Information systems failure: A business-led knowledge requirements framework for modelling business requirements

This thesis was submitted for the degree of Doctor of Philosophy and awarded by Brunel University.Our work will be mainly concerned with improving the crucial first stage (the requirements stage) of any system development methodology in order to improve requirements. A framework has been developed, called "knowledge requirements framework (KRF)" to help customers and system developers bridge the knowledge and understanding gaps at the initial requirements stage of the Information Technology System (ITS) development process. Unclear business requirements, mismatch of knowledge and understanding are among the major factors that contributes to some ITS failures worldwide. The aim is to capture functional requirements at the initial stage of the system development process and to integrate systems and people use them in the development process. Multi-surveys are conducted, capture and highlight the criteria of initial requirements exactness and executability. Knowledge and understanding gaps, which occur in the development process, are described. These gaps constitute the problem at the invisible architecture in the initial requirements stage, as they expose mismatch of both knowledge and understanding problems (Requirements/Specifications). A notation to describe this framework is elaborated, novel techniques and tools for the construction and application of customer requirements in systems development are developed and used in KRF to facilitate bridging these gaps. The resulting prototype KRF is developed and used against some example problems in retail organisations, and so shown to be sufficient in principle of handling all the negotiation problems at the initial requirements stage, singly and in combination. Also, it is shown how KRF sub-process can be combined and used to elicit information and knowledge mining between both the customer and the system developer using human communication and interaction capture as an example. Systems these days are living systems, changeable, in business and the human factor in developing them cannot be excluded. It is further shown how these techniques and tools can be augmented with established methodologies rather than inventing new ones and to enable management to react as quickly as possible to global changing market conditions. This proposed framework is also evaluated and tested against the original criteria of initial requirements, exactness and executability

The Role of Human Resource Information System on staff retention management

It is important to retain Quality employees in the organization, and there is limited empirical research regarding the application of Quality Human Resource Information Systems in staff retention management. This paper covers the application of quality HRIS (e.g. Recruitment Information, and Personnel Information) in staff retention management in the hospitality industry by adoption of institutional theory and job characteristics theory. The focus of this research is on the activities of the organization at the early stage of recruitment and selection levels. Adoption of institutional theory provides a perspective to internal and external staff turnover factors (e.g. remuneration, training quality, and lack of growth opportunities) prior to recruiting an employee to the organization. This research will be conducted at a well-known company in the hospitality industry

Information systems failure : a business-led knowledge requirements framework for modelling business requirements

Our work will be mainly concerned with improving the crucial first stage (the requirements stage) of any system development methodology in order to improve requirements. A framework has been developed, called "knowledge requirements framework (KRF)" to help customers and system developers bridge the knowledge and understanding gaps at the initial requirements stage of the Information Technology System (ITS) development process. Unclear business requirements, mismatch of knowledge and understanding are among the major factors that contributes to some ITS failures worldwide. The aim is to capture functional requirements at the initial stage of the system development process and to integrate systems and people use them in the development process. Multi-surveys are conducted, capture and highlight the criteria of initial requirements exactness and executability. Knowledge and understanding gaps, which occur in the development process, are described. These gaps constitute the problem at the invisible architecture in the initial requirements stage, as they expose mismatch of both knowledge and understanding problems (Requirements/Specifications). A notation to describe this framework is elaborated, novel techniques and tools for the construction and application of customer requirements in systems development are developed and used in KRF to facilitate bridging these gaps. The resulting prototype KRF is developed and used against some example problems in retail organisations, and so shown to be sufficient in principle of handling all the negotiation problems at the initial requirements stage, singly and in combination. Also, it is shown how KRF sub-process can be combined and used to elicit information and knowledge mining between both the customer and the system developer using human communication and interaction capture as an example. Systems these days are living systems, changeable, in business and the human factor in developing them cannot be excluded. It is further shown how these techniques and tools can be augmented with established methodologies rather than inventing new ones and to enable management to react as quickly as possible to global changing market conditions. This proposed framework is also evaluated and tested against the original criteria of initial requirements, exactness and executability.EThOS - Electronic Theses Online ServiceGBUnited Kingdo

Organisational culture and TQM implementation: investigating the mediating influences of multidimensional employee readiness for change

Despite the robust evidence for the direct relationship between organisational culture (OC) and total quality management (TQM), the mechanisms underlying this relationship are not fully explored and have received little empirical attention. This paper extends prior TQM research in a novel way by building and then empirically testing a theoretical model that includes the mediating role of employee readiness for change dimensions (ERFCs) in the OC-TQM relationship. The paper adds value through its contextual originality in being one of the first studies that are conducted in Algeria; which has special ties with the EU geographically, politically and economically. The empirical data for this study was drawn by distributing a questionnaire to 226 middle managers of Algerian firms. Our findings support the mediating roles of two dimensions of ERFC, namely: self-efficacy (ERFC1) and personal valence (ERFC4) in the OC-TQM relationship. This indicates that the improvement in TQM implementation is not a direct consequence of supportive organisational culture but rather of self-efficacy and personal valence transferring the impact of group and adhocracy culture to TQM. To this effect, these results go beyond previous research and contribute significantly in explaining the underlying psychological mechanisms in the OC-TQM relationships model