RESPOND TO BOTH OF THE PEER POSTS BELOW IN ONE PARAGRAPH EACH ANSWERING THE FOLLOWING QUESTION(S)

Description

PROMPT: In responding to your peers, review the posted results for one of the three mini-cases you did not select. Provide constructive feedback as you would when performing a peer review on a project. Your audience is a systems analyst.

PEER POST # 1

Hi everyone, I will be choosing mini-case four. In order to obtain an accurate evaluation I could use evaluation techniques such as surveys, questionnaires, and I could even conduct interviews. I would make sure these evaluation techniques offer anonymous feedback as it will allow users to express any concerns without the fear of workplace hostility or discipline. Some questions about the payroll software I would include would be how easy is the program to use? Have you experienced any error codes when using the new system? How were the training materials and were they sufficient to overcome the new learning curve? The individuals who would be receiving the questionnaire would be employees who use the software. The IT staff who updated the payroll software would get a questionnaire also. How stable is the new software compared to the older one? How easy was implementation? Have all security concerns been addressed and dealt with? I wouldn’t say there’s specific guidelines for post-implementation evaluation, but some type of evaluation needs to occur. This can include an evaluation that occurs 6-12 weeks after implementation and another evaluation for the long term implementation. This can include updates that need to happen such as new security concerns. I think anywhere from 6-12 weeks would be good for a post-implementation evaluation. If training methods are sufficient that is, then this would allow the employees to get a feel for the new payroll system and they would be able to list the positives and the negatives of the new payroll system.

PEER POST # 2

Victorian Creations and their payroll software changes should have a bit longer than six weeks to evaluate, that’s not even two months of complaints. HR would not have heard all the existing issues in this short time frame. Even the standard 6 months should probably be extended. Do we know if there are going to be w-2 complaints? You could sample withholding and see what the system is doing, but I’d want to ensure that these figures are correct, before giving a final report to management. I would like to talk with management and see what they are hearing so far. Are there any common questions, concerns, or complaints they are getting across departments.

A sample may be selected from the employees to file a questionnaire. This could give a better understanding if the transition to the new payroll system was seamless:

Recently a new payroll system was implemented, were you aware of this change?

If so, how were you made aware of this transition?

Optional response:

Please write a response to the following, do you have any concerns regarding this new payroll system?

These questions could be asked of rank-and-file employees across the company and just a small sample will do. This coupled with the management interviews will give insight into how well the system is working in this short time frame.

The goal of implementation evaluation is to assess accuracy, completeness, timeliness and satisfaction with the new system (Tilley & Rosenblatt, 2017). Other metrics from this text also include reliability, maintainability, and security. Ideally, this will give you a good report for the management team. You will hope to improve things that did not go well next time, such as a database implementation error, or the performance of the IT department.