Analysis of Riordan Manufacturing Hr System

HR records encompass a wide range of data relating to individuals working in an organisation, which may be stored in a variety of media, such as computer database or paper files. There and advantages and disadvantages to both media

In our quest to ever better ourselves the IT department, of Riordan Manufacturing, is submitting this Request for Proposal to integrate a more sophisticated, state-of-the art, information systems technology in our Human Resources department. Riordan Manufacturing has always strived to better ourselves by keeping up with technology in all of our operating systems and our manufacturing systems. Our goal is to remain at the forefront of the manufacturing community as we keep leading the way in all of our business systems and, at the same time, keeping the feel of a customer friendly company. We want to make

Information Technology has grown in popularity and has advanced over the years. Information Technology is used in a wide number of different fields, one of which includes Human Resource Management. As of 2017, all the information we’ve ever needed or wanted to know can be searched and found online. With all of this information at our fingertips, we as a society have become more advanced. However, Information Technology has its opportunities and challenges. The opportunities of Information Technology include: having the access to various jobs portals and job boards, communication is made easier, and decision making is made easier. The challenges of Information

Riordan Manufacturing is a company looking to upgrade their HR System. Their HR System is out of date and needs to improve its usefulness and effectiveness. Based on the Service Request SR-rm-004, this paper will prepare and describe information-gathering techniques and design methods for the Riordan Manufacturing HR System project. This paper will also identify key factors that will help ensure information for the project is gathered. The paper will also explain the scope and feasibility of the project. Finally, this paper will design and implement a new HR system for Riordan Manufacturing.

Kudler Fine Foods is a specialty food store consisting of a workforce of approximately 17 employees at their administration office, 31 employees at their La Jolla store, 38 employees at their Del Mar store and 38 employees at their Encinitas store, totaling 124 employees (Kudler Fine Foods Intranet). Each location manages their own employees’ information on their own database. This proves to be a problem since all Human Resources and employee information should be managed at the administrative office on one central Human Resources Information System (HRIS). Another drawback to the current Kudler Fine Foods system is that the timekeeper and attendance records are done manually which is not only time consuming, but causes errors

At this time the Riordan HR Department uses their Information System to track very basic employee information. The bulky and outdated software currently used by Riordan is memory heavy and bulky. The move to updated software can be done after regular work hours. Training on the new software should be done prior the to release of the new HR software. All employees in HR will need training to include, Managers, Recruiters, Employee Relation Specialist, Human Resource Personnel, and Payroll Specialists. All

Service Request 004 for Riordian Manufacturing (SR-rm-004) asks to analyze the current human resource system to integrate the existing variety of tools in use today win a single integrated application (University of Phoenix Virtual Organizations, 2012). The current Human Resource

Riordan manufacturing has requested an upgrade to their current human resources system. They currently have several disparate tools that are patched together in order to complete HR functions. Many Excel spreadsheets are used by different parts of HR, and combining all resources into one system can provide many time saving advantages and a more reliable system over all. By reviewing who the stakeholders are and what the best information-gathering techniques are we can ensure that we collect the information for the requirements and stay within the scope of the project.

Macys is a department store that was established in the late 1800’s. Macy’s has over 700 stores and over 150,000 employees in the U.S, Puerto Rico and Dubai. Because Macy’s has an enormous amount of employees, it is important that they have a solid Human Resource Information System to manage all of their employees. Joe talked about their system which is an employee portal that has all of the data for each employee. This system provides employees with information on their scheduling, pay stubs, compensation, training, time off and many other functions that HR is responsible for. This type of employee portal would be considered an Enterprise Resource Planning application. This system is web based and also linked to each register in the store. This system takes information from the register and stores the data in the portal and allows Joe’s HR unit to be more productive. Now that the HR staff doesn’t have to worry about some of the transactional tasked associated with HR, they can be more involved in the strategic planning process. HR staff

Riordan Manufacturing is in need of updating their decrepit HRIS system to stay profitable. This system will move from the legacy system, integrated with the financial system, into a new standalone system used to integrate all of the HR tools within the system presently.

Riordan Manufacturing is a plastics manufacturing company that has locations around the world. There are over 500 employees that are part of the company in multiple countries. In order for the company to properly maintain the employee information and other human resource information a service request has been submitted to consolidate all of the various human resource tools into one single application that integrates all of the tools together. This will allow the company to streamline human resource functions across the company.

This document defines the high level requirements for implanting a human resource information system at Riordan Manufacturing. It will be used as the basis for the following activities:

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

Evaluate the advantages and disadvantages of each system you researched. Based on your knowledge of human resources and database systems, propose one (1) package that would fit the needs of your organization. Suggest three (3) specific reasons why you would recommend that system over the other. As we know that HRIS is an essential part of Human Resources. It is the intersection of HR and information the technology through HR software. This allows the activities and processes of HR to occur electronically. The two HR database systems I will elaborate on is Kronos and Workday.

Human resource management’s (HRM) role is changing in business. In the past, HR was a nothing but an administrative support function, now it is a key player in a business’s strategic planning. Today HR must have the ability to manage employees in way that contributes directly to a organization’s strategic goals. This sudden paradigm shift in purpose now feeds HR manager’s need for integrated systems that also include business intelligence. As companies look for more responsive and effective systems, outdated HR systems fall to the wayside as new modern and agile systems evolve.