system will be developed using the PHP, HTML, JQuery, HTML and CSS based technology. The Mobile Based application will be created using the Android and iOS platform.
Software Acquisition Methods: Method 1:
The necessity of an improved website is a constant need in the recent times. The arm of merchant at the utility A acquired and installed a website with the knowledge that the needs of the company will not be met with this acquisition. After the installation, several management of IT were hired for maintenance of the website (?wik?a 2014). The major driver for the change of a website in a company is to meet the current needs of the company. The vendors of energy Employee Training and Development System the are commercial merchant have invested a significant amount of money in the development of websites for the participants of an industry.
The STP or straight through processing is a expressive that conveys the idea of complete automation. The capturing of information is conducted at the source and the transmitting is done automatically to the next point of processing at every successive step of the events sequence in an organisation of energy merchant (Tian et al. 2015). The STP can begin with the system of modelling of generation that transmits the data to a model of optimisation and submission. The application of CA PX returns the bid data that is accepted to a program of generation scheduling and the applications of settlements and billing.
The systems of invoicing and accounting finishes the cycle and the reporting systems ensure the acquiring of the required data by the management. Initially, the team of website selection needs to be created. It is essential to maintain the team at 2 to 5 individuals (?wik?a, S?kala and Wo?niak 2014). The involvement of a team leader is important in this process. The individuals with special talent needs to be added in the team for the effective management of the website. There is a need of process facilitator, individual with technical talent is essential, the individuals with expertise in the business process is required, and the people with future vision is essential (Asakura et al. 2015). The complete team is hoped to take part in the following steps:
The method of discovery is the process of interview that lasts a few days in the organisation. The interview format is created by the team members for eliciting a wide range set of inputs that are taken from the groups of technical team, the groups of the users, the groups of planning, and the management of the senior employees. As the several planning activities are constant in the organisation, there grows a tendency of neglecting the discovery step.
2.2 Method 2:
The acquisition of Employee Training and Development System includes the processes that are typically connected with the life cycle of the engineering of Employee Training and Development System. Moreover, the acquisition includes the processes which funds, manages, integrates, deploys and supports the systems of Employee Training and Development System throughout the entire engineering life cycle of the Employee Training and Development System.
The need of addressing the processes for the systems of the engineering of the Employee Training and Development System, coordination among the organisations and the complete management of the project (Richards and Rodgers 2014). This establishes the interest baseline in the modelling and the simulation of the process of Employee Training and Development System acquisition.
The processes of Employee Training and Development System acquisition are commonly large-scale, involves the several enterprises and the stakeholders and these are commonly expensive, long lasting and frequently afflicted with the problems of process coordination. The facts that are characterised by the large-scale is that several unique processes for the engineering, management of project, and oversight of the customer/government should be coordinated and articulated (Cai, Hughes and Yin 2014).
The involvement of several enterprises replicates at the highest level the distribution of effort among the contractor, customer, and the program of acquisition office enterprises. Often, the teams of sub-contractors are organised by the contractors, that numbers from thousands, in a virtual enterprise, which equally engineer and implement the system that is being acquired. Likewise, several members of system developers can be deployed by the contractor that will create and provide millions of source code lines. The development and the designing of the PML and its corresponding run-time environment that is web-based has been done. The modelling of a subset of the processes of acquisition of the Employee Training and Development System is done by the PML (Prokop et al. 2014).
The PML is a clear language for the modelling and the specifying of the processes that are complex. This enacts as an extensible process markup notation, which can be compiled into executable form for supporting prototyping of the process and the enactment of process on web. The structure of PML was completely based on the compatibility with process of Employee Training and Development System that were knowledge-based and which were previously created in the modelling of the process and the effort of simulation. According to the meta-model of this process, the processes are performed by the agents which requires the resources for providing intermediate or the complete products.
The requirements of process resource and the provisioning are specified with the help of expressions that are predicated and these serve as the pre-conditions or the post-conditions on the enactment of the process (Richter et al. 2014). The flow of process is determined by the help of consecutive, provisional, iterative or the constructs of concurrent control. The processes are dissolvable in a hierarchy of sub-processes or the steps of action. Lastly, tools are associated for the enactment of the process that are linked with a interpretable scripts which can explicitly invoke the routines of client, the programs on the server side or the servlets. Consequently, the environment of runtime for the PML was created in complete divided method deprived of any authority that is administrative (Padhani et al. 2017).
2.3 Method 3:
The selection of the Employee Training and Development System and implementing in the operation provides a virtually similar problems in all the organisational levels, regardless of the organisational level as whole, office, department, section or any individual. The process can be divided in four stages, which are identification of the requirement and the defining of the required done, the formulation of the strategies of the acquisition of Employee Training and Development System, the selection of the optimal Employee Training and Development System and implementing into operation, and the monitoring of the selected Employee Training and Development System efficiency and determining the maintenance and upgrading of the Employee Training and Development System
. The initial stage consists of the identification of the requirement of the organisation and then defining the task that needs to be done. The major requirement of success of the organisation is the determining of the goals of the organisation and strategizing according to the goals. The knowledge of a specialist is essential for determining the needs and the methods of achieving the needs. Several tasks can be divided into general and clearly defined procedures. The specification and identification of the several tasks must be addressed with the help of the system approach. The most common occurring tasks needs to be scrutinised, which are the management of data and information, the valuations and the appraisals, the management of property,
the management of investment, the marketing and agency and the procedures of office. The jobs that are connected with the information and data processing are the task of word processing, accounts, valuations and the charges of services and the calculations of tax. These tasks are increasingly becoming essential to the transmit and acquire the information from an isolated workshop or the sources. Better communication between the branches is essential and hence the selection of the Employee Training and Development System must be included in the solution of arrangements of communication that are currently residing or it goal for the future (Polis et al. 2014).
2.4 Recommendation
It is recommended to utilise the method 1 for the acquisition of system. The advantages of utilising method 1 is that the cost of acquisition of the system is relatively less than the other two methods and the success rate of the first method is observed to be high than the two other methods. The objectives and aims of the organisation can be easily achieved easily with the integration of the first method of system acquisition than the two methods. The future of the organisation can be secured with integration of the first acquisition method.
Conclusion:
From the above study it can be concluded that the system will be able to support or rather improve the business of Train and Go using its automated process. The system will be able to satisfy the users as it is supported by all the internet based platforms at present day. A critical part of the system will be availability. The Train and GO as well as client organization will need to access the system at any time and downtime of the Employee Training and Development System must be very low.
The report has properly stated the importance of the system in the organization. The organization will be able to not only implement a good training program but also enhanced customer commination approach can be implemented by developing the system. There are various things that the report should have highlighted such as the terms in the SLA, how communication will be done between customer support and client organization and many more.
References:
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