The Projects

Forward strategy for payroll system

Queensland Health can be regarded as a stakeholder including the government which also includes Queensland Government Chief Information. The main reason to choose this process is that the project can run effectively.

Governance and decision-making

The senior members of the committee can be considered as the main directors of the project and the successful running of the project depends on their decisions.

People and change 

The people in this project context are the managers and the employees working in the project (Andreini  et al. 2015). Like managers and staffs , these people are also helping to  complete the project successfully.

Funding 

The project stakeholders play an important role in this part. The stakeholders in this project are aware of the needed resources for the success of the project.

Project 1: Forward strategy for payroll system

Queensland Government Chief Information officer is the owner here, as he has the clear idea about the organization.

The stakeholders of the project can be regarded as the designers as they can contribute new ideas regarding the project.

In this case the CEO of the company can be regarded as the contractor, as only the Chief of the company has the right to introduce a new thing in the organization.

The leader of the project can be regarded as the owner as, the leader has a good relationship with the company.

Stakeholders in the project can be regarded as the designers as they can contribute the new ideas about the project. The ideas of the stakeholders will put certain attribute on understanding their needs for the services.

Here the leaders of the project can be regarded as contractors as, they have to deal with the workers directly. In this case, the positive interaction with the workers and the leaders is necessary as this will help to build the project successfully.

Owner can be the leader as the leader has the good co-ordination with the company. The leader can manage the entire thing and can give the right instructions to the employees.

Here designers as the stakeholders of the project. Stakeholders include the workers associated with the project, and the consumers who are getting service form the organization.

Leader of the project can be regarded as the contractor. Leader can help to identify the requirements necessary for the project, which will help the construct the project.

Identification of Project Characteristics

Here, manager is the owner, as he has the positive coordination with the employees and can lead them. The right coordination and the interaction between the employees are important as it will directly contribute in the effectiveness of the project.

The accountants of the company can be the designers as they can manage and negotiate the accounting process and funding.

The contractors in this case can be the employees of the company as they contribute the company by giving services.

Project 1: Forward strategy for payroll system

The suitable process for the negotiation interposes regarding the forward strategy payroll is a strategic approach. In case of strategic approach the focus stays on the final result of the project. Thus, this approach helps the project to progress.

The case the approach should be the structural approach. The negotiation for the project governance and the decision making process structural approach is used decision making capability, power, and responsibility. The power and position of the leader can have the impact on the decision making.

The approach regarding the negotiation of the change and the people needs to be behavioural approach , as it depends on the perception and behaviour of the individual

Integrative approach is needed to be used in case of funding as it is dependent on some factors like the problem solving ability and the approach tat can reduce the cost.

Forward strategy for payroll system

Distributive negotiation method can be used as  negotiation method for the forward strategy payroll system. The reason for choosing this method is that , its ‘zero-sum’ situation can only be negotiated by the ‘win-lose’ distributive compensation.

Governance and decision-making

Distributive negotiation method can be used for the making decision  and the governance process. The distributive method is an approach where the ‘win-lose’ situation makes the way for better governance.

People and change 

The approach for the negotiation should  be integrative in nature as the success of the project depends on the good communication between the stakeholders along with the winning the trust.

Funding 

Integrative method needs to be used in this section. The integrative  method enables the alterative solution for achieving the project goal and scope.

Forward strategy for payroll system

It can be said from the following outcome that the company needs to improve its negotiation process in order to run the project successfully along with growth of the business

Stakeholders of QLD Health Payroll Program

Governance and decision-making

The organization provides different kind of services related to the health. The programs are needed to be well managed and the purposes of these services are needed to serve properly (Thite and Sandhu 2014). In order to do this, the organization needs to manage all the programs effectively and the quality of the services needs to be consistent.

People and change 

Many people working in the organization, but at present, the company is experiencing  some problems with the workers (Nelson et al. 2015). Most of these issues are related to the job satisfaction of the employees and the work culture in the company. The company needs focus on resolving these problems.

Funding 

The company is gaining the profit. It indicates that the organization is making profit by providing the good services. The stakeholders of the company, which also includes the consumers of the services of the company, are getting benefited from the good service as well as the other stakeholders of the company are gaining profit.

References

Andreini, M., Lucchesi, C., Martelli, A., Martinelli, M. and Tagliaferri, D., 2015. Decentralized Human Resource Management in Public Service–The Italian National Research Council Approach. In New Contributions in Information Systems and Technologies (pp. 381-393). Springer, Cham.

Assimakopoulos, D., Betsos, G., Chalelli, E., Garofalakis, J., Giannoudakis, I., Koskeris, A. and Stamatis, A., 2015, June. An Integrated Web-Based System for Managing Payrolls of Regionally Spread Governmental Offices. In European Conference on e-Government (p. 489). Academic Conferences International Limited.

Brown, D.R.B., 2014. An exploration of the role of ethics in leadership decision-making in change initiatives in Queensland government owned corporations (Doctoral dissertation, University of Southern Queensland).

Lane, P., 2016. Contact for enquiries and proposed changes.

Nelson, R.E., Samore, M.H., Jones, M., Greene, T., Stevens, V.W., Liu, C.F., Graves, N., Evans, M.F. and Rubin, M.A., 2015. Reducing Time-dependent Bias in Estimates of the Attributable Cost of Health Care–associated Methicillin-resistant Staphylococcus aureus Infections: A Comparison of Three Estimation Strategies. Medical care, 53(9), pp.827-834.

O’Malia, A., Hills, A.P. and Wagner, S., 2014. Repositioning social work in the modern workforce: the development of a social work assistant role. Australian Social Work, 67(4), pp.593-603.

Thite, M. and Sandhu, K., 2014. Where is My Pay? Critical Success Factors of a Payroll System–A System Life Cycle Approach. Australasian Journal of Information Systems, 18(2).

Tursunbayeva, A., Bunduchi, R., Franco, M. and Pagliari, C., 2016. Human resource information systems in health care: a systematic evidence review. Journal of the American Medical Informatics Association, 24(3), pp.633-654.