Riordan Manufacturing's Human Resource Information System

Human Resource managers, and other key personnel, now have full access to the HRIS system. They will spend a quick week in their own training, acclimating themselves with the quirks of the system and becoming comfortable with common tasks. After this week has passed then a full, company wide training will take place, with the goal of accomplishing two tasks. First, to inform employees of the new HRIS system and some of it’s key features. Second, to set expectations among employees of what their responsibility and interaction with the new system will consist of. A brief mention of some of the high level

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.

Another example displaying the lack of unity between the manufacturing plants is the employee files. They are kept by individual managers who are responsible for tracking FMLA absences and any requests for accommodation under ADA. All this information is provided by Riordan Manufacturing's intranet site and is examples of the need for an integrated system. A new state-of-the-art integrated information system would undoubtedly make operations much more efficient, effective, and money saving.

As new job positions become available, the Human Resources (HR) department will be able to keep track of various applications filed for open positions. The new HR system will store applicant resumes with the application form and track the process through the interview and hiring process. Each manager would be responsible for his or her own employee files. At the same time, the new software will reduce the gaps that occurred in the previous software. As in any company, each manager would be responsible for tracking any leave that employees may need, such as family medical leave. This would, however; exclude worker’s compensation records because they are currently tracked by on outside firm.

Being a fortune 1000 enterprise and leader in the area of plastic injection molding, Riordan Manufacturing, Inc. has gained international praise on producing new and improved plastic designs with their “state of the art design capabilities.” (Virtual Organization) Riordan Manufacturing’s facilities are located in San Jose, CA; Albany, GA; Pontiac, MI; and Hangzhou, China. Some of their products include: plastic drink containers (GA), tailor-made plastic parts (MI), and plastic fan parts (China). All research and development is done at their corporate office in California. With these resources Riordan Manufacturing can implement most any needs a company may have.

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.

An HRIS, or human resources information system, is a technological resource enabling human resources departments to collect and maintain information related to employees, payroll, organizational structure, compensation administration, etc., in one system so the data can be easily accessed, updated, and analyzed for a multitude of general and strategic HR purposes ("Brief of HRIS",

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

Internationally renowned as the industry leader in the field of plastic injection molding, with innovative designs, attention to detail, extreme precision, and comprehensive quality control, Riordan Manufacturing 's current human resource management system (HRMS) and methodologies are surprisingly antiquated and disparate with low-tech strands. Hugh McCauley, Riordan 's Chief Operating Officer, has approved Service Request RM004 to analyze the current HRMS with the goal of integrating the disparate tools and centralizing all HR information into a single application.

Human Resource information system helped this company when they had the issue of dealing with a reduction in force. The HRIS included a comprehensive database and measurement tools to identify how the redirections would impact the company. With the HRIS, Rio Tinto was able to retain their highly skilled employees. The HRIS helped the company perform an efficient reduction in force. The role of HRIS in an organization is to make organizing and planning easier for management (Mathis et al., 2014, p. 23). The database that the HRIS provides, allows managers to see where they can eliminate employees that are not providing productivity to the organization. A HRIS can help an organization to plan their HR cost more effectively. This is because this system can have information about management, accounting, and payroll. According to Mathis et al. (2014) “The first purpose of HR technology is to improve the efficiency with which data on employees and HR activities are compiled” (p. 23). Making decisions in HR should become for efficient while using an

Currently, Castle’s Family Restaurant is facing the issues of rising operational cost. Mr. Jay Morgan who is HR and Operational Manager is not able to meet all the business requirements because of the business expansion and traveling time spent in visiting every branch in a week. As an HR consultant I will analyze the business requirement and problems, followed by the recommendation on how HRIS can improve the process flow, allowing Mr. Morgan to successfully integrate his tasks from his head office.

This case study is about the problems existed in Novartis on their HR information system. By the early years of merger, Novartis was very successful in financial performance aspect, but people still feel stretched. And after doing a survey within the company, Novartis’s HR So, the leaders in the HR department were actively seeking for changes in HR function. In this case study, we are going to discuss the definition and components of the Human Resources Information System, and why did Novartis choose the HRIS system to help the company improve their HR management and why did they halt this process after two years.

In the HR Cube software, it has multiple options for the user to store or save the employees detail or information in different aspects such as personal, professional, work experience, facilities, emergency contact, and dependents in family and addresses detail. In addition, this software can be used to store all the data at the same location or databases. This allows the user or organization to review the data of employee with click on “view employee detail”. This allows the HR department to sort, search and store the detail with systematically and easy for the user to find the information about the employees. Other than that, this function also saves time for the user, because to search the employees with manually is very time consuming for the organization that have big number of employees.

The traditional and antiquated function of any human resources department was to employ, terminate and event plan for companies. The emergence and expansion of human resources information systems (HRIS), places the human resources department on par with strategic management planning, and forays into competition. The HRIS system is not just the “composite of databases, computer applications, and hardware and software necessary to collect/record [Sic], store, manage, deliver, present, and manipulate data for human resources as espoused by (Ngai and Wat, 2006; Lippert and Swiercz, 2005; Troshani, et. al., 2011), but also to strategically plan for the transitions emerging in the workforce climate, i.e., succession planning, mentorship, training deliverables, as well, as other housekeeping functions. “No area of a corporation is more involved, yet more ‘behind the scenes’ than the human resources department. Essential to a smooth tenure with an organization is recordkeeping and Human Resource Information Systems (HRIS) are the heart and soul of this process” (HRM7001, 2014, p. 6).

There are a number of solutions offered to a company that adopts a HRIS. Some of these include solutions in training, payroll, HR, compliance, and recruiting. The majority of quality HRIS systems include flexible designs that feature databases that are integrated with a wide range of features available. Ideally, they will also include the ability to create reports and analyse information quickly and accurately, in order to make the workforce easier to manage.