Every system requires periodic evaluation after implementation. A post implementation review measures the system’s performance against prede...
Every system requires periodic evaluation after implementation. A post implementation review measures the system’s performance against predefined requirements. Unlike system testing, which determines where the system fails so that the necessary adjustments can be made, a post-implementation review determines how well the system continues to meet performances specifications. It is done after design and conversion are complete. It also provides information to determine whether major redesign is necessary.
Request for Review:
The initiating study begins with the review team, which gathers and reviews requests for evaluation. It also files discrepancy notices after the system has been accepted. Unexpected change in the system that affects the user or system performance is a primary factor that prompts system review. Once a request is filled, the user is asked how well the system is functioning. Suggestions regarding changes and improvements are also sought. This phase sets the stage for a formal post-implementation review.
A Review Plan:
This review team prepares a formal review plan around the objectives of the review, the type of evaluation to be carried out, and the time schedule required.
1.Administrative plan:
The review group probes the effect of the operational system on the administrative procedures of the user. The following activities are reviewed :
2.Personnel Requirement Plan:
This plan evaluates all activities involving system personnel and staff as they directly deal with the system. The emphasis is on productivity and job satisfaction. After teh plan is developed, the review group evaluates the following :
1. Personnel performance objectives compared with current performance levels : Turnover, tardiness and absenteeism are also evaluated. The results are documented and made available to the maintenance group for follow-up.
2. Training performance : Through testing , interviews, and all other data gathering techniques, the review group attempts to answer questions about the adequacy of the training materials.
3.Hardware Plan:
The hardware of the new system is also reviewed, including terminals, CRT screens, software programs, and the communication network. The primary target is a comparison of current performance specifications. The outcome of the evaluation indicates any differences between expectations and realized results. It also points to any necessary modifications to be made.
4.Documentation Review Plan:
Request for Review:
The initiating study begins with the review team, which gathers and reviews requests for evaluation. It also files discrepancy notices after the system has been accepted. Unexpected change in the system that affects the user or system performance is a primary factor that prompts system review. Once a request is filled, the user is asked how well the system is functioning. Suggestions regarding changes and improvements are also sought. This phase sets the stage for a formal post-implementation review.
A Review Plan:
This review team prepares a formal review plan around the objectives of the review, the type of evaluation to be carried out, and the time schedule required.
1.Administrative plan:
The review group probes the effect of the operational system on the administrative procedures of the user. The following activities are reviewed :
1. User objectives – This is an extremely critical area since it is possible that over time either the system fails to meet the user’s initial objectives or the user objectives change as a reflection of changes in the organizational objectives. We need to think in terms of problems and of further opportunities. The results of the evaluation are documented for future reference
2. Operating costs and benefits – Under the administrative plan, the cost structures of the system is closely reviewed. This includes a review of all costs and savings, a review and update of the non cost benefits of all the system and a current budget designed to manipulate the costs and savings of the system.
2. Operating costs and benefits – Under the administrative plan, the cost structures of the system is closely reviewed. This includes a review of all costs and savings, a review and update of the non cost benefits of all the system and a current budget designed to manipulate the costs and savings of the system.
2.Personnel Requirement Plan:
This plan evaluates all activities involving system personnel and staff as they directly deal with the system. The emphasis is on productivity and job satisfaction. After teh plan is developed, the review group evaluates the following :
1. Personnel performance objectives compared with current performance levels : Turnover, tardiness and absenteeism are also evaluated. The results are documented and made available to the maintenance group for follow-up.
2. Training performance : Through testing , interviews, and all other data gathering techniques, the review group attempts to answer questions about the adequacy of the training materials.
3.Hardware Plan:
The hardware of the new system is also reviewed, including terminals, CRT screens, software programs, and the communication network. The primary target is a comparison of current performance specifications. The outcome of the evaluation indicates any differences between expectations and realized results. It also points to any necessary modifications to be made.
4.Documentation Review Plan:
The reason for developing a documentation review plan is to evaluate the accuracy and completeness of the documentation compiled to date and its conformity with pre-established documentation standards. Irregularities prompt action where changes in documentation would improve the format and content.
