Riordan Manufacturing Bsa 310

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

Now that we have taken a look at the minimum required hardware and software of the ADP system, let’s examine ADP as a Human Resource Information System, or HRIS for short. A great HRIS system provides critical data about the human resource function of the business as well as helping to create a follow through on the business’s mission and goals. HRIS systems help to reduce organizational costs by contributing to the efficiency of the human resource management function. HRIS systems help to automate critical human resource management functions (Chauhan, Sharma, & Tyagi, 2011, p. 58). HRIS systems contain information on employees, job and work conditions, positions, payroll and benefits, and HR events such as recruitment, training, development, performance appraisals, and terminations (Chauhan, Sharma, & Tyagi, 2011, p. 59). Although ADP offers all of these features, Federal-Mogul utilizes ADP specifically for the payroll and benefits function.

With the new HRIS system now installed and accessible Kendall must now transfer all existing employee data from old systems to the new. This will require one, and possibly multiple, database transfers from the older systems. A database script will make this data transfer the most efficient, and Kendall will have the option to complete this himself, or use the resources made available by the HRIS system vendor for assistance. Once all employee data has been transferred to the new HRIS database, it’s integrity must be verified by running a number of system scans, checking for discrepancies and possible data corruption. Once the new database has been tested and verified Kendall would inform the project manager the next phase is ready to begin.

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

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

Apply the theories reviewed in class related to analyzing an HR function and determining the type of HRIS application necessary to automate and create a strategic alliance for this HR department. Students will have an opportunity to apply theoretical concepts to a professional business application.

Riordan is currently using an HRIS system that was installed in 1992 as part of a package system that the financial department is using. The system uses data retrieved from specialized forms and a subsystem of excel spreadsheets. The forms are used by managers and the employee relation specialists. The forms used by managers include employees’ personal information, pay rate, tax information, date hired, seniority date, vacation time, and organizational information. The employee relations specialist also uses forms to track information

a) Employee files – Consist of recommences, presentation appraises, and significant material. b) Job descriptions – List of employment duties and informative obligations. c) Electronic job posting – Will tender many settings with a record of occupation openings. d) Employee handbook – Electronic instruction manual accessible for the employees. e) Policies and procedures – Documentation of the corporate guidelines forces and working standards. f) Employee file updates - Delegates the employees to advice about individual information. g) Recruitment – For significant job opportunities, employing skilled applicants. The following records stream graph will display the process that the HR sector will use for new employees. The process will be performed by on-site recruiters. Administrators of the HRIS plan will get total access, and subordinate levels of administration will be allowed access to the information relevant to their job functions. By the restricted area computers, the consumer reference point will authorize the HRIS panel to approach the workstation assistant.

They should have enough hard drives to support the data that they expect to accumulate over the years and the appropriate maintenance tools to ensure that those hard drives keep on working. The organization shall require network monitors and networking devices, including a main networking room that shall be responsible for the control and flow of data between different departments of the network. [Institute of Medicine (US), 2000]

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

Human Resources play a major role for most companies. It ensures that the company has set rules and regulations that allow the company to run smoothly. The use of HR database systems is very important to help meet the needs of the business. These systems allow your HR Team to start working more efficiently while better utilizing time and resources. The best HR database software will help you organize all your employee files and put this information onto a single searchable database.

Dr. Riordan, a chemist, started Riordan Plastics in 1991 as a research and development company based on patents for creating high tensile strength plastic products. Riordan Plastics added manufacturing operations and became Riordan Manufacturing (RM) in 1992 (Apollo Group, Inc., 2006).

Professionals have been using information records since mesopotamia. In the modern age information can help the human resources professional to optimize performance and improve efficiency. Information technology is used in job analysis and design, recruiting, selection and training. By leveraging information technology a human resources can achieve a high performance management system.

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.

Technology implementation is not possible without technology learning, for the optimal utilization of digital resources, knowledge and understanding of digital tools is a prerequisite criterion. Hence to make HR professionals digital ready, there is an urgent need to make them familiar with the latest HR tools. Companies will invest a sizeable amount of their training budget in the learning and development of digital HR tools. These training programmes will primarily revolve around measurable data tools, including AI-based systems, data management, and virtual reality.