Human Resources Information systems

This assignment calls for you to provide a substantive response (500-750 words for each item double spaced) to a set of rigorous questions/tasks related to the course learning outcomes. Each question: (a) calls for demonstration of higher levels of cognition (i.e. analysis, synthesis, and evaluation), (b) is complex in nature (i.e. calls for a body of knowledge, review of literature, and wide foundation in responding), and (c) requires a clear and concise, explicit expository response. The formulation of your response should follow a logical progression (e.g. Introduction, analysis & discussion, and summary & conclusion(s)), be supported using in-text citations with strong referential integrity to academic sources, and strictly follow Turabian guidelines. CLICK HERE TO ORDER THIS ESSAY!!!!

Each question is worth 20 points.

1. Explain the differences between data, information, and knowledge. In so doing, answer the questions: How can transformation of data to information to knowledge provide a competitive advantage to a 21st century business organization? What evidence exists that organizations are more competitive given the ability to management and utilize knowledge?

2. Describe what an Enterprise Resource Planning system is as compared to a Best of Breed solution. When looking at the architecture of the information system regardless of system choice, describe what N-tier architecture is and illustrate why it is critical to implement N-tier architecture. CLICK HERE TO ORDER THIS ESSAY!!!!

3. Explain what a System Development Life Cycle (SDLC) is and provide two examples of a SDLC Model. When reviewing the examples compare and contrast the models in light of your initial SDLC review. Select one of the example models and provide an explanation of how HR can use the model to answer the Big 3 questions: Where are we at, Where are we going, and How do we get there.

4. A Request for Proposal (RFP) is a document that can be used to solicit proposals and bids from vendors. Recommend components/sections of a RFP and explain how an RFP can be used to strengthen the vendor evaluation. Lastly, once the vendor is selected, how can the RFP add value to the negotiated agreement?

5. Cost justification for a HRIS is an important part of planning and support for alterations to an existing HRIS or construction/purchase and implementation of a new HRIS. What Human Resource metrics could best be used to support the cost of a new or altered HRIS? Justify your answer with examples, illustrations, or supportive data from credible sources. CLICK HERE TO ORDER THIS ESSAY!!!!