This paper outlines the process of designing an Entity Relationship Model (ERM) diagram and applying third normal form (3NF) normalization for a consulting firm's human resources database. It identifies key HR entities such as hiring, training, policy enforcement, and promotion, then walks through the steps of entity identification, attribute definition, and relationship mapping. The paper also examines risks associated with incomplete database development, discusses components needed to store time-variant data, and presents a normalized database schema covering employees, departments, training history, performance reviews, and employee skills.
An Entity Relationship Model (ERM) diagram is a data model used to describe a database in an abstract way. A relational database stores data in tables, and each entity in the database can point to several entries. For example, an employee is an entity in a relational database, and the diagram used to represent such an entity is called an entity-relationship (ER) diagram (Silberschatz & Korth, 2006).
The objective of this report is to develop an entity relationship diagram for a consulting firm that offers information technology and database services. The firm aims to create a relational database to optimize and deliver streamlined solutions efficiently in order to satisfy government requirements. The firm will create an ERM database to optimize a data repository that will allow it to perform human resources (HR) functions effectively, including policy enforcement, benefits management, hiring, promotions, and training.
The steps in the development of an ERM diagram for the HR core functions and responsibilities of the firm's clients are as follows:
Entities: The first step is the identification of entities that will be used to develop HR core functions and responsibilities for the client.
Relationships: The next step is to develop relationships among the entities. For example, there is a relationship between HR employees and training, benefit management, policy enforcement, and promotions, because HR employees provide these services to employees across different departments within the organization's database (Rob & Coronel, 2009).
Attributes: The next step is the identification of attributes. A data attribute is a characteristic common to all instances of a particular entity. The attributes in the database for the firm's ERD are as follows:
Attributes of the Employee entity: Name, Address, Phone Number, Employee Number, Pay Rate.
Attributes of the Hiring entity: Computer Aptitude, Quantitative Analysis.
The next step is to draw the Entity Relationship Diagram that reveals all entities, attributes, and their relationships. The final step is to test the database.
The iterative steps to consider when addressing HR core functions and client responsibilities include developing employment policies that cover determining qualifications, assigning positions, writing job descriptions, setting salary and wages, managing benefits, and ensuring legal compliance.
The HR core functions to be addressed in database development for the firm include:
— Hiring process
— Screening
— Application handling
— Performance management and payroll
— Promotions and raises
— Employee service processes
In the development of a database, all developmental steps must be completed to ensure effective functioning. Completing all steps will assist the firm in achieving data reliability, which enhances confidence in data values. However, there are significant risks the firm may face if any iterative steps are not properly performed.
First, the firm can face security risks, because external attackers could exploit loopholes in the database to steal sensitive data, potentially costing the firm millions of dollars.
Financial risk is another concern. If all developmental phases are not properly completed, an external attacker could exploit weaknesses to steal sensitive government data, damaging the firm's credibility and causing the loss of major clients.
The firm may also face legal risks that could result in the payment of large sums in damages. Together, these risks underscore the importance of completing every stage of the database development process thoroughly.
The entities the firm requires for the development of the data repositories are as follows:
— Hiring
— HR Employees
— Policy Enforcement
— Benefit Management
— Promotion
— Training
— Labor and Skill Requisition
The firm should also develop a database that holds time-variant data for policy, training, and enforcement management. The components that will assist the firm in storing time-variant data are as follows:
"Key HR entities and time-variant data storage components"
"ER diagram showing job, training, and salary history"
"Third normal form schema for all HR entities"
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