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Cascade Technology System Situation for New Employee Orientation: The…

- - - - Web interface, email, create affinity groups, SSO, collects employee info, link is possible, can write script, send auto-confirmation, run reports in required file formats, test environment can be created, integration with ERP, online training possible, daily status report, allow collection for diff info
    - - Needs tested, customization required, no assign housing, employees cannot update info
  - - - Can handle employees, create affinity groups, SSO, collects employee info, link is possible, assign housing, test environment, employees update info possible, integrate with ERP, online training possible, daily status report, allow collection for different info
    - - Needs web interface written, needs email feature added, requires customization, limited file formats
  - - - Has web interface, collects employee info, link is possible, assign housing, status report possible, allow collection of different info
    - - Needs tests, email unknown, no affinity groups, no SSO, requires customization, file formats unknown, test environment unknown, employees cannot update info, no online training
  - - - Can handle employees, has web interface, email, collects employee info, link is possible, required file formats, status report possible, allow collection for different info
    - - No affinity groups, no SSO, requires customization, no assign housing, no test environment, employees cannot update info, no online training
- - - - He has a meeting with Maggie, the onboarding manager of the HR department to talk about improving the orientation process.
        
        Ryan then talks to Don Katz about the orientation process. Don says that the next release of the ERP would be the best fit.
        
        Ryan talks to Maggie again and he gives her a copy of the solutions of options for the orientation system. They concluded that investigating vendor solutions is the next step.
- - - - Due to orientation improvements begin mid-winter and planning summer sessions in mid-spring, leaves little room for implementing changes.
    - - System improvement work and planning summer sessions are scheduled both late and close to each other.
    - - Poor alignment of project timelines with orientation planning needs, along with holiday breaks and IT staff being reassigned to other projects.
    - - Only major problems found in the last orientation get fixed and only a few small new features are added.
    - - The IT group has limited progress on improving the system.
  - - - IT focused on ERP upgrade and did not look at vendor solutions. They produced an options analysis that lacked details on key features and timelines.
    - - IT's ignoring concerns and not following through on HR's request.
    - - Lack of a thorough evaluation process, and poor communication between the IT team and HR.
    - - HR does not have confidence in IT's recommendations.
    - - It hurt the IT groups credibility, and created potential extra work.