Riordan Human Resources Systems Analysis
Riordan Manufacturing sells customized bottles and designs, computer and room fans, and medical devices such as heart valves and stents. The main headquarters is located in San Jose, California and the three manufacturing plants are located in Pontiac, Michigan, Albany, Georgia, and overseas in China. Riordan Manufacturing wants to replace the Human Resources Information System (HRIS) that was designed in 1992. The purpose of this project is to create a state-of-the-art HRIS for Riordan Manufacturing. The information on the current HRIS is alienated and not organized in a central location which makes it subject to the possibility of errors in the data. The system is outdated and needs to be replaced. Upgrading is not an option for such an outdated system. The Human Resources (HR) department keeps and maintains records in a variety of different ways including hand-written paper files, microfiche, and a number of databases. Rietsema (2014), “A HRIS allows employees to exchange information with great ease and without the need for paper” (para. 6).
Project Plan Proposal
Designing a state-of-the-art HRIS can benefit the organization in many ways. Riordan Manufacturing will integrate a variety of HR tools into one application (Apollo Group, 2007). In order to get a complete view of the organization’s needs, information will be gathered about the objectives, structure, and processes. The project will take about 6 months before it is implemented into production. Proper time management on this project is necessary to make the deadline. Following an organized plan makes for a successful HRIS implementation. The HRIS planning and analysis phase will include assessing the needs of Riordan Manufacturing. The process used will include: Identify and assess the current HR system used including potential and limitations of the organization Conduct interviews with stakeholders and users
Plan and manage activities during system development
Determine what is needed to improve the system processes
Create a detailed requirements list for the system
Diagram how the system will function
The process of analyzing the needs of Riordan Manufacturing includes interviewing the key stakeholders within the organization. Key stakeholders include: Michael Riordan – President and CEO
Hugh McCauley – COO
Yvonne McMillan – Director of Human Resources
Andrea Gamby – Employee Relations Manager
Karen Essenburg – Employee Relations Manager
Kenneth Collins – Senior Vice President of research and Development Maria Trinh – Chief Information Officer
Project Plan Proposal Diagram
The system planning and analysis of the HRIS includes gathering the information and organizing it into proposal to provide for the management of Riordan Manufacturing. Figure 1 shows the system planning and analysis phases.
Figure 1: System Planning and System Analysis
The Current HR department spends more time than needed manually keeping records of employees of Riordan Manufacturing. The main objective is to replace manual processes with automation by associating different sections of the HR records including: personal information, beneficiaries, benefit enrollment information, W-4s, performance appraisals, and retirement plan. A new HRIS can make processes easier and reduce the possibility of error. Integrating the individual systems at each facility will make it easier to keep track of HR activity.
It is not economical to upgrade the system because current technology used is extremely outdated and is in need of a major overhaul. It will need to be replaced with state-of-the-art technology that is within Riordan Manufacturing’s budget. There are six important factors that need to be addressed during the process of creating and deploying the new HRIS. They are: coding, testing, installation, documentation, training, and support. Security...
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Apollo Group, Inc. (2004). HRIS System. Retrieved August 05, 2009, from http://ecampus.phoenix.edu/secure/aapd/cist/vop/Business/Riordan/HR/RioHRHRIS001.htm
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