Directed Questions for Structured Interviews in Requirements Determination

Requirements determination is a critical stage in systems development. Despite its importance, however, few studies have provided empirical tests of requirements determination issues (Vessey and Conger, 1994). The present study tested several questioning approaches in structured interviews: an Interrogatories technique (Couger, 1996), a Semantic questioning technique (Lauer, 1994), and a Task Characteristics technique developed as part of the current research. Experimental results showed that the Task Characteristics technique elicited a higher quantity of requirements and more detailed requirements from subjects in an application development task than did the other two approaches. Further, the three approaches elicited qualitatively similar requirements, indicating that the use of only the Task Characteristics tool is likely best for systems analysis practice

Management Information System Design on Human Resource Management of Kampala International

The study designed, developed, implemented and determined the effectiveness of the  human resource management of KIU, identifies  the profile of the respondents in terms of age, gender, and highest educational attainments, number of years in present position and designation, Assessed the existing human resource management systems(EHRMS) at KIU in terms of usability and applicability by academic and non academic staffs,  established significant difference in the level of assessment on the EHRMS,  between the male and female users, distinguished significant differences in the  perceived characteristics of a designed and implemented HRMIS,  determined assessment  of the users on the  Designed human resource management information system  (DHRMIS), established  significant difference in the level of assessment of the Designed human resource management information system (DHRMIS) between male and female users , distinguished significant difference in the assessment before and after the implementation of the Human resource management information system (HRMIS). Quasi-experimental method was applied Utilizing Sloven’s formula and the sample size of 350 and Purposive sampling technique was employed; data were collected from KIU’s 360 academic staffs, 198 non academic staffs, 177 administrators and 5 users of HRMS. Data were analyzed using descriptive statistics and inferential statistics. The EHRMIS was perceived as being poor (1.85) which implied that there was a room for improvement. Since the Academic; non academic and administrative Staff do not directly interact with the system, their perception did not differ from that of the Users The Designed system was evaluated as satisfactory (2.86) as compared to (2.84) a significant change in the HRMIS. The study recommends that, the KIU management requires to put in place new software for DHRMIS to facilitate HR department to effectively manage human resource information and records