Hr System For Riordan Manufacturing Essay

838 words - 3 pages

Analysis of Riordan PAGE \* MERGEFORMAT 1
Analysis of Riordan ManufacturingBarbara NorftillUniversity of PhoenixAnalysis of Riordan ManufacturingRiordan Manufacturing has issued Service Request SR-rm-004 Analyze HR System for all plant locations per Hugh McCauley, COO. This paper is written in response to the service request. The request is to analyze the HR system to integrate the existing variety of tools in use today into a single integrated application. Riordan would like to take advantage of a more sophisticated, state-of-the art, information systems technology in the Human Resources department. The approach that will be used for this project is called the systems development life cycle (SDLC). The SDLC is a project management framework organized into phases and activities (Satzinger, 2004). This paper will cover three phases of the SDLC: planning, design and implementation.Company BackgroundRiordan Manufacturing, Inc. was founded by Dr. Riordan in 1991 as Riordan Plastics, Inc. The name was changed to Riordan Manufacturing, Inc. a year later. Today the company is "the industry leader in the field of plastic injection molding" (Riordan, 2006). The company has facilities in Albany, Georgia; Pontiac, Michigan; San Jose, California; and Hangzhou, China. The company is "wholly owned by Riordan Industries, a Forturn 1000 enterprise with revenues in excess of $1 billion. Its products include plastic beverage containers produced at its plant in Albany, Georgia; custom carton plastic parts produced at its plant in Pontiac, Michigan; and plastic fan parts produced at its facilities in Hangzhou, China. The company's research and development is done at the corporate headquarters in San Jose. Riordan's major customers are automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers and bottlers, and appliance manufacturers" (Riordan, 2006). The facility in China is the most recent expansion, which took place in 2000. The company's mission is broken down into four parts: focus, customer relationships, employees, and the future.AnalysisThis section will define Riordan's current HR System. Riordan's HRIS system was installed in 1992 as part of the financial systems package. The system keeps track of the following employee information:Personal information (such as name, address, marital status, birth date, etc.)Pay rate and personal exemptions for tax purposesHire date and Seniority date (which is sometimes different than the hire date)Organizational information (department for budget purposes, manager's name, etc.)Vacation hoursSpecial forms are used by the employee's manager to make any changes. The changes are then entered into the system by the payroll clerk. The training and development specialist keep their records in an Excel worksheet. To track the status of applicants recruiters maintain information in an Excel spreadsheet and they file...

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