WEO Analysis

8/13/2019 WEO Analysis

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WEEKENDS ONLY MOBILE

APPLICATIONANALYSIS

DECEMBER 2013

Steve Anthoney, Abigail Rusnica, Calvin Dinh,

Andrew Schnur, Ahman Al-Alim


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TABLE OF CONTENTS

Introduction.....................................Error! Bookmark not defined.

Problem Description ......................Error! Bookmark not defined.

Analysis .............................................Error! Bookmark not defined.

Client's Perspective....................................... Error! Bookmark not defined.

Employee's Perspective............................................................................... 3

Possible Solutions....................................................................................... 10

Paycor....................................................................................................... 10

Out-of-Box Applications....................................................................... 11

Self-Developed Application................ Error! Bookmark not defined.11

Analysis Conclusion ................................................................................... 12

Recommendation .........................................................................13

Solution ......................................................................................................... 13

Prototype ...................................................................................................... 13

Justification................................................................................................. 16

Implementation........................................................................................... 17

Time to Build ........................................................................................... 17

Cost to Build ............................................................................................ 17

Risk ............................................................................................................ 18

SharePoint................................................................................................ 18

Conclusion.....................................................................................20

Appendix........................................................................................21

Resources.......................................................................................33


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INTRODUCTION

When approached by the representatives of Weekends Only, the idea of

mobile application for the use of their employees was broached. A need to

improve the channels of communication from a growing company to the

employees that receive a minimal amount of face time within a store that is

only open three days a week.

IDENTIFYING THE PROBLEM

After receiving the presentation from Weekends Only, we have come to

understand a problem in communication between management andemployees. We also understand a need from management to address this

problem while creatively improving employee engagement. We have

therefore, identified our stakeholders primarily as the employees of

Weekends Only. Management and the human resources department stand to

gain considerably as well from increased communication and ease of access.

There is a specific emphasis on part time employees since their

schedules are subject to frequent change. Full time employees on the other

hand, have a set schedule and do not place as high a value on mobile

scheduling. This applies to store management as well, though there are otherfeatures of mobile human resources applications that could prove beneficial

to all employees.

ANALYSIS

CLIENTS PERSPECTIVE

According to the clients presentation, the main goal is to improve

employee engagement and communication. The primary expectation is to

receive feedback from us on how to achieve this goal by providing a mobile

human resources application to the employees. There is a desire to have

employees be as connected as possible to their managers and coworkers

throughout the week since they only have three days of face time. The


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current system in place requires face-to-face interaction between employees

and their respective managers to make the simplest of requests.

By increasing this relationship, one can expect an improvement in

company loyalty and a reduction of employee turnover,which is very high in

a retail setting. According to an article from the Gallup Business Journal,

employees are not

leaving companies

for better pay or

benefits as often as

managers

previously thought.

Between

management,

general workenvironment, and

scheduling, these

make up 25% of

the reasoning

behind why people

change jobs.

EMPLOYEES PERSPECTIVE

After hearing from Weekends Only what they were looking to improve,

it was clear that a mobile application to provide an ease of access to

management and scheduling requests was desired. Next came the task of

finding out what features of this application would best fit both the needs of

the client and the employees.

STRATEGYIn order to best understand what the employees biggest problems with

the current system were, we interviewed fulltime, part time, and managers to

inquire about their thoughts on how they request time off and communicated

with one another. From these mini-interviews, we found that employees

utilize both Paycor and Time on Demand to make time off requests, view


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Paid Time Off and their schedules. Often login passwords are forgotten and

managers forget to input requests on behalf of employees for time off. There

is also trouble getting in contact with co-workers in order to get shifts

covered. The employees could see a mobile application as the solution to these

deficiencies; something they can have constant access to since they are not

given a traditional desk and computer at work.

With this information in mind, we developed a questionnaire for all

positions to fill out. We were able to take a sample of 30 employees from all

five current Weekends Only locations.

Weekends Only Mobile Application

Questionnaire

This questionnaire is intended to be completely anonymous. For statistical purposes, we only ask you to

identify your employment classification and age group.

(Please circle one)

Classification

Part-time Full-time Manager

Department

Sales Customer Service Operations Showroom

Age group

16-21 22-27 28-37 38-49 50+

1.) Do you currently find it difficult to request time off, get requested time off, or get co-workers to

cover your shifts?

A. YesB. No


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1a.) If Yes, which of the following describes the circumstances of your difficulty?

(Select all that apply)

A. It is difficult to reach my supervisor when I am at home or awayB. My supervisor forgets that I asked for time offC. I cannot remember my password to Paycor to submit my requestD. I do not have co-workers contact information to get shifts coveredE. Other: ___________________________________________________

2.) Do you own a smartphone?

A. AppleB. AndroidC. WindowsD.

Blackberry

E. None

3.) Would you consider using a smartphone application for work that could help you keep track of current

events, view & modify your weekly schedule, and connect with co-workers and managers?

A. YesB. No

3a.) If No, which of the following statements best describes your reasons to NOT use a Weekends Only

mobile app?


A. I do not own a smartphoneB. My cellular plan is too costly to consider using minutes/data for workC. I am too busy to think about work when at homeD. I will not engage with work during my free timeE. I dont see the benefit. I already have all the tools I need for work.F. Other: __________________________________________________________________

4.) Do you have concerns about sharing your contact information with co-workers?

A. NoB. Yes (Please explain: ________________________________________________________)


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5.) If Weekends Only chooses to adopt a mobile app currently available on iTunes or Play Store, how

much would you be willing to pay for an application as described?

A. $1B. $2C. >$2D. Would not be willing to pay

6.) Which of the following features would you find useful in a mobile application?


A. Employee contact listB. Internal messaging system (to both coworkers & managers)C. Request time offD. Swap/Release shifts for other employees to pick upE. Check PTO availabilityF. Social networking with fellow employeesG. Current inventory informationH. Other: _________________________________________________________________

7.) Instead of a mobile app, would you prefer a web site accessible from your home computer that includes

these features?

A. YesB. NoC. I would use both

8.) If a mobile application became the primary method of viewing and changing your schedule, do you feel

it would be better or worse than your current method?

A. BetterB. Worse

(Explain:__________________________________________________________________________)


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From the responses gathered from these questionnaires we were able

to see trends and identify the features that employees would most like to see

in the development of a mobile application.

RESULTSWe found that the greatest concentration for our questionnaires fell in

the age 28-37 ranges, which was encouraging since this is a generation

generally willing to adopt new technology. The younger age groups are also

already well adapted to new and changing technologies.

0

2

4

6

8

10

12

14

16-21 22-27 28-37 38-49 50+

Age Distribution


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After collecting the responses, the majority of them were filled out by

part-time employees that we earlier identified as our primary stakeholder for

this analysis since they spend the least amount of time in the store.

When asked whether or not they owned a smartphone, nearly all of the

respondents owned one in some form. While this representation shows that

9% of the employees did not own any form of smartphone, in reality, this

concluded in two individuals.

0

2

4

6

8

10

12

14

16

18

20

Part-time Full-time Manager

Position Held

29%

53%

6%

3%

9%

Smartphone Ownership

Apple

Android

Windows

Blackberry

None


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While initially, the client displayed a desire to have a social

networking presence within the application, the questionnaire results showed

that to be of little concern to the employees. Based on the interviews

conducted earlier in the study, it was found that employees already had other

social networking applications installed on their phones and therefore did not

care for one for this project.

There was an overwhelming desire for a new system to request time

off. While the current system worked for the most part, it is often confusing

and difficult for the employees. The other major feature concluded from the

questionnaires and interviews was the employee contact list so that it was

easier to get shifts covered.

Not shown on this chart, is the feature of being able to view ones

schedule from the application. We considered this to be a necessary base of

the application which all employees desired. Finally, the idea of an internal

messaging system was considered advantageous, especially for those

concerned with privacy issues. A few employees whom did not want their

personal email and phone number readily displayed to the entire company

and mandated an opt-in policy.

0 5 10 15 20 25 30

Employee Contact List

Internal Messaging System

Request Time Off

Swap/Release Shifts

Check PTO

Social Networking

Current Inventory Info

Desired Features


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The first question on our survey prompted the employee to comment on

the current system in place for viewing schedule and requesting time off. Did

they find it cumbersome? The results showed that while most of the

employees are not unhappywith the current system, by the end of the

questionnaire and being exposed to the possibilities for improvement, the

results reversed and the majority of employees agreed that the proposed new

system would be an improvement.

POSSIBLE SOLUTIONS

PAYCOR MOBILE APPLICATION

Utilizing the preexisting Paycor software already in use at Weekends

Only is one possible solution. Paycor has two products Time and Attendance,

a web based application that could be used by those that do not own

smartphones, and Employee Mobile for those that do have access. Both are

fully implemented and supported by Paycor at an additional cost to what

services Weekends Only is currently subscribed to.

While the web based application does have many of the features that

employees are looking for such as scheduling and paid time off management,

it provides a more unique experience for the managers. They are able to view

a wide rang of reports, configure rules for black out days, and monitor

employee performance.

Yes

;21

%No;

79%

Old System

Bet

ter;81%

Wor

se;

19%

New System


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The Paycor mobile application however, is a bit more limited. Using

the employees Paycor username and password, the Time and Attendance

module can be accessed via the web, but not directly through the app.

Employee Mobile is primarily focused on the viewing of pay stubs, PTO and

tax documents. However, there is an employee contact list, which was a

feature attractive to those surveyed.

OUT-OF-BOX HRAPPLICATIONS

There are a number of human resources applications already on the

market. Some of these include WhenIWork and ShiftPlanning. While all of

these options include a quick solution, they do not contain all of the features

that both the client and stakeholders have expressed a need and desire for.

They are not as customizable as building an application from scratch. These

applications are able to be quickly implemented and often start with a freetrial.

They are able to support the number of employees Weekends Only

currently has, but it becomes more complicated with the fact of there being

multiple locations to consider. Keeping schedules and requests from each

store separate while still integrating one employee database would prove

confusing.

These sites charge a monthly fee for their services that increases with

the number of employees and the number of features to be utilized. Discountsare given to those whom prepay annually. The prices tend to be around $85-

$100 a month for up to one hundred employees.

SELF-DEVELOPED MOBILEAPPLICATION

When it comes to looking into the benefits, it is important must look at

it from both the perspective of the employees and the company. When it

comes to the employee benefits, by using this application, everyone would

have equal opportunity, by providing 24/7 access to the company; either by

email, text message or application notifications. It gives the employee the

capability to ask for shift trades, browse contact lists, contact coworkers, and

make time off requests. All of these things simplify the current process and

allows the employee to have more control over their schedule. Working every

weekend when there are life events and activities that they want to attend

means being able to adjust their schedule to meet these needs is vital.


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Next there are the managerial benefits. By having access to the

application it gives the manager the opportunity to approve time off requests,

moderate swap and drop requests, find and contact shift replacements, and

also add, edit and publish shift schedules. The general ease of access for both

manager and employees alike should not be overlooked as well. A

smartphone is something nearly all of Weekends Onlys employees have

access to at all times, whether theyre in the store or at home. Any barriers to

communication are immediately broken with this application.

ANALYSIS CONCLUSION

When it comes to the various solutions for implementing human

resources applications, the possibilities are endless. More and more

companies are emerging with out-of-box solutions, in which we only looked

closely at two popular options. While the convenience of using a system thatalready exists cannot be paralleled, to fully commit to this project, it is

important to incorporate all of the necessary features outlined by both the

client and the employees. Paycor is a system Weekends Only already has in

place and therefore would take virtually nothing to implement aside from

some additional costs for the added features but the limitations of the mobile

application are too severe to be recommended.


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From a simple side menu, all of the

features are easily accessible and a Tour

button is also included that would provide

the user with a walkthrough of the

application. This will be especially helpful

when first transitioning to using the app.

Employees can choose which week of

their schedule they would like to view and

can see if there is a shift available to be

picked up in their department. The staff

directory will include both email addresses

and phone numbers for those who choose to

display each. Cooperating with the desired

opt-in feature, each employee has theability to turn visibility of either on or off in

the directory.


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Due to overwhelming feedback showing the importance of requesting

shift changes, these tasks can be completed from three separate areas within

the app according to users needs and preferences.First, the requests tab

from the main menu shows the logged in users current change requests and

permits them to add, modify or delete requests by tapping the Edit button.

When submitting a new request for time off, the employees current accrued

paid time off would be displayed and there would be a check box indicating

whether or not they would like to use PTO toward the request.

Next, users may view other employees

requests from the messaging tab. Here they

can create a new message to be sent to either a

single person or a group of people. Each

employee would be designated by the

department they work in whether it be sales,customer service, etcetera. This way, only

relevant employees are being contacted and no

one is overwhelmed by a plethora of messages.

Lastly, if the user wishes to contact a

specific employee to cover their shift, they may

tap on the Staff tab from the main menu,

scroll to the employees name and view the

employees contact information if available.

Once a user requests to pick up or drop a

shift, the change request is sent to the

managers portal. From there, managers can

view drop shift requests as well as approve

pick-up shift requests to update the daily work

schedules. If there is a change request listed

during a time the user wishes to work, they

may tap the request and mark it as covered.

Whether the shift swap is approved or denied,

an automated message is sent to both parties

indicating the managers decision and alerting

them if they are still responsible for the shift.


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JUSTIFICATION

When it comes to looking into the benefits, it is important must look at

it from both the perspective of the employees and the company. When it

comes to the employee benefits, by using this application, everyone wouldhave equal opportunity, by providing 24/7 access to the company; either by

email, text message or application notifications. It gives the employee the

capability to ask for shift trades, browse contact lists, contact coworkers, and

make time off requests. All of these things simplify the current process and

allows the employee to have more control over their schedule. Working every

weekend when there are life events and activities that they want to attend

means being able to adjust their schedule to meet these needs is vital.

Next there are the managerial benefits. By having access to the

application it gives the manager the opportunity to approve time off requests,

moderate swap and drop requests, find and contact shift replacements, and

also add, edit and publish shift schedules. Companies that have implemented

HR applications have shown that streamlining these activities have saved

management three hours weekly.

These benefits to

the employees and

managers stand to

benefit Weekends

Only as a company

as well. By

improving brand

loyalty and

communication,

employee turnover

would decrease,

thus saving costs onfinding new

candidates and

retraining them to

fill vacant positions.


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IMPLEMENTATION

TIME TO BUILD

Typically, applications take four to six weeks to build. However, shouldone utilize in-house staff, there is the added time to train the employees in

how to code for both the Apple and Android platforms. Consider cross

platform toolkits such as Appcelerator or Phonegap to limit the amount of

coding needed to be done by developers to save time and money.

COST TO BUILD

Based on How Much To Make An Apps website, it will cost about

$34,000* in total to build an application from our prototype for both Android

and iOS. There is the opportunity to cut costs if there are employees already on

the payroll capable of programming the two applications. Furthermore, the

industry norm for software maintenance is about fifteen to twenty percent of

the original development costs. Having someone in-house capable of managing

bug fixes and updates would be not only convenient but also cost effective.

Outsourcing the project to application development agencies do not always

include any sort of support or maintenance after the creation of the app. If they

do offer such an option, it comes at an additional cost.

*According to ageneralization made by Android in 2012, it was said that on average an appthat takes six weeks to develop cost about $35,000.


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In addition to the actual development costs, there are also fees applied

to hosting the application in the store. While it is free to submit an app to

either the Apple app store or to Google Play, it requires a developer account:

$99/year for Apple; $25 one time fee for Google Play.

RISK

End-user Behavior

Users may be not satisfied with the application due to various reasons;

interface, features, security, etc. Furthermore, it takes time to get used to the

app and somehow and could be hard for some to adapt to. It could also cause

some working shifts swap failures due to wrong manipulations when using

the apps.

Lost or Stolen devicesThis is the greatest security concern for most enterprises. According to

SBIC survey, over 80 percent of respondents rated this factor as the number

one mobile security concern. There is a lot of intellectual property and

information such as emails, earnings, credit information that can be stolen.

Software Vulnerabilities

Updating and fixing problems in a mobile application is much more

complex than doing it on a personal computer. Thus it will cost more time

and money to make the apps function better. Slower updates could make the

mobile devices more vulnerable to attacks. Jail breaking and rooting are two

types of schemes to make devices vulnerable to outside attacks.

SHAREPOINT

Through interviews with management it was discovered that

Weekends Only has recently implemented Microsoft SharePoint to improve

communication and document flow at the management level. At its core,

SharePoint uses Microsoft SQL for managing and storing web content,

including lists and documents. SharePoint developers designed SharePointwith todays mobile work force in mind, which makes it ideally suited to meet

Weekends Onlys needs. SharePoint sites can easily be built device-aware.

This means that the same site can be accessed by a PC with the look and feel

of an intranet web portal, while simultaneously accessed by a mobile device

with the look and feel of a mobile application.


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Furthermore, SharePoint is designed to be accessed by organizational

members using their system credentials for identification into the site. This

feature, along with TLS encryption algorithms, adds the necessary security

mechanisms to ensure system users can only gain access to data that has

been marked as acceptable.

The prototype we have we have built focuses primarily on improving

the scheduling process while ensuring a reliable mechanism for management

to distribute company information and communication. From a design

perspective, this prototype will need an intermediary system to process

requests, distribute communication documents and build management

approval queues for schedule changes. All of this intermediary processing can

be handled by building the mobile and web application on SharePoint.

SharePoint can process employee schedules as lists, place individual schedule

changes into an approval queue as well as send alerts or documents to usersafter requests have been approved. Furthermore, the SharePoint site can be

built so that users can connect from their mobile device or from a PC web

browser. With 9% of employees not having, or not willing to use a

smartphone, having the web portal built into SharePoint will achieve

maximum employee adoption potential.

Another benefit of SharePoint is its ability to store any and all content

in a SQL database. This allows management to retain data stored on the

system for later viewing or processing. Furthermore, the programming

capabilities built into SharePoint for interfacing with the database will allow

scheduling information entered into the SharePoint site to be pushed to the

Paycor database, allowing Weekends Only to continue to leverage the

benefits of their investment in Paycor while maximizing the investment in

SharePoint.

After a phone call to Microsoft, Weekends Only would need to purchase

CALs for every user not already permitted to connect to SharePoint.

Microsofts current licensing model offers two types of CALs: device CALs

permit a device to connect to SharePoint regardless of the user on the device.User CALs, which would be necessary for user specific views of the

SharePoint site, permit users to connect to SharePoint regardless of the

device used to connect. The recommended user CAL has a list price of $109

per CAL; or $109 per employee not currently able to connect. User CALs are

recyclable, which means if an employee leaves the organization the CAL

can be used by another employee.


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CONCLUSION

Throughout the process of evaluating the needs of Weekends Only and

their subsequent employees, we have concluded that the clients original

desire of implementing a mobile application for its human resources needs is,

indeed the right solution. Weekends Only has a clear goal of becoming one of

the top fifty furniture retail outlets and expanding nationwide. They have

also expressed their interest in being able to open up the online market for

selling their products. This look toward the future shows that Weekends Only

is ready and willing to keep to date with todays technology.

By first implementing this self-developed application, Weekends Only

starts the foundation for all else that is yet to come. Having a skilled

workforce behind them in creating and maintaining this application can only

help their future endeavors. While there is a considerable cost up front, in the

grand scheme of Weekends Onlys future, it is a small price to pay. Not only

do they solidify the loyalty of their employees, but the potential to expand

upon the HR application into other areas of interest becomes more obtainable

after this first exposure.


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APPENDIX

BACKGROUND INFORMATION

CLIENT PROFILE

Weekends Only Furniture is a home furnishings retailer specializing

in the acquisition of liquidated, closeout and overstock home furniture. This

unique business strategy provides a competitive advantage to offer steep

discounts to their customers over traditional furniture retailers like Carol

House or Rothman Furniture. In addition to acquiring products at a fraction

of the manufacturers suggested retail price, they reinforce their low prices by

only opening their doors from Friday to Sunday. Although this does not

reduce all operating expenses, CEO Tom Phillips, Jr. believes in trading off

being open every day to offer values on the weekends. Most furniture

retailers in the St. Louis area offer the latest home furnishing styles at retail

prices which caters only to those customers willing to pay premium prices.

Weekends Only on the other hand, works with manufacturers and other

retailers to purchase products that can no longer be sold to customers at

original retail prices. This typically includes last seasons styles or items

manufactured in such small quantity that traditional retailers would not

consider selling. With five locations ranging from St. Peters, Missouri to

Belleville, Illinois, the Kirkwood based company maintains deep roots in theSt. Louis area.

The Phillips Family, deeply invested in the furniture industry

currently operates three competing businesses: Phillips Furniture, Ashley

Home Stores and Weekends Only. Phillips Furniture was founded by Tom's

Grandfather in 1937. Toms younger brothers, Steve and Matt, whom also

acquired ownership of Ashley Home Stores, currently operate it. In 2012,

Weekends Only reported estimated sales of $57.9 million, placing them at

number 85 of Furniture Today's top 100 furniture retailers in the country. In

2011 the company was ranked 84 with estimated sales 14.4% higher than

2010 at $56.3 million.

Despite this recognition, Tom admits his primary goal is to reach the

top 50. The company is showing its commitment to this goal in several areas.

The first of which is a commitment to employees. In a Furniture-Today news

release he was quoted as saying, It all comes down to people. Just this year


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Jane Roberts was hired as vice president of merchandising and sourcing.

Phillips believes her experience with Thomasville and Ethan Allen will move

the company towards their goal. Last year, the hiring of Monda Petrinelle

launched a new position as senior marketing manager, which shows the

companies commitment to improving customer awareness of the Weekends

Only brand. Around the same time, Weekends Only hired 3PD, Inc. as their

new delivery company. The hope is that 3PD will greatly improve delivery

standards while moving the company into the ecommerce market for

expansion outside the St. Louis area. Finally, Tom Phillips has dedicated

himself to becoming more transparent and willing to listen to employees.

With the addition of a new experienced management team and the companies

mission to prove all employees that they matter and are critical to success,

there is notable evidence of the companys commitment to reaching the

national top 50 retailers.

Instead of selling to the more affluent shoppers that desire custom

pieces and are willing to pay the prices that come along with it, they have

geared their marketing to a new type of customer that values a good deal.

This kind of customer would be willing to make a spontaneous purchase

while staying on budget; not someone that needs to be convinced by a

salesperson. The second change they made was to operate only on Friday,

Saturday and Sundays. This allowed them to spend the typically slow work

weeks finding the merchandise customers want at the absolute lowest prices

possible, savings that they then pass along to the customer.While WeekendsOnly stores may not be open Monday thru Thursday, In June, they spent

more than $40,000 to open a call center to make themselves more accessible

to their customers. Shoppers can reach someone about any service matter or

question seven days a week via the phone and/or email.By finding closeout products and cutting their operating costs by only

being open on the weekend (and not even turning on the lights during the

week), theyre able to afford selling merchandise at much low costs. Since

Weekends Only purchase such limited amounts of merchandise and

sometimes, one-of-a-kind pieces, their stock is rapidly changing. This means

the customer has a new experience in every one of their five locations each

week. This appeals to those seeking instant gratification. These customers in

search of the best price know that the deals wont last and arent interested

in the traditional furniture experience of waiting weeks for a piece to become

available or custom built for them. Weekends Only strives for this quick


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turnover of their merchandise so that they can always have a fresh stock for

their customers. They allow their customers seven days to pick up or have

their piece(s) delivered otherwise it can be sold to another customer. They

have a as is, take it with you policy so that additional costs can be cut from

assembling certain products. They do not allow clearance purchases to be

returned nor do they deliver such items. If there is a problem with the

product however, they are always willing to work with the customer to make

the situation right.Weekends Only offers their customers on a budget a zero percent

interest financing through the store so that theyre able to take advantage of

their ever changing deals. Their website consistently shows the current stock

of all their locations though the availability is rapidly changing. For those

really looking to get a jump on other customers, they even have an Insiders

club that sends out emails to members notifying them of upcoming sales andmerchandise. In addition to these, their website has a nifty tool for designing

the layout of a room which helps shoppers know how a large piece could fit in

their space. They have the customer picturing what their new room looks like

before even walking through the door.Selling such high volumes of merchandise, along with self assembled

furniture; there could be a lot of waste in materials. In 2012 alone, they

recycled more than 251 tons of cardboard, 25 tons of plastic and 10 tons of

Styrofoam. In addition to wanting to give their customers the absolute best

prices and experience in their stores, Weekends Only is also conscious of the

community. They have strong roots in the St. Louis area and support the

fundraising efforts of many organizations including Make A Wish, Habitat for

Humanity, United Way, and countless others.ADDITIONAL INFORMATION

PEOPLE

! Tom Phillips - Chief Executive Officer - Was CEO of Phillips HomeFurnishings from January 1992 December 2002 (11 years)

! Patrick Winkler - Sales Executive! Lane Hamm - Finance Executive! John Wennemann - Director of Human Resources! Angela Niemeyer - Rebuyer in its Merchandising Department! Amanda Petrinelli - Senior Marketing Manager! Dionne Dumitru - Chief Operating Officer/Strategic Business Development


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! Regina Johnson Buyer in Training! Dawn Fairfield Merchandise Manager! David Phillips - Chief Sustainability Officer

RELEVANT COMPETITION! Ashley Furniture! Value City Furniture! Rothman Furniture! American Furniture! Big Lots! SearsCUSTOMER COMPLAINTS

58 complaints closed with BBB in last 3 years | 28 closed in last 12 months

COMPLAINT TYPETOTAL CLOSED COMPLAINTS

Advertising / Sales Issues 1

Delivery Issues 8

Guarantee / Warranty Issues 9

Problems with Product / Service 40

Billing / Collection Issues 0

Total Closed Complaints 58


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PAYCOR,INC.

Paycor is one of the largest privately held payroll providers in the

nation. Paycor provides companies with solutions to reduce the cost and time

spent on processing payroll. Paycor allows clients the time to focus on their

core business. Paycors services include online reporting; tax filing in everyjurisdiction in the United States; direct deposit; 401(k) retirement services;

and workers compensation calculation and filing. Paycor clients can print

full-size check stub reports to distribute to their own employees the day after

payroll is processed. Paycors clients employees are able to login on Paycors

website in order to view their check stub history. Paycors technology

provides the option of a completely paperless environment. Paperless payroll

delivery is available to clients with one hundred percent participation in

direct deposit. There is no additional charge for this service. Paycor has

several locations throughout the United States, including one in Cincinnati.

Paycor also carries commercial crime insurance of $10,000,000 to cover

Paycor employee theft of client funds and an Errors and Omissions policy of

$1,000,000 per occurrence with a $3,000,000 aggregate. Paycor has a disaster

recovery and business continuity plan in place in the event of a natural

disaster. Both of which are reviewed and tested throughout the year. Paycors

data is replicated to an offsite-hosted facility in near real-time, and Paycor

maintains redundant processing centers in three cities. Data is also backed

up to tape nightly. Paycors data center and headquarters are protected by

two diesel-powered generators that automatically turn on in the event of a

power failure.


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CURRENT SYSTEM

CONTEXT DIAGRAM

LEVEL 0DIAGRAM


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PROPOSED SYSTEM

CONTEXT DIAGRAM

LEVEL 0DIAGRAM


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USE CASE DIAGRAM


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DATA DICTIONARY

iOS Mobile operating system designed and distributed by Apple

Android Mobile operating system designed and distributed by Google

Google Play Online store for mobile applications for Android devices

Out-of-Box App An application that is bought as-is and applied to the

current system. No customizations are considered.

Blackout Days A day or period of time in which no employees are

permitted to request time off.

SharePoint- A web development and content management applicationdesigned to build intranet data warehouses.

CLA Client Access License.

TLS Transport Layer Security.


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ITEMIZED QUESTIONNAIRE RESULTS


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RESOURCES

BBB Business Review Better Business Bureau, 2013. Web. October 2013.

Boushey, Heather and Sarah Jane Glynn. There Are Signficant BusinessCosts to Replacing Employees. Center for American Progress. 16 November

2012. Web. December 2013.

Chomko, Roy. The Real Cost of Developing an App: How to Avoid Unwanted

Maintenance Costs. Adagetechnologies. 3 July 2012. Web. November 2012.

Figuring the costs of custom mobile business app development Formotus. 7

July 2013. Web. December 2013.

How Much To Make An App, 2013. Web. November 2013.

Is there a cost for submitting an application to the App Store? Stack

Exchange. 18 November 2011. Web. November 2013.

Launch Checklist. Android, 2013. Web. November 2013.

Products and Services. Paycor, 2013. Web. November 2013.

Robison, Jennifer. Turning Around Employee Turnover. Gallup Business

Journal. 8 May 2008. Web. December 2013

Shift Planning, 2011-2013. Web. November 2013.

Weekends Only, 2013. Web. October 2013.

What is SharePoint? Microsoft. 2013. Web. Decebmer 2013.

When I Work, 2013. Web. November 2013.

Documents

WEO Analysis