The definition of system requirements is usually done in a user needs analysis. A user needs analysis identifies users of a system and all information products required by those users. Often a prioritization of the information products and the data requirements of those products is also undertaken. A proper user needs analysis is crucial to the successful evaluation of GIS software alternatives.
After user needs have been identified and prioritized they must be translated into functional requirements. Ideally, the functional requirements definition will result in a set of processing functions, system capabilities, and hardware requirements, e.g. data storage, performance. Experienced GIS consultants often play a major role in this phase.
PHASE III: System Evaluations
Evaluating alternative hardware and software solutions is normally conducted in several stages. Initially a number of candidate systems are identified. Information to support this process is acquired through demonstrations, vendor literature, etc. A short listing of candidates normally occurs based on a low level assessment. This followed by a high level assessment based on the functional requirements identified in the previous phase. This often results in a rating matrix or template. The assessment should take into account production priorities and their appropriate functional translation. After systems have been evaluated based on functional requirements a short list is prepared for those vendors deemed suitable. A standard benchmark, as discussed earlier, is then used to determine the system of choice.
PHASE IV: Justifying the System Acquisition
The proper justification of the chosen system requires consideration of several factors. Typically a cost-benefit analysis is undertaken to analyze the expected costs and benefits of acquiring a system. To proceed further with acquisition the GIS should provide considerable benefits over expected costs. It is important that the identification of intangible benefits also be considered.
The justification process should also include an evaluation of other requirements. These include data base development requirements, e.g. existing data versus new data needs and associated costs; technological needs, e.g. maintenance, training, and organizational requirements, e.g. new staff, reclassification of existing job descriptions for those staff who will use the GIS.
PHASE V: System Acquisition and Start Up
After the system, e.g. hardware, software, and data, is acquired the start up phase begins. This phase should include pilot projects. Pilot projects are a valuable means of assessing progress and identifying problems early, before significant resources have been wasted. Also, because of the costs associated with implementing a GIS it is often appropriate to generate some results quickly to appease management. First impressions are often long remembered.
PHASE VI: System Operations
The operational phase of a GIS implementation involves the on-going maintenance, application, and development of the GIS. The issue of responsibility for the system and liability is critical. It is important that appropriate security and transaction control mechanisms be in place to support the system. A systematic approach to system management, e.g. hardware, software, and data, is essential.
Implementation Issues
Introduction
Most organizations acquiring GIS technology are relatively sophisticated some level of investment already exists in electronic data processing
some experience w/ database management & mapping systems . . .
some combination of mainframes, workstations, Pcs
GIS technology moving into an environment w/ its own institutional structures
departments, areas of responsibility
as an integrating technology more organizational changes required
cooperation, breaking down of barriers, etc. may have been arguments FOR GIS in the first place
existing structures may be changing - e.g., centralized computing services disappearing
organizational change is often DIFFICULT to achieve and can lead to FAILURE of a GIS project
organizational & institutional issues more often reasons for failure rather than technical issues
Stage Theories of Computer Growth
several models proposed for the growth of computing within organizations
growth divided into a number of stages
most prominent model proposed by R. L. Nolan in 1973
Stage 1: Initiation
computer acquisition
use for low profile tasks within a major user department
early problems appear!
Stage 2: Contagion
efforts to increase use of computing
desire to use inactive resources completely
top management are supportive
fast rise in costs!
Stage 3: Control
efforts to control computing expenditures
policy & mgmt board created
efforts to centralize computing & control
formal systems development policies introduced
rate of increase in cost slows
Stage 4: Integration
refinement of controls
greater maturity in mgmt. of computing
computing seen as an organization-wide resource
application development continues in a controlled way
costs rise slowly & smoothly
How Does This Model
Fit the GIS Experience?
2 versions:
incremental
radical
Incremental Model
GIS is a limited expansion of existing data processing facilities
no major changes required
GIS will be managed by data processing dept. as a service
probably run on that dept.s server or mainframe
this model fits AM/FM & Land Information System applications best
notion of adding geographical access to existing administrative database
GIS acquisition is expansion of existing facilities
thus implementation really begins at Stage 2 of Nolans model (contagion)
if acquisition successful, use and costs will grow rapidly, leading to control in Stage 3
Radical Model
GIS is independent of existing data processing facilities
e.g., GIS installed on PCs instead of server or mainframe, & promoted by staff w/little or no history of data processing use
data processing dept. may resist acquisition, or attempt to persuade mgmt. to adopt an incremental strategy instead
may be strong pressure to make GIS hardware compatible w/ main data processing facility to minimize training/maintenance costs
this model more likely in GIS applications w/ strong analytical component (resource mgmt., planning, etc.)
model assumes GIS will NOT require large supporting infrastructure
unlike central data processing facility w/staff of operators, programmers, consultants, etc.
unlike incremental model, implementation begins at Step 1 of Nolans model
few systems progress beyond Stage 2 - process of contagion still underway, GIS is still new
stage 2 is slow with GIS b/c of need to educate/train users in new approach
GIS does NOT replace existing manual procedures in many applications (unlike many data processing applications)
support by mgmt. may evaporate before honeymoon is over! No Stage 3 or 4
currently little documentation of well-controlled (stage 3), well-integrated (stage 4) systems, but. . .
this will change rapidly over next few years
Resistance to Change
many organizations are conservative
resistance to change has always been a problem in technological innovation
change requires leadership
stage 1 requires a missionary within an existing department
stage 2 requires commitment of top mgmt., similar commitment of individuals w/in departments
despite economic, operational, even political advantages of GIS, the technology is new and outside the experience of many senior managers
leaders take great personal risk
ample evidence of past failure of GIS projects
initial missionary is an obvious scapegoat for failure
Chrisman (1988) documents the role of various leaders in the early technical development of GIS
similar roles within organizations will likely never be documented!
Implementation Problems:
1.Over-Emphasis on Technology
planning teams made up of technical staff will emphasize technical issues in planning
perhaps they will ignore managerial issues
planning teams often forced to deal with short-term issues
perhaps no time to address longer-term management issues
2.Rigid Work Patterns
it may be difficult for the planning team to foresee necessary changes in work patterns
a formerly stable workforce may be disrupted
e.g., some jobs may disappear!
or some jobs may be redefined, e.g., drafting staff reassigned to digitizing
some staff may find their new jobs too demanding
e.g., former keyboard operators may now need to do database query operations
drafting staff may need computing skills
people comfortable in their roles will not seek change
e.g., people must be persuaded of benefits of change through education/training
3.Organizational Inflexibility
planning team must foresee necessary changes in organization hierarchy, organizations wiring diagram
departments that are expected to interact and exchange data must be willing to do so!
4.Decision-Making Procedures
many GIS projects are initiated by an advisory group drawn from different depts.
adequate for early phases of acquisition but must be replaced by a group with a more well-defined decision-making responsibility
usually painful to give a single dept. authority (funds must be reassigned to that dept.)
but this usually assures a higher rate of success
e.g., many states have assigned responsibility for GIS operation to a dept. of natural resources
consulting is then mandated from related user departments through committees
project may be derailed if any important or influential individuals are left out of the planning process!
subtle mixture of technical, political, and organizational issues
typically made on technical grounds
then modified to meet pressing political, organizational issues
6.System Support Staffing
at a MINIMUM, a multi-user GIS requires:
a system manager responsible for day-to-day operation, staffing, financing, meeting of user requests
a database manager responsible for database design, planning data input, data security, database integrity
planning team may NOT recognize necessity of these positions
in ADDITION, the system will require:
staff for data input, report production
applications programming staff for initial development, although these may be supplied by the GIS vendor
management may be tempted to fill these positions from existing staff without adequate attention to qualifications
personnel dept. will be unfamiliar w/nature of positions, qualifications, SALARIES
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