Posted: September 26th, 2023

CURTIN UNIVERSITY SCHOOL OF INFORMATION SYSTEMS

CURTIN UNIVERSITYSCHOOL OF INFORMATION SYSTEMSIntroductory System Analysis and Design AssignmentDate due: Please refer to your unit outline.This is a group assignment and you are required to be in a group of 3 depending on thenumber of students in your tutorial. In no case should the group size exceed 3. You mustform groups from within your tutorial.Each group must have a group leader as the point of contact for the group. The group leaderis also responsible for project management activities.Unit Learning Outcomes:Apply appropriate problem solving processes based on logical and critical thinking toproduce the system’s scope, analyse system requirements and design potential InformationSystem solutions.Prepare a business case for a proposed business problem solution and produce a suitablesystem specification report.Case Study – Staff Kiosk SystemBackgroundInternational College (IC) has approximately 3000 staff. IC has experienced a 10 percent increase instaff over the past two years, and long-range projections show that trend continuing for the nextthree years.James Taylor, the Human Resources (HR) director, is thinking of putting in place a Staff KioskSystem (SKS) that will provide the capability for staff to maintain some their personal information soit is always accurate and up to date. The SKS should also allow staff to only view but not changeother information.Current practices now have each of the changes to staff personal information being processed by anextensive manual effort in which staff fill out forms and HR staff then input the data into the HRsystem. This manual effort often results in a time lag of several days between the time the staffsubmits the forms and the update of the information in the HR system. This delay has caused severalproblems, including unacceptable lag time resulting in mailings (including pay cheques) being sent tothe wrong address. Another problem of the present system is the staff directory, which is printedevery three months. It seems to be out-of-date as soon as it is printed with incorrect information onstaff who have changed addresses or been transferred.1The plan for the new system is to provide the capability for staff to update data themselves in realtime reducing if not eliminating the problems mentioned above. The printed staff directory will bereplaced by an intranet-based online directory that will be always up-to-date.Gloria Gaynor, a systems analyst from your consulting firm, has done some preliminary investigation(through interviews) with James Taylor and Jean Walker (Human Relations Manager) and this is theinformation she has gathered so far:Information gathered from interview with James TaylorIt appears that there are a lot of inefficiencies in the current system and its operating costs areexcessive. The current system itself is a combination of manual and automated processes. Theautomated processes reside in the legacy mainframe system. James thinks it is too costly and risky toget rid of the current legacy mainframe system. They are currently concentrating on reengineering thecurrent HR System to meet their needs.James said that staff go through an orientation program on their first day of work. During thatprogram they are required to complete some personnel forms that include information such asaddresses, phone numbers and emergency contact information. HR staff then input the data into thelegacy mainframe system, which is a COBOL-based system using obsolete database and filetechnology.Every time another system within the institution needs staff data, they have to send them a sequentialfile sometimes daily, weekly, or monthly. There are therefore multiple copies of staff informationthroughout the systems, which may or may not be synchronised. For example, if staff need to changeany of their personal information that is on file, they must complete a form and submit it to HR to beinput into the system. Currently, it could be weeks before that change gets distributed across all thenecessary systems. This is especially critical for payroll. Staff are not happy if they don’t receive theirpay on time because they have moved and the payroll system doesn’t have their current address.On a quarterly basis IC also produces and publishes a staff telephone listing, sort of a telephonebook, which consists of the job title, work telephone number and work location of staff. Because ICis such a dynamic and growing organisation, Alice (a HR staff) spends quite a bit of her timemaintaining the information. Each quarter IC produces 3000 copies of the book and distributes themacross the organisation. Currently this process costs IC about $16000 a year. However the book isusually out of date the day it is published as IC is a large and growing organization. Every day atleast someone is hired or transferred, moves offices, or is terminated. These events all trigger achange to the listing.Currently only HR staff can directly use the HR system. James would like to see that changed so thatstaff can be responsible for maintaining some of their own personal information e.g. maintaining theirown address or telephone details. The data would be more current and it would reduce the laborsupport in HR. Currently, to process each change in staff information costs about $15 in labor andcomputing costs and 1,500 changes were processed last year alone which is quite substantial.Everyone in the institution uses a PC and James feels that staff should also be able to access andchange their information from the office and home via the Web.2Another problem is that they have multiple copies of the same staff data across multiple systems.Whether it is the HR system or the payroll system, each application has its own database of staffdata. James was thinking of having, in the future, one integrated database that all applications couldaccess, eliminating the problems of the data being out of sync across the applications, excessiveinterfaces among systems, and current data not being available in real time.James envisions a Staff Kiosk System that is easy to use, intuitive, with a graphical user interface. Itshould be accessible from every desktop in IC and from home via the Web. The interface should havea folder metaphor. For example, if one were a staff entering the system, one would be presented witha series of folders or tabs. Each folder would consist of a certain type of information, such aspersonal information, leave application and training.James feels that the system should contain an online organisational telephone book that contains thejob title, phone number and work location of staff, so that staff can easily locate each other. Thiswould eliminate the need for the hardcopy phone books.The executive steering committee has allocated a budget of $25,000 to complete this phase of theproject and expects it to be completed in six months. James feels that it can be done for less money.Information gathered from interviews with Jean WalkerThe following information was gathered by Gloria in her interviews with Jean.Jean is thinking of putting in place a Staff Kiosk System (SKS) where staff can maintain some oftheir own personal information. Staff should also be able manage their leave, check leave balances,view previous leave taken. Staff should also be able to apply for internal staff training courses offeredby IC and view courses taken.Staff should be able to view their qualifications and current and previous job appointment detailswithin IC. However all changes to a staff member’s job or qualification require paperwork that has togo through HR.Jean wants a staff directory that shows the phone number, office location, organizational unit, andjob title of staff. It should be driven by some sort of search screen e.g. search by first or last name orcombinations of them. This is confidential information that can't be open to the public.The information that the system requires is as follows:a) Staff ID and name, work location, home and work phone, address, date hired, job title, startdate, end date, organizational area, qualification title, qualification major, completion date,institution and country where qualification was obtained, and title, name, relationship, addressand contact number of emergency contacts.b) The internal courses attended and the date attendedc) The type of leave taken, start date and end date, whether a medical certificate has beenprovided, and the option to put in a comment. If the staff has a medical certificate, there mustbe a facility to upload the certificate.3Information about courses and their duration, qualifications, organizational areas and jobs ismaintained by Human Resource staff.Assignment RequirementsUnfortunately, Michael has left the organisation and you, as a trainee systems analyst in the ITdepartment, have been asked by your manager to finish the job. By analyzing the informationgathered from the interviews and using appropriate fact-finding techniques, prepare a FunctionalRequirements ReportA suggested guide for the report is detailed below.1. Needs and/or Problem description and proposed solution (system capabilities) of new system.2. Major (must have) use cases and their descriptions for new system. You must provide a:a. Use-Case Model Diagram. Group logically related use cases in the diagram.b. Use-Case Glossary that shows the name of each use case, a brief description of theuse case and the actors for the use case. The use cases should be presented in a“logical” sequence. Look at the assignment example (in the assignment folder on BB)for an example of a brief description of a use case.3. Description of data requirements of the new system. You must provide:a. An ER Diagramb. The name, description and an example of the data stored in each of the attributes foreach entity and relationship (where applicable). You can make some reasonableassumptions when describing the attributes. You must indicate which attribute is theidentifier for each entity.4. Design input screen(s) for 3 of the use cases (identified in part 2 above) that staff use torecord/update information.Indicate which data entry control is used for each input field and which fields are display onlyfields. List the flow of activities i.e. the key steps followed for the dialog with a writtendescription of what the user and system do at each step.5. Design output reports and corresponding input screens (where applicable) for 3 of the use cases(identified in part 2 above) where staff was the “actor”.Note: Each report should have control breaks where applicable and the data should be sorted.You must include example data in the output reportsAppendix6. Assignment plan and progress reports signed by your group and your tutor.General Assignment Requirements1. Questions about the assignment requirementsTime will be set aside in the lecture and tutorials to answer queries you may have about theassignment and its requirements. Your tutor will act as the user and you should treat that part ofthe class as a time for you to clarify the requirements.4Remember that you should be using a user-centred or participatory approach as much as possiblewhen gathering your requirements. So ask any questions you may have at the lecture and in thetutorials.2. Workload of team membersThe work should be evenly divided between group members. This division of work should bedecided before you start the assignment. Your group must have an assignment plan showing thedistribution of work and get it signed by your tutor.Split the modelling between the group members. For example, one group member could do the usecases, another member do the ERD and another member do the input screen and output reports. Thisis good way of checking the models (created from each member’s perspective) against each other asthey are being developed.When you have finished your assignment, you must clearly identify in the Marking Scheme each taskof the assignment with the names of the student who actually did the task. Group members arerewarded for the work they do. This means that if you do not contribute equally to the assignmentyou may get a lower mark than your group members. If there is a dispute about the allocation ofmarks you should see your tutor as a group. Your tutor will make a final decision on the allocation ofmarks. If you are having problems within your group that you are unable to resolve, please rememberto speak to your tutor about the problems early. Your group will have to provide a progressreport in the tutorials. Use the format of the progress report on Blackboard.Start your assignment early; do not wait to the last minute. Get help early from your tutor if you arehaving problems with the assignment.3. Submission of assignment documentEach report must be presented as one word-processed document (including any diagrams) with pagenumbers and a table of contents. The contents of the completed report should follow the ordershown the Marking Scheme. You must use Times Roman 12 point single spacing for all text.The assignment should be submitted electronically through Blackboard and a hard copy ofthe assignment must also be dropped in the assignment box on level 8 in building 402.Attach a completed Assignment Cover Sheet and Marking Scheme to the front of your assignment. Ifthe Assignment Cover Sheet is not completed, marks will be deducted and you will not get a finalmark. Please also indicate who the group leader is.5

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