Phases of Process Analysis

The steps designated in the Work Breakdown structure were given in five different steps. First, assessing the hardware needs of the new HRIS software. Second, obtaining the required hardware and installing the new software onto it. Third, moving all employee data and records from the old HR databases to the new, more robust HRIS system. Fourth and fifth are very similar, training for both Managers and employees in the two new systems of records, HRIS and payroll.

The first step in setting up the new Human Resource Application, (HRA), is to gather information about the system requirements and user needs from everyone that will be involved in the startup and rollout of the new system. The process of gathering information from involved stakeholders can be a tedious process if the wrong techniques are used. So, to expedite this in an orderly and timely manner we will be passing out questioners to all members of the Human Resource Department and to all Department heads. Using Questioners will help the IT department get an idea of what requirements are expected from the new system. It is not cost efficient to talk to each employee so, it would be very beneficial for all that every questioner is filled out in a timely manner. We will be emailed to each employee on Monday September 9th, 2013 and would like a response no later than Thursday September 12th, 2013, (for processing purposes). Questioners will also be available on the Employee Web Site under HR applications.

The system development life cycle is a formal four-step process that can be followed in order to identify a problem and solve it. The first step is

Each phase of the project will be completed within the time that was given. IF the project team cannot complete each phase on time, the project team will work overtime. Each phase of the project will be tested and a detailed report will be created after each phase is completed. The V.P. of operations will sign off the report when each phase is completed. The individuals that will test during each phase of the project will be several members of the HR department. As soon as the HR System has been tested and finalized, each member of the HR department will be trained to operate the new software that will be added to the upgraded HR System.

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.

The implementation portion of the Riordan project could in fact, prove to be one of the most challenging parts. However, this could be the part that is worth all of the effort. There will have to be a team of experienced developers in various different Information Technology fields to see the implementation portion stage through to completion; this cannot be known as a “one-man show.” Several of the departments within the Riordan organization will have to be given priorities when it comes to implementing the new human resource management system. Since this type of system has been deemed automated and is on an Information Technology platform, the

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 COO Hugh McCauley is requesting the implementation of a modern, state-of-the-art information system to integrate all existing HR tools into a single application. To achieve the desired goal, a very detailed investigation needs to be performed, studying the actual processes that Riordan Manufacturing currently uses. Also, a series of stakeholders will provide the adequate feedback trough a series of face-to-face interviews and meticulous observation of their respective working environments. These tools will help create a system that will maximize time

Needed Business System - The Human Resources and Legal applications are in need of an upgrade of its systems. The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. One HRIS software application that can be used is iVantage created by Spectrum Human Resources System Corporation. According to the Spectrum (2010) website, iVantage is a better HR system that track, manage and analyze your employee data from applicant to retiree. With automated workflow, it improves your efficiency. With powerful reporting, it gives you a complete picture of your workforce for better strategic planning. In addition, creating Computer Based Training (CBT) that will allow Riordan to cut costs on travel when cross-training or sending

Riordan Manufacturing is seeking a new system that will consolidate all of their Human Resource related data. Currently, the data that will be a part of the new system is spread out through different departments of the company. The new system will allow this data to be saved in a central location, while only allowing viewing access to certain employees. The access will be much the same as currently in place, but located in a single system. Lastly, the implementation of the new system will be not be a quick process, because it would be safer the company completes a test run to few end users before completely releasing the system.

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

Changing your engine oil is one of the single most important vehicle maintenance acts you can perform. Over time the oil breaks down and no longer performs its job the way it did when it was new. Your engine 's oil helps absorb heat from the engine and lubricates moving metal parts that would otherwise grind together. As you drive, the oil pump circulates oil within your engine and the oil filter catches the deposits that build up over time. The oil filter performs its own type of car maintenance by keeping the oil clean. But as the oil gets older, the number of deposits in the oil continues to build and the filter is unable to extract all of the material. When this happens, the color of the oil changes and it indicates the oil should be

* HRIS TYPE: Now that you’ve conducted some research in the previous assignment, you should have a good foundation to take the next step in your business plan. You should have a good review of the scenario, have conducted some research on HRIS systems, and now your next step is to choose a type of HRIS. Share the type of system you plan to implement to help your customer. This must be substantiated in this paper to your customer from a theoretical perspective.

The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization.

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.