2. Introduction and the need of the HR system in the organization.  The main reason for selecting the system is that it is the department that is involved in conducting all management in the organization including the market surveys and also determining the wages, as well as, salaries for different position in the organization.  The system is required in every business organization for various purposes. HR departments in the big organizations usually have employees that should be organized around, while providing a specific component of services including compensation of the workers, training of the employees, organization development and finally safety. Other requirements driving the need of the system is the need to provide training to the manager, Safety Coordinator and Organization Development Consultant.

3. The components of the system  The components of the system can be represented using the flow chart bellow: The components are designed with their various functions to ensure efficient and proper operation of the business organization

4. The diagram of the information flow in the system include the following diagram (Harcourt and Krizan, 2011).

5. From the diagram, the customer entering can be the person from the organization itself or the external environment. The system is organized in such a way to ensure that the clients get excellent satisfaction during the communication and or flow of the information.

6.  The proposed business process changes for the system would include proper Manpower Planning for future and finding out the need of employees, transparent procedure for determine the salaries and wages and proper methods of conducting performance appraisal.  It would also involve proper training and development of the employees, while addressing different grievance of the employees. Finally, it would ensure proper management of labor relations  The Internet and mobile access components of the system would include installation of internet data connection and voice it the sub- departments to ensure efficient communication and flow of the information with the organization and its outside as a whole.

7. business requirement and how to acquire and maintain the system  The specific business requirement that would drive the project's creation and use include proper management of the employees, training of the employees, adoption of efficient department that would be convenient in solving various issues affecting the performance and output of the workers.  The security and ethical concerns with the system involved various moral conducts. There system should practices equality in all aspects of life. There should be no discrimination of workers in the organization. It should not consider or favor the employees in term of their age, tribe, gender, marital status or ethnic background. Every issue of concern should be properly addressed such as payment adjustment, promotion of employees and granting leave to the workers.

8. How the system will be acquired and maintained  The system can be achieved through proper organization of the departmental components named above. The elements can be maintained through proper selection of qualified personnel with long working experience to manage them. There should coordination and proper channel of communication between the departments.  The strategic role the system will play in the company: The system is designed to paly various roles in the company such as is a critical component of analyzing the employee well-being in the business. HR has other responsibilities that include payroll management, training the employees, recruiting the new employees, conducting researches on how to improve the welfare of the workers, while maintaining quality output.  In conclusion, the system is designed to ensure every components of the organization to coordinated various elements to ensure efficient busness environment.

9. Reference  Harcourt, J., Krizan, A. C., & Merrie, P. (20111).Business Communication. Cincinnati.  Sherwood, F, P., & American society for public administration. (2008). Devolution Problems and strategy.Bloomington: Indianna  Nohria, N, & Khurana, R. (2010). Handbook of leadership theory and practice: An HBS centennial colloquium on advancing leadership. Boston, Mass: Harvard Business Press.  Lussier, R. N, & Achua, C. F. (2010). Leadership: Theory, application, skill development. Australia: Southwestern/Cengage Learning