Computerize Accounting System Essay Example

Computerize Accounting System Essay Point Sales Management System System Analysis and Design Report March, 2013 Abstract * List of Content * List of Figures * List of Tables Introduction * Background of the organization * Information systems in the organization * The selected project * stating the reason for your selection * The methodology Chapter One Introduction â€Å"Gaza Mall† one of the best shops in Gaza Strip, it consists of two floors, located in the Center of Gaza City, the Mall contains many kinds of sales, from â€Å"Gaza Mall† you can buy clothes, food, accessories, electronics etc. We will write a custom essay sample on Computerize Accounting System specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Computerize Accounting System specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Computerize Accounting System specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The Information system used in â€Å"Gaza Mall† is Manual Information system by using Papers and Pens, Manual Information system is good but has many disadvantages. The objective of our project is to change the Information System in â€Å"Gaza Mall† from Manually to Computerized Information system, the Computerized Information system will be a solution to solve a lot of problems of the present Information system, problems such: the Manual Information system might slow down the work process, sometimes we get mistakes from manual calculations, difficulty in calculating bills etc. The reason for select this project is Frequent complaints from customers about multiple and repeated mistakes and after study shows that the main and most important reason for these errors is the manual system used in this organization In order to avoid these errors we decided to start working on this project, which the main objective already been mentioned before â€Å"changing the Information System from Manually to Computerized Information system†. The Methodology that well be used in this project is â€Å"Waterfall† methodology. The reason for choosing this methodology because it has many advantages like: * Simple and easy to understand and use. * Easy to manage due to the rigidity of the model – each phase has specific deliverables and a review process. * Phases are processed and completed one at a time. * Works well for smaller projects where requirements are very well understood. Chapter Two Project Baseline plan 1. 0 Overview 2. 1 This plan document is to develop â€Å"Computerized Information system† to let the employees to enter the calculating bills in best way. The system provides â€Å"Gaza Mall† fast work process and save calculating bills, the system will be developed by team consists of two students taking system analysis and design course in spring 2013. The project will start in March 2013 and will end in May 2013. The potential problems related with the current existing system will be totally solved by this new system. 2. 2 This plan document is considered as base guideline for the subsequent phases of the system development which include: requirements, determination, design, implantation and installation. 3. 0 System Description 3. 3 [main functionality] 3. 4 Alternatives of developing this system include: Online registration system Purchasing package Develop for scratch 3. 0 Feasibility Assessment 4. 5 Economic Analysis To establish this system, we need to a number of basic requirements for the system works properly, including computers and other multiple devices as well as the need to create a database and system to handle, so we need to budget estimated at $ 5,000. 4.6 Technical Analysis In this issue, we need to discuss technical matters, including the specification of the equipment required, as well as specifications staff who will use those devices as well as the dangers technical facing the system, such as malfunctions that may occur to the system or the hardware or the database and methods address this failure and also must not forget that the way the system worksof important technical things to prevent errors. 4. 7 Operational Analysis There are several things to talk about in this area, including against the system of workloads and well prepare a plan for the project include workflow optimally at all times of the project as well as the application carefully to stay away from mistakes and processing plan to confront any unexpected errors, on the other hand, the plan must be prepared to seize opportunities that may occur during work For example, a reduction in the price of devices which required to the project. 4. 8 Legal and Contractual Analysis In this issue , we must 4. 9 Political Analysis 4. 10 Schedules, Timeline, and Resource Analysis 4. 11 Management Issues 5. 11 Team organization the Team consists of three member who are: 1. abdelkarem alashqar: project leader 2. Hareth Shehada: analyst and designer 3. Jamil Al-Ashi : analyst and designer 5. 12 Communication plan * Traditional meeting inside the university halls â€Å" two times every weak Sunday and Tuesday. Conversation via Skype At any convenient time. 5. 13 Project Standards and Procedures * The project will make the selling process easier and faster by the â€Å"Computerized Information system† so that will make the customers satisfied. * The new system will facilitate the process of auditing and billing. * In the new system all accounts will be in a safe place and available to revision and amendment at any time. 5. 14 Other Project-Specific Topics * Difficulty absorbing the new system by employees.

Performance Appraisal

Performance Appraisal Performance appraisal is a process in which an employ contribution and worth to an organization is valued using accepted performance appraisal methods. There are a number of performance appraisal methods notably essay, forced distribution, graphic ranking scale, and behavioral anchored rating scale appraisal methods.Advertising We will write a custom report sample on Performance Appraisal specifically for you for only $16.05 $11/page Learn More However, this report is going to give much credence to the management by objective method, 360-degree performance appraisal, and forced ranking/distribution performance appraisal. A detailed explanation of the three methods will be done bringing into perspective features that these three performance appraisal methods share in common and how they contrast to each other (Stone 1). Forced ranking/distribution performance appraisal method This performance appraisal method tries to order employees by comparing them to thei r colleagues. This helps in assessment of employees divorced from the usual specific judgments done on basis of job components. When straight ranking is to be done it is expected of the evaluator in terms of those who have the best attributes to those who have the worst attributes and those who are effective in their daily undertakings to those who are least effective in the way they do their job. It is imperative in this respect that a criterion is used. Alternative ranking slightly differs from straight ranking in the sense that it has to be done in a specific manner. Ranking like any other comparative evaluation system is fast becoming unpopular because it is discriminatory. This is so because even if employees perform well, a group will always find itself at the bottom and another group highly ranked. Ranking can also not be used to fairly compare employees across different groups, it is absolutely difficult to conclusively say that an employee ranked second in unit X is as good as or better than that employee who has been ranked second in unit Y. Nevertheless, if an organization has limited resources with which they can conduct other performance appraisal methods, the best performance appraisal they can make use of is the ranking method because it can successfully help in differentiating among employees (Stone 1).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In forced distribution, evaluators tend to rate subordinates in a given distribution. Forced distribution can be used in evaluation of myriad components of job performance as opposed to the ranking method that uses only one component. Forced distribution method is strictly used by managers who undertake to rate his or her subordinates in a given distribution. Some subordinates will fall into 10 percent low category, others in 20 percent below average, others 40 percent average, others 20 percent above average, and finally 10 percent high category. If there were 20 subordinates, 2 of them will be in the low category, 4 below average, 8 of them in the average, 4 in the above average category, and finally, 2 in the highest category. Forced distribution helps to eliminate errors that arise due to rating. These errors are normally attributed to leniency and central tendency. However, forced distribution can cause some grave rating inconsistencies because it tends to discriminate employees in cases where job performance is quite similar. This has caused a problem of acceptability of the results by the raters and ratees hence its unpopularity with this category of people. Problems of acceptability have been grave in circumstances where group members all have high ability (Stone 1). Management by objectives (MBO) performance appraisal method This performance appraisal method has much to do with the evaluator setting up specific measurable goals with employees. The evaluator has to periodically discuss with the employee if he or she is meeting these goals that he or she set to achieve. This performance appraisal program has six main steps that have to be adhered to. Featuring prominently among these steps is the need for setting up the organizations goals. The organization should come up with a clear cut plan for what they intend to do in the next year and stipulate goals that have to met. Secondly, various organizational departments must come up with their departmental goals. This is the duty of the heads of the departments and their superiors.Advertising We will write a custom report sample on Performance Appraisal specifically for you for only $16.05 $11/page Learn More Thirdly, the conceived department goals have to be discussed and allocated. It is at this stage that the subordinates in the department have to be brought on board. It is important that these subordinates come up with their own individual goals to make sure that ev ery member of the department has an input into attainment of departmental goals. As a matter of fact, expected results have to be defined by setting individual goals. Heads of departments and their subordinates have to come up with performance targets that are short term. A review of the performance has to be done and results subsequently measured. It is the role of departmental heads to measure up actual performance of every member of staff with the projected results in their minds. Finally, there has to be a feedback mechanism where heads of departments conduct performance review periodically with their subordinates with a view to discussing and evaluating progress made towards achieving the set out goals and objectives (Stone, 11). This method of performance appraisal enhances better communication and coordination in an organization because of frequency within which reviews are conducted hence harmonious relationships. 360-Degree performance Appraisal In this method, the performa nce of an employee is evaluated by consulting different types of people (Farhaan, para. 1). These may be an organization’s customers, its suppliers, and an employee’s peers. Direct reports can also be used. If the performance of a manager is to be appraised using this method, it is the work of the employees to give an upward feedback on how this manager manages them. This performance appraisal method requires the human resource managers to coordinate the whole process to dispel fears associated with the leakages of ones performance among his or her peers. This can be very disappointing within an organization. This method of performance appraisal is mainly conducted to find the gap between ones own appraisal and how others may feel about it. This is critical in analyzing ones strengths and weaknesses and how this can help in improving his or her own performance. The system helps in elimination of biases among employees that is inherent with the forced distribution metho d.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is imperative to note that the system has got its own shortcomings in the sense that if many employees are unhappy it is likely that they can become potential targets. It is therefore important that a right culture is inculcated into an organization before this method of performance appraisal is made use of. This performance appraisal consumes a lot of time and its complexity may eat into an organization time and resources. Its results are always very difficult to interpret. The feedback that is continually received after the evaluation can intimidate the employees and in the process interfere with their output. Conclusion Despite the fact that Forced ranking/distribution performance appraisal method tends to discriminate against employees, 360 degree performance appraisal and MBO also have their weaknesses. The feedback that is continually received in 360 degree performance appraisal interferes with an employee’s morale and can interfere with their performance. MBO enhanc es cohesiveness in an organization because of the frequent reviews. Farhaan, Panagar. 360 Degree Performance Appraisal. 2009. Web. Stone, Thomas. Understanding Personnel Management. New York: Dryden Press, 2002. Print.

Business plan Coursework Example | Topics and Well Written Essays - 5000 words

Business plan - Coursework Example This will be on peak hours of the day, that is, mornings and evenings from Monday to Saturday. During the day time, the buses will ferry passengers within the city. The buses will make as many trips as possible. The operation starts from 5.00 am to 11.00pm. This is because many city residents work at extreme times of the day and all should be accommodated. This will assure the company stable market all the time. It is approximated that 18,000 people accessing the town every day. Some of them use personal cars, others buses and taxis while the majority on foot. The available transport vehicles have taken the opportunity of scarcity and escalated the fares making the ordinary citizens walk to and fro the city daily. Nevertheless, their condition is pathetic. In order to reach many customers, the city track bus service will prepare business cards and brochures showing the services offered and the location of the company. To reach many customers, the company will introduce online services. This include creation of the company website, use of Facebook and twitter and even internet. This will enable other customers, especially those who want to hire for private use or other functions, to access the services. There will be a central office where the company manages its operations. The long distant travelers will book for their tickets to facilitate effective service. The company will fix bus stations on all routes. The passengers gather at the bus stops for easy service delivery. As the company grows, the buses will be fixed with modern flat-screen TV sets. This will entertain the passengers as the travel. Apart from this, music systems shall be amalgamated. This strategy has not been employed by the existing companies. The city track company will have centralized management system with the manager having full control over them. The central office located within the town will include