WEEKENDS ONLY MOBILE APPLICATION ANALYSIS

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 and employees. 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 other features of mobile human resources applications that could prove beneficial to all employees.

ANALYSIS
CLIENT S 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 work environment, and scheduling, these make up 25% of the reasoning behind why people change jobs.

EMPLOYEE S 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.

STRATEGY
In 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 Department Sales Age group 16-21 22-27 28-37 38-49 50+ Customer Service Operations Showroom Full-time Manager

1.) Do you currently find it difficult to request time off, get requested time off, or get co-workers to cover your shifts? A. Yes B. 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 away B. My supervisor forgets that I asked for time off C. I cannot remember my password to Paycor to submit my request D. I do not have co-workers contact information to get shifts covered E. Other: ___________________________________________________ 2.) Do you own a smartphone? A. Apple B. Android C. Windows D. 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. Yes B. No 3a.) If No, which of the following statements best describes your reasons to NOT use a Weekends Only mobile app? (Select all that apply) A. I do not own a smartphone B. My cellular plan is too costly to consider using minutes/data for work C. I am too busy to think about work when at home D. I will not engage with work during my free time E. 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. No B. 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. $1 B. $2 C. >$2 D. Would not be willing to pay 6.) Which of the following features would you find useful in a mobile application? (Select all that apply) A. Employee contact list B. Internal messaging system (to both coworkers & managers) C. Request time off D. Swap/Release shifts for other employees to pick up E. Check PTO availability F. Social networking with fellow employees G. Current inventory information H. Other: _________________________________________________________________

7.) Instead of a mobile app, would you prefer a web site accessible from your home computer that includes these features? A. Yes B. No C. 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. Better B. 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.

RESULTS
We 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.

Age Distribution
14 12 10 8 6 4 2 0 16-21 22-27 28-37 38-49 50+

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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.

Position Held
20 18 16 14 12 10 8 6 4 2 0 Part-time Full-time Manager

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.

Smartphone Ownership
9% 3% 6% 29% Android Windows Blackberry None 53% Apple

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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.

Desired Features
Current Inventory Info Social Networking Check PTO Swap/Release Shifts Request Time Off Internal Messaging System Employee Contact List
0 5 10 15 20 25 30

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.

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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 unhappy with 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.

Old System

New System

Yes ; 21 No; % 79 %

Wor se; 19% Bet ter; 81%

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.

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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 HR APPLICATIONS
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 free trial. 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. Discounts are given to those whom prepay annually. The prices tend to be around $85$100 a month for up to one hundred employees.

SELF-DEVELOPED MOBILE APPLICATION

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 that already 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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RECOMMENDATION
SOLUTION
After considering all of the possible options, we concluded that developing your own mobile application is the best option. It is the only solution that allows complete control and customization. Keeping long-term goals of becoming a national chain in mind, being able to change and adapt to a growing environment will be key. The preexisting solutions will not be able to do just this.

PROTOTYPE
The prototype we developed shows what the possible application would look like on the iOS operating system. When it comes to deciding which platform to develop for first, companies typically choose an application for Apple, thinking that it is the most popularly owned device. However, the sampling we took of Weekends Only employees showed that the Android platform was actually more popular. Regardless, both platforms will need to be supported at time point in time. The main screen would feature the company logo along with a place to enter in a username and password. At first, a generic set of credentials would be assigned to each employee and upon first login, they would be prompted to create a new username and password, along with a set of security questions in case they ever forget one of these two attributes. After logging in shows a simple menu of all features available from the app. From a single tap, employees can view their work schedule, submit requests for shift changes, view an employee directory and send messages to both fellow employees and managers alike.

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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 the ability 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 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. 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 on finding 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, should one 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 a generalization made by Android in 2012, it was said that on average an app that 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 devices

This 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 SharePoint with 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 users after 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 the St. 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 Weekends Only 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 and merchandise. 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
P EOPLE ! Tom Phillips - Chief Executive Officer - Was CEO of Phillips Home Furnishings 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 Sears

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

COMPLAINT TYPE
Advertising / Sales Issues Delivery Issues Guarantee / Warranty Issues Problems with Product / Service Billing / Collection Issues Total Closed Complaints

TOTAL CLOSED COMPLAINTS

1 8 9 40 0 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 every jurisdiction 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 0 DIAGRAM

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PROPOSED SYSTEM
CONTEXT DIAGRAM

LEVEL 0 DIAGRAM

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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 application

designed 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 Business Costs 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.

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