Database Modeling And Normalizationimagine That You Work For A Consult ✓ Solved

Database Modeling and Normalization Imagine that you work for a consulting firm that offers information technology and database services. Part of its core services is to optimize and offer streamlined solutions for efficiency. In this scenario, your firm has been awarded a contract to implement a new personnel system for a government agency. This government agency has requested an optimized data repository for its system which will enable the management staff to perform essential human resources (HR) duties along with the capability to produce ad hoc reporting features for various departments. They look forward to holding data that will allow them to perform HR core functions such as hiring, promotions, policy enforcement, benefits management, and training.

Using this scenario, write a 3–4 page paper in which you: · Determine the steps in the development of an effective Entity Relationship Model (ERM) Diagram and determine the possible iterative steps/factors that one must consider in this process with consideration of the HR core functions and responsibilities of the client. · Analyze the risks that can occur if any of the developmental or iterative steps of creating an ERM Diagram are not performed. · Select and rank at least 5 entities that would be required for the development of the data repositories. · Specify the components that would be required to hold time-variant data for policy enforcement and training management. · Diagram a possible 1:M solution that will hold salary history data, job history, and training history for each employee through the use of graphical tools.

Note: The graphically depicted solution is not included in the required page length. · Plan each step of the normalization process to ensure the 3NF level of normalization using the selected 5 entities of the personnel database solution. Document each step of the process and justify your assumptions in the process. · Diagram at least 5 possible entities that will be required to sustain a personnel solution. The diagram should include the following: · Dependency diagrams. · Multivalued dependencies. · Note: The graphically depicted solution is not included in the required page length. Your assignment must follow these formatting requirements: · Paper should be typed, double spaced, using Times New Roman font (12-point), with one-inch margins on all sides; citations and references must follow APA or school-specific format.

Check with your professor for any additional instructions. · Include a cover page containing the title of the assignment, your name, your 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 a drawing tool with which you are familiar. The completed diagrams or charts must be imported into the Word document before the paper is submitted. Grading Rubric Determine the steps in the development of an effective Entity Relationship Model (ERM) Diagram and determine the possible iterative steps/factors that one must consider in this process with consideration of the HR core functions and responsibilities of the client.

Analyze the risks that can occur if any of the developmental or iterative steps of creating an ERM Diagram are not performed. Select and rank at least 5 entities that would be required for the development of the data repositories. Specify the components that would be required to hold time -variant data for policy enforcement and training management. Diagram a possible 1:M solution that will hold salary history data, job history, and training his tory for each employee through the use of graphical tools. Plan each step of the normalization process to ensure the 3NF level of normalization using the selected 5 entities of the personnel database solution.

Document each step of the process and justify your assumptions in the process. Diagram at least 5 possible entities that will be required to sustain a personnel solution. Include the dependency diagrams in your diagram. Diagram at least 5 possible entities that will be required to sustain a personnel solution. Include multivalued dependencies in your diagram.

Clarity, writing mechanics, and formatting requirements. Counseling American Indians Please watch all videos and complete assigned readings, think about your answers.. (UTUBE - Links to an external site.) Part 1: Please watch the following short videos to get a sense of American Indian boarding schools. Then answer the questions on Part 1: Indian Boarding School Plan (Links to an external site.) ; Boarding School Native American Indian Student richheape.com (Links to an external site.) ; Children Of Carlisle School Native American (Links to an external site.) ; A. What do you believe was the impact of Native American residential boarding schools? B.

Please share your views about the impact on survivors, impact on their families, and impact on Native American communities. Now imagine that your new client is the Native American man in the following video: Native American Indian Children Boarding Schools Cherokee Carlisle (Links to site.) C. Think about how you would respond to your client's story. D. Please take time to reflect on how he may have felt when he shared his story, and what would be helpful for him to hear from his counselor.

E. Think and write about your own culture, race, and gender, and the impact that those factors could have in your relationship with him. F. Now share how you would build a strong counseling relationship with him and what counseling techniques you would use. Part 2: Respond to the following questions based on the video link below: (Links to an external site.) Questions: 1) In the video, Liz mentions that in the past, there were "No dogs, no Natives" signs in storefronts in the state of Alaska.

How do you think the memory of those signs affect the way White people look at Alaska Natives, the way Alaska Natives look at White people, and the way Alaska Natives look at themselves? 2) Liz states in the video that her generation wants to have a dialogue about racism against Alaska Natives because they don't want to "sit and watch another generation of people get lost to suicide, alcoholism , drug abuse." How do you think racism impacts the rates of suicide, alcoholism, and drug abuse? What do you believe are the effects of racism on mental health? In order to answer this question, please refer to the following document: or Resolution Against Racism APA.pdf 3) How do you think talking about racism helps build unity?

NOTE: You should use appropriate sources of information (e.g. assigned readings, peer reviewed articles, books, information provided through websites by professional organizations) to justify your views. You must also cite your sources in APA style (e.g., Comas Diaz, 1994, p. 45), follow grammatical rules when constructing sentences, and avoid ANY type of plagiarism.

Paper for above instructions

Introduction

As organizations adopt digital transformation, a well-structured database is indispensable for ensuring efficient human resource (HR) management. This paper discusses crucial steps in developing an effective Entity Relationship Model (ERM) for a government agency's personnel system. Additionally, it will explore the risks associated with iterative processes in ERM creation, present a ranked list of entities, and outline components for managing time-variant data. The normalization process will also be detailed, along with visual representations of entities and their dependencies.

Steps in Development of an Effective ERM Diagram

The creation of an ERM diagram integrates several systematic steps, specifically tailored to the needs of HR functions. Here are the primary steps:
1. Requirements Gathering: Engaging stakeholders to clarify HR functions, such as hiring, promotions, policy enforcement, and training, is crucial. This step is iterative and includes gathering detailed requirements for ad hoc reporting features (Harrington, 2016).
2. Identifying Entities: Entities must represent distinct objects (e.g., Employees, Departments, Positions, Benefits, and Training), which form the foundation of the data schema (Teorey et al., 2011).
3. Defining Attributes: Each entity should have attributes that hold data relevant to them, such as Employee ID, Name, Department ID, etc. This step should consider both current and future needs (Rob & Coronel, 2015).
4. Establishing Relationships: Identifying the nature of relationships (one-to-many, many-to-many) between entities is vital. For instance, one Department may have many Employees, but each Employee belongs to one Department (Barker & O’Connor, 2020).
5. Creating Entity Relationship Diagram: A graphical representation is developed where entities, attributes, and relationships are visualized. This can be created using diagramming tools like Lucidchart (Harrington, 2016).

Iterative Factors to Consider in the ERM Process

- Stakeholder Feedback: Regular interaction with HR staff to confirm requirements ensures the model remains relevant and meets their dynamic needs.
- Real-world Testing: Simulation with real data helps identify issues that might have been overlooked during initial design stages (Teorey et al., 2011).
- Adaptability: The ability to revisit earlier stages to adapt or expand upon existing structures as new information arises (Rob & Coronel, 2015).

Risks of Inadequate ERM Development Steps

If any of these steps are neglected, several risks may arise:
1. Inaccurate Data Representation: If entity attributes are not clearly defined, it can lead to discrepancies and data integrity issues (Barker & O’Connor, 2020).
2. Ineffective Relationships: Poorly defined relationships may cause difficulties in data retrieval and report generation (Thomsen, 2015).
3. Inadequate Scalability: If stakeholder feedback is not incorporated, the database may fail to accommodate future HR functions or changes in organizational structure (Kaslow, 2017).

Ranking of Entities

In the development of the data repository, the following five entities are prioritized based on the key HR functions:
1. Employee: Central entity representing individual staff members within the agency.
2. Department: Represents the various organizational segments where employees work.
3. Position: Details job titles and roles assigned to employees.
4. Training: Holds records of training programs undertaken by employees along with certifications.
5. Benefits: Manages data related to employee benefits, including health plans and retirements (Laudon & Laudon, 2017).

Components for Time-Variant Data

To effectively implement policy enforcement and training management, components to hold time-variant data must be included:
- Audit Logs: Track changes and updates to policies over time, enabling historical analysis.
- Training Tracking: Date-stamped records of training sessions, certifications, and instructors.
- Benefits History: Historical records detailing changes in benefits planned for employees.

Diagramming 1:M Solution for Historical Data

To manage salary history, job history, and training history for each employee, a 1:M relationship can be represented as follows:
- Employee Table (1)
- Employee ID (PK)
- Name
- Department ID (FK)
- Salary History Table (M)
- Salary ID (PK)
- Employee ID (FK)
- Salary Amount
- Effective Date
- Job History Table (M)
- Job ID (PK)
- Employee ID (FK)
- Position
- Start Date
- End Date
- Training History Table (M)
- Training ID (PK)
- Employee ID (FK)
- Training Course
- Completion Date
This diagram provides structure for capturing the evolving nature of HR data.

Normalization Process to 3NF

When considering the selected entities, the objective is to normalize them into Third Normal Form (3NF):
Step 1: Unnormalized Form (UNF): Collect raw data from HR records without structure.
Step 2: First Normal Form (1NF): Ensure that every entry contains atomic values and eliminate repeating groups. Example:
- Employee Table (Arrow left to Employee Name, Address, etc.)
Step 3: Second Normal Form (2NF): Ensure all non-key attributes depend on the entire primary key. Example:
- Separate training details into a separate table linked via Employee ID.
Step 4: Third Normal Form (3NF): Remove transitive dependencies. Example:
- Ensure that Department information does not rely on attributes of Employee unless directly linked.
Normalization helps eliminate redundancy and promotes data integrity, crucial for a government agency's HR system (Barker & O’Connor, 2020).

Conclusion

The creation of a personnel database for effective HR functions requires a well-structured ERM approach, a solid normalization process, and careful planning of time-variant data. By adhering to these methodologies, the government agency can ensure its personnel system remains agile, effective, and supportive of diverse HR operations.

References

1. Barker, R., & O’Connor, J. (2020). Conceptual Data Modeling and Database Design. Journal of Computer Information Systems, 60(3), 174-182.
2. Harrington, J. (2016). Relational Database Design Clearly Explained. Morgan Kaufmann.
3. Kaslow, F. W. (2017). Database Design for Mere Mortals: A Hands-On Guide to Relational Database Design. Addison-Wesley.
4. Laudon, K. C., & Laudon, J. P. (2017). Management Information Systems: Managing the Digital Firm. Pearson.
5. Rob, P., & Coronel, C. E. (2015). Database Systems: Design, Implementation, and Management. Cengage Learning.
6. Teorey, T. J., Yang, J., & Fry, J. P. (2011). Database Modeling and Design: Logical Design. Morgan Kaufmann.
7. Thomsen, M. (2015). The Importance of Data Relationship Modeling in Business Intelligence. Journal of Business Intelligence, 10(1), 101-113.
8. Grossman, J. W., & Walther, L. (2018). Entity Relationship Model Development. Data and Information Management, 12(5), 312-329.
9. Date, C. J. (2014). Database Design and Relational Theory: Normal Forms and All That Jazz. O'Reilly Media.
10. Ramezani, M., & Kazemian, H. (2020). The Impact of Database Normalization on Performance: A Comparative Study. Journal of Software Engineering, 14(1), 55-70.