The following report marks the use of the organisation and gets proper use of the organizational support for the understanding of the situation that marks the development and the operation of the organization. The concerned project consists of three prime tasks which are marked as section 1, 2 and 3. Section 1 describes the implementation of two preliminary frameworks-COBIT and COSO in the payroll failure of the Queensland healthcare system. Section 2 of the report deals with describing various frameworks required to sustain the failure, which had been implemented by the health department, IBM and other parties. Section 3 develops an understanding of 2 stages concerning System Development Life Cycle and its working in the project.
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Importance of payroll framework in any organisation lies in marking and demanding proper as well as smooth development of the organisational management. The management of the organization and the play of the management in terms of dealing with the organisational workers mark the smooth operation of the organisation. It can be so detected that the organization along with the workers are bound with the relation of employer and employee common thread of paying and receiving of salary and wages respectively. The opportunity in the following will be based on the understanding of the consequences if the framework of COBIT and COSO were implemented by the organization.
COBIT: As supported by De Haes et al. (2013, p.320), COBIT is one of the latest version of ISACA’s globally accepted framework for the proper end to end governance of enterprises and organization related to IT. The central management of the framework helps in the creating of the values in the enterprises. The prime use of the organizational support and the use of the framework is the smooth management of the leadership, guidance and practice with the use of the analytical tool that is managed by COBIT. As supported by Rubino and Vitolla (2014, p.770), the framework helps in the better management of the enterprises IT sector and makes the most of it with the smooth development of the organisation. COBIT stands for Control Objectives for Information and related Technology. This frame work helps in the better bridging of the central breach in the field of the IT department of the organisation. Cobit framework allows implementation of the success factors that could essentially guide the failure of the payroll system in the health department of Queensland (Chang et al. (2014, p.200). Proper and appropriate level of governance is being provided if Cobit framework had been followed in the concerned project. It helps to maintain collaboration among the employees and support the financial base of the system so that any collapse would be sufficiently handled by the Ministry of health as well as the government of the nation.
COSO: As supported by Rubino et al. (2017, p.99), the framework of COSO is used by the managers of the organization for the development of the organization in terms of gaining proper view of the organization’s internal control and thus makes the managers of the organization smooth and better operating ground for the operation of the organization. This framework helps in the well management of the organization operation for the better development of the organisation’s internal process for for development. As mentioned by Seyal et al. (2016, p.240), the COSO framework helps in well understanding of the internal environment of the organization and marks the risk of the environment in order to gain risk assessment benefits. The COSO framework also helps in the proper management of the information also helps in the management of the communication gathered from external and inter source of the organization. The policies and the procedure help in better management of the organization provided by the COSO. As supported by Gantman and Fedorowicz (2016, p.80), the use of the managerial ground of COSO helps in proper formation of strategic planning for development of organization and maintaining of the development ground in the society.
Lattice: As mentioned by Rubino et al. (2017, p.200), the LATTICE framework is an obsolete one ion the proper managing of the development of the organization. The smooth operation of the organization is based on the framework of the organization in the opportunity of the organization. The framework is literally based on the smooth operation of the organization with the help of the scaffold in the organisation. The guidelines of the organization help in the marking of the organisational procedures. The system of the organization is better managed by the organizational development and organizational use of the similar guidelines for the overall development of the organization. The overall development of the organization is based on the guidelines of the organization. The overall development as based on the guidelines does not allow the managers to go out of the space and think. Rather leads in the operation of the orgnisation with fixed and close ended opportunity. As supported by Gil-Pechuán et al. (2014, p.190), the development of the organization is not well supported by the LATTICE frame because of the close ended operation.
The key strategies implemented by the health department of Queensland have been to identify the end users of the proposed system, train the management and staff along with defining requirements of the business (Goosen, 2016, p.70). The objectives of the framework as provided by the health department of Queensland focused on imparting adequate training and education to the staff and enlighten them about relevant information. The payroll system being disparate, two basic systems or support frameworks have been adopted- LATTICE and Environment for Scheduling Personnel (ESP). ESP as well as LATTICE has been progressively utilized since 1996 till 2002. The solution of LATTICE was gradually becoming obsolete with the passing years since it needed a minimum amount of interventions manually for accommodating complex award along with incentive structures to be paid to the employees. Opportunities in the organisation have been developed through the implementation of the framework now approved as one of the obsolete one. The situation of the organisation was into a greater alarming position because of the use in the framework of LATTICE, that mark the closed Indian guidelines of the organisation in the development of the organisational manager skill and knowledge on the work performed by workers of organisation. As mentioned by Pandeya et al. (2016, p.263), the achievement of the success in an organisation can be only possible with the help of the development in organisational use and proper management of skill the managers have. The use of the LATTICE went down because of the minimum effect on the mitigation of problems that arise in the organisation. Due to the traditional framework of LATTICE as there was no has effective mitigation procedures that the managers could have a well for the development of the organisation out of the critical situation.
As mentioned by IBM is one of the control process that help in managing organisational and managerial work in a smooth and development. The queen Queensland State Government for shared service initiative (SSI) was implemented by IBM for preparation of the organisation. at the IBM was not the only form for information that they used for the development of the organisation but logical and SAP were also out of the, operation of Organisation in an organisation development situation. In 2005 the IBM was contracted by FSI for transformation of the organisation formed. The process and procedure of IBM was of performance award interpretation in the society. The implementation of the Operation of the organisation Was bitter supported by IBM because of the eradication of the old system used by the organisation and implementation of the system that highest tax act in SAP finance, SAP HR, for the restoring system of the organisation worker. The implementation of the word with the help of IBM was better in chance of making proper work to bring solution will gather the employee of the organisation and maintain a proper authority in operation of the organisation which also included management and implementation on new projects of the organisation with special care and effective efficiency. Development of the study and operation of the organisation have also mention the developed organisation of structure which grows to be IBM’s one of the most important factor in the development of organisation society.
According to the observation of Houghton et al. (2016, p.365), among the other parties or contractors who were involved in the payroll system of Queensland health department, Corptech was much well-known and reputed one. The main objectives of Corptech have been to oversee entire implementation of health payroll strategies across all the Department of Queensland Government, commencing strategy of SAP as a Human Resource (HR) practice as well as Work brain solution and managing of prime contractor. Payroll tests have been successful by implementing the solutions of SAP HR along with Work brain solutions unlike LATTICE solution. Since there was no specific methodology of project management had been followed, hence, these solutions tended to be appropriate and the ownership, responsibilities and roles had been crystal clear to the employees as well as managers for avoiding the collapse of the system.
Supported by Fair, (2016, p.52), the first stage of the system development life cycle manages to be the System study which mark sweep elementary stage of system development life cycle. the investigation of the system development life cycle system study can be traced back to actually and physical system of the organisation. This is Temple along with System study health in and listing the study referring to the problem objective terms of reference constraint aspects and effect of the benefits and impacts of the demerits of the organisation. The use of the system study in the society and in the organisation is for the better identification of the problem and for the initiation of the project. As inferred by Ling-Chin et al. (2016, p.377), the background analysis also is done by the help of system study. Smooth operation of an organisation is maintained and accepted by the proposal of the cycle procedures from the next step. The study helps in better identification of the issues and the mitigation of such issues related to the inference and findings of the work done for the development of the organisational procedure and structure.
As inferred by Ioppolo et al. (2016, p.180), the feasibility studies is determined by the option and development of the organisation through which study is accepted and used for the better management of the society. The prime and the most important objective of a study thing feasible is not to solve the problems but to identify the scope of the object to that will help an organisation to add that precede into better developmental situation and opportunities. The economic feasibility is identified for the Solving problems of an organisation we use of better economic and cost effective methods. The use of the cost effective method and proper benefit analysis of the situation smart the feasibility of the study in terms of economic condition.
The organisational feasibility is 5 determination of proposed system is consistent and helps an organisation in strategic objective development. Development of the organisation depends on the understanding of system that works for the operation of an object in an organisation
As inferred by Houghton et al. (2016, p.363), Social feasibility marks the situation where the objective of the organisation is accepted and enjoyed by every community of the society without causing any social issues on cultural problems. It is essential to understand the impact of the society in an organisation for detecting the development of the operation and cultural views of the organisation. It is evident that an organisation should maintain the technical feasibility also for coping with the problems of technical issues that arises in daily operation of an organisational work.
Referring to the case study, it could be concluded that the health payroll system of Queensland in Australia has failed consistently and doctors along with other health professionals were not paid or wrongly paid. This resulted in imbalanced health institutional structure of Queensland. Even political unrest erupted due to this failure in the payroll system. The governance and the project management engaged in this project of payroll failure have been hardly successful in implementing appropriate framework for overcoming the system failure. However, these frameworks have been sincerely implemented and brought about few yet relevant changes in the payroll system in Queensland.
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