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Assignment 2: Structural Modeling and Behavior Modeling

Due Week 6 and worth 120 points

Refer to the functional model you verified and validated for ABS in the Week 4 assignment to complete this assignment.

Based on your performance, ABS management was so satisfied that it wants you to develop both the structural and behavior models. This way, ABS can fully understand both the interaction that would take place between the users and the system, and the system itself in greater detail.

Note: You may create and / or assume all necessary assumptions needed for the completion of this assignment.

Write a four to five (4-5) page paper in which you:

1. Create Class-Responsibility-Collaboration (CRC) cards and a class diagram based on the functional models through the use of graphical tools in Microsoft Word or Visio, or an open source alternative such as Dia. Note: The graphically depicted solution is not included in the required page length.

2. Identify each use case in the functional model and create a sequence and communication diagram for each scenario of each use case identified through the use of graphical tools in Microsoft Word or Visio, or an open source alternative such as Dia. Note: The graphically depicted solution is not included in the required page length.

3. Create a behavioral state machine for each of the complex classes in the class diagram.

4. Perform a CRUDE analysis to show the interactivity of the objects in the system.

5. Perform a verification and validation walk-through of each:Revise the requirements document created in Assignment 1 with additional information found in this assignment and document the assumptions. 

1. Functional model

2. Structural model

3. Behavioral model

6.

7. Use at least three (3) quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources.

Your assignment must follow these formatting requirements:

· This course requires use of new 

Strayer Writing Standards (SWS)

. The format is different from other Strayer University courses. Please take a moment to review the SWS documentation for details.

· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow SWS or school-specific format. Check with your professor for any additional instructions.

· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

· Include charts or diagrams created in Visio or Dia. The completed diagrams / charts must be imported into the Word document before the paper is submitted.

The specific course learning outcomes associated with this assignment are:

· Describe object-oriented modeling, structural modeling, and behavioral modeling.  

· Develop class diagram based on business scenarios.

· Use technology and information resources to research issues in procuring and designing project requirements.

· Write clearly and concisely about project requirements and design topics using proper writing mechanics and technical style conventions.

Running head: ADVANCED BUSINESS SYSTEMS 1

ADVANCED BUSINESS SYSTEMS 8

Business Process and Functional Modeling

Tom Anderson

Professor Yeates

CIS 353

February 3, 2020

Advanced Business Systems (ABS)

The advanced business system can be defined as a tool used in a business to enable it to produce and deliver quality products beyond their competitors. In other words, ABS may be understood as a tool that enhances efficiency and effectiveness to an organization in providing services through the use of technology. Broadly, ABS is categorized into three, the client, the contract manager, and the staffing manager (Muromtsev, 1). The client is responsible for making requests in the organization while the contract manager is the one who manages the operation of the systems. On the other side, the staffing manager is the person involved in employee-related activities where he/she engage in employee activities such as hiring and their dismissal. Therefore, the ABS is regarded to have employee analysis where it is involved first step ob request making by the client till the responding point. 

A company that uses ABS systems accrues certain benefits such as help in making complicated decisions based on the employee relationship. The systems provide that company with the previous information of various employees that makes it easy for decision-makers to come up with certain concluding to employees. With the data from the system, the contract manager is in the place of deciding whether a particular employee is eligible for new contracts in cases of their request (Grefen, 2). Besides that, the systems are critical in the management of human resources. Thus the staffing is in place of determining the number of employees in a given company without much struggling. Therefore the ABS to business has helped in easy decision making and cut down some operational costs.

The client 

A client is a critical person in the whole system due to his/her role in a firm. The client is responsible for initiating the process by requesting any additional staff. Thus, he/she ensure that the request always aligns with the contract and the client and therefore are always careful in making requests that can be approved.

Client

s are knowledgeable enough that in the situation of making requests above, the scope can easily be disapproved by the contract manager. During request time, the client is always aware of two possible outcomes, that is, request approval or refusal.

A time when the client’s request is declined, the companies ensure that it responds to the client informing them of their refusal proposing. The client’s application is refused for various reasons. However, the common cause is when they exist a contract (Soboleva, 3). A request is termed invalid is when surviving another contract; therefore, it is considered to violate the terms and conditions regarding contract agreement. Thus, the contract manager has no obligation in declining the request and demanding or newly contract formation.

The

Contract Manager

A contract manager is another important person in ABS in an organization. The contract manager acts as a link between the client and the staffing company when it comes to the handling of staffing tasks. As a facilitator of staffing between the client and the company, the contract manager evaluates and validated the requests from the client with the proper acknowledgment of terms and conditions associated with the contract process. The manager is also responsible for approval or declination of various client requests if they do not adhere to terms and conditions implemented before the request is handled to the staffing department.

Therefore, the contract manager is the one who permits the staffing department to take action or provide services upon specific requests; hence the staffing department cannot work without a contract manager. The staffing department finds employees upon permission from the contract manager who has information on every request made (Soboleva, 3). Moreover, the contract manager also oversees the contract execution process in the company and thus ensures proper observance of terms and conditions in the firm. In case of requests, the contract manager usually checks if the scope of the client is in alignment with the company’s contract terms and thus determines whether a particular request is valid.

Additionally, the contract manager is also responsible for all financial implications. Therefore, he/she evaluated the losses and profits gained upon approving a specific request. The manager considers value and duration as factors to determine the loss or gain from the contract. Contract managers tend to be more analytical in business since they have to evaluate the value of the contract and thus make critical decisions upon the request, whether to approve or decline.

The Hiring Department

Another vital part of the ABS is the hiring department that is responsible for handling employee-related issues. The hiring department is the one directed command from the contract manager, requiring them to offer staffing service to a specific client. The department compares the information from the system and the requirement and therefore determines if the needed person is available (Muromtsev, 1). Once the candidate with the desired requirement is found, then the department is the one responsible for notifying the person upon the urgency and confirms if the person is available before their confirmation.

When the candidate is available, the hiring department is the one responsible for making a payment arrangement with the person and then is forwarded to the client for their compliance. In circumstances when the client feels the terms for the contract are conducive for them, the client signs, and the recruit’s employees. However, if the client is not satisfied with the contract terms or maybe he thinks something must be added or remove, both parties engage in a discussion aiming to come up with a conclusion to better the contact.

Moreover, in situations when the required candidate is not available as per systems data, the hiring department is responsible for searching for an employee who can fill the gap. Therefore, the department is always given thirty days to look for an external candidate to fit at the required position and later advertises the post as vacancy to the public (Valter, 4). After advertisements, the department checks the qualified candidates upon their application and invites them for an interview. When the department is interested in a candidate, the department and the candidate discuss the terms of work before one is allowed to fill the position. The company makes comments about the employee and forward to billing schedule to facilitate other agreement.

Figure 1: the system use case

Staff requisition

Accept contract

Check validity

Update database

Validate viable contract

Establish terms

Update employment terms

Recruit potential staff

Client

Hiring manager

Contract Manager

Figure 2: the system activity diagram

Client request employee

Candidate available

Put request in database

Recruit or outsource

Is there valid candidate?

Notify employee

Alert client and seal agreement

Invalid

Recommend another contract

Conclusion

The advanced business systems involve discussion mainly to get information about the right candidates, thus ease employee selection in organizations. The system concerns itself to determine the potentiality of the user and understanding how a person is equipped to fit in a specific position. Thus, the system is essential in the decision-making process in the companies.

Sources

1. Muromtsev Dmitry. 2017. Functional modeling of business processes for development of control and monitoring systems. P. 440-442.

https://ieeexplore.ieee.org/document/8085856/

2. Grefen Paul. 2017. Advanced business process management in networked E-business scenarios. P. 70-104.

https://dl.acm.org/doi/10.4018/IJEBR.2017100105

3. Soboleva Elena. 2017. Organizational and functional modeling of business processes for management of the development project efficiency. P. 08030.

http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edsdoj&AN=edsdoj.78579b85141743c8913580a03a1f20c1&site=eds-live&scope=site

4. Valter Per. 2018. Advanced business model innovation supported by artificial intelligence and deep learning. P.97-111.

https://dl.acm.org/doi/10.1007/s11277-018-5612-x

Name: CIS353 Week 4 Assignment 1: Business Process and Functional Modeling

Description: CIS353 Week 4 Assignment 1: Business Process and Functional Modeling

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