Riordan Business Requirements Document

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

Compatibility and communication are the last two factors to consider. Each branch 's HR department will require a particular method of communication between the other branches. Compatibility with existing intranet protocols are considered necessary. The varying degree of equipment between each branch will be deemed compatible with multiple platforms to be best employed by each HR department branch office.

There are several stakeholders at Riordan Manufacturing to gather requirements from to provide a clear picture of the final project. The first stakeholder to gain input would come from the Chief Operations Officer, he was the requestor of the system upgrade, is responsible for the budget, which includes payroll. The Chief Legal Officer oversees the legal aspects of the human resources programs. The individual human resources managers within the individual facilities are the stakeholders who recruit and handle benefits for employees. Each facility has an accountant that oversees payroll and bonuses as well as the payroll specialist (Apollo, 2011).

Riordan Manufacturing is a large company with facilities in several locations around the world. Riordan Manufacturing is an international plastics manufacturer that currently employs 550 people and operates at around $46 million in sales("Riordan Manufacturing", 2013). As a result of its size, Riordan must have a system that is able to keep track of important information such as employee names and other confidential data. This information should be able to be accessed from other locations as well as the home office. There are other functions that a new and improved HR system could benefit such as inventory tracking or the shipping or reception of products. These

Riordan has sent a request for service with to the IT department hoping to benefit their company. The request for service involves changing the HR department for the better. Riordan wants to integrate and change the HR applications with a new state-of-the-art information system. The company wants to have the HR department to have the ability to assesses resources and tools all in one application.

Riordan manufacturing is a very large company with facilities in many locations around the World. With any company with this size Riordan must have a system in place that is able to keep track of significant amounts of information. Such as Employee names, time sheets and a variety of other important information. This system should be able to have a central location so that stores all of this information and can be accessed not only by the corporate office but at each location as well. There are many functions that a new and improved system should provide. Such as inventory control, tracking of shipments into and out of the warehouses, and the receiving of such items to our costumers. These requirements are essential to the growth of Riordan Manufacturing.

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.

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

In order to successfully accomplish the goal of integrating the variety of HR tools into a single system according to the service request of Riordan Manufacturing the first thing that must be done is recognizing the stakeholders. This provides the people that will give the best information. From there, using the best information gathering techniques for the situation will ensure that time is not wasted on

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 wants to integrate its existing HR information system tools to a single integrating application. This request of service is interested in defining business requirements for completion of the HR system for obtaining the objective. Security controls that we recommend for the design for the HR systems, process design, and application architecture are the requirements for this project.

• Review the intranet site for Riordan Manufacturing including Human Resources – Organizational Charts, Employee Files, etc., and Sales & Marketing –

The Human Resource Information System (HRIS) teams work with the performance of tasks such as bookkeeping, employee performance and trainings, ordering, payroll, maintaining former, current, and potential employees information, and upholding policies and guidelines. Human resource managers use information systems to help in their daily duties of handling the above mentioned duties. Human Resource managers develop and analyze the many functions and determine the type of Human Resource Information System that is necessary to automate the Human Resource department to become more efficient. The importance of determining the type of HRIS application is to define which application to use to make Castle’s Family Restaurants run more smoothly

Below, Diagram 1 is the proposed implementation of Active Directory within Riordan Manufacturing. An analysis of this follows below the diagram.