Riordan Hr System Part 2 Essay

1099 words - 4 pages

Riordan Manufacturing has decided to take on the endeavor to reassemble its outdated human resources currently used at present into a fully-integrated system. Being that their current program has been in practice since the year 1992, their human resource department in long overdue for revision. To ensure that the new system becomes successful certain criteria must not only be stated, but met. Yet before such requirements are written, the scope of the project must be outlined.The focus of the task Riordan faces is to formulate and install a more refined, up-to-date, and advanced information system fully capable of integrating Riordan's human resource's techniques. The new unified system will be deployed at the company's headquarters of San Jose, California and begin the integration of each of the human resource procedures from the four Riordan Manufacturing plants.The system used presently has been in employ since the early nineties as branch of their financial systems package in order to monitor and keep track of information in relation to personal data, rate of pay, tax exemptions for certain personnel, employee's date of hire, which staff has seniority, other pertinent organizational information, and lastly vacation hours. A payroll clerk must manually input any changes to this information into the existing system following submission of the updated information in writing. Records pertaining to the development and training of employees must be kept in Excel by a specialist in the task of instruction of the workers. Personnel recruiters update job applicant data for available employment positions with resumes collected and filed in a central store area using Excel to monitor potential applicant's status. As Riordan has chosen to outsource its workers' compensation, the third-party provider must keep its own records up-to-date outside of the information system. Also, employee files for workers are kept by various individual managers responsible for keeping track of FMLA absences as well as any requests for accommodation under ADA.All of these examples were freely provided by Riordan Manufacturing's intranet site (Riordan, 2004), and demonstrate a severe disparity and absence of unity between the manufacturing plants and the employee files. All this information showcases the company's urgent need for an integrated system. A remodeled, state-of-the-art, fully-integrated information system will without doubt smooth over business affairs into being much more cost-effective, proficient and streamlined.Following the proper building of requirements via information gained from interviews with employees throughout Riordan, the time to begin the project's architecture and process design phase is ready. According to the web article, Application Architecture & Process Design, it states that "During general systems design the basic technical decisions are made. The decisions made during general system design constitute the application architecture of the...

Find Another Essay On Riordan HR System Part 2

Riordan Problem Definition Riordan Manufacturing Essay

1602 words - 6 pages plastic part for fan for Hang Zhou, China. Riordan headquarter is located in San Jose, California and is there were they make their investigations and development. Riordan has some important clients, which are aircraft manufacturers, appliance manufacturers, automotive parts manufacturer, beverage bottler manufacturers, and the Department of Defense. Riordan is a company in excess of $1 billions in revenues and with 550 employees through globe with

Riordan Manufacturing Case Study

1414 words - 6 pages manufacturers, the Department of Defense, beverage makers and bottlers, and appliance manufacturers. II. Riordan Accounting System Riordans accounting system consists of two parts. The first is the Software used to keep track of the financial data. The second system is primarily for the manufacturing operation and ties directly into the finances. The manufacturing operation at Riordan is dependent upon the combination of these two systems. Riordan

Problem Solution: Riordan Manufacturing

4745 words - 19 pages between looking outside the company for employment or staying and trying to make the company better. HR wants to be taken seriously by management and become a part of the leadership team. HR must balance the desire to be valued as a department and what is best for the company. Customers are a stakeholder because they want the best value. They must decide between loyalty to Riordan and the most cost effective price.Problem StatementThe problem statement

Problem Solution: Riordan Manufacturing

4754 words - 19 pages different demographic groups."Compensation refers to all forms of financial returns and tangible services benefits employees receive as part of an employee relationship," (Milkovich & Newman, 2004, p. 6).CompensationThe decrease in employee morale and job satisfaction and the increase of employee turnover at Riordan is caused in part by the reward and compensation system not being aligned with the company's business strategy.One example is that

Riordan Problem Solution

3664 words - 15 pages expectations have changed, the reward system must also change. Employees perceive unfairness for Riordan to insist on a team sales approach, but then attempt to reward based on individual performance. "Fairness is a fundamental objective of pay systems." (Milkovich & Newman, 2004) By providing improved training opportunities, Riordan cannot only demonstrate its interest in developing the employees' career skills but also develop internal talent, in

Riordan case study

5314 words - 21 pages performance. Human Capital Consulting found the following issues with Riordan's HR system:1.Reward system does not meet the needs of employees.2.Pay and bonuses are not paid to performance.3.Few opportunities for training or advancement.4.Riordan often hires externally instead of promoting from within.5.Employees are not recognized for their performance.6.Politics often play a big role in promotions.7.Pay is below the market.8.HR department is not

Problem Solution: Riordan

6142 words - 25 pages of the leadership team. HR must balance the desire to be valued as a department and what is best for the company. Customers are a stakeholder because they want the best value. They must decide between loyalty to Riordan and the cheapest price.Problem Definition (Step 2)The problem statements for Riordan should provide an opportunity to map the course of the company from the situation today, to the situation described in the end-state goals. The

Riordan Problem Solution

3951 words - 16 pages , 2010).Situation AnalysisIssue and Opportunity IdentificationThere are challenges that must be overcome in order to accomplish the company's organizational goals, to include overcoming employee job dissatisfaction, which declined as part of Riordan's restructuring process, and increasing employee retention. Riordan also needs to overhaul the currently failing reward system into an effective system that aligns the organization's strategy with

Riordan Manufacturing

5455 words - 22 pages profits over the years, this not only forced the company to change its sales processes, but also prompted them to adopt a customer relationship system. Riordan?s HR reward and compensation policy program needs to be revised to deal with the existing problems. Riordan?s HR department should know that their toughest job is recruiting and retaining the best employees for their company. Compensation plan and benefit packages are what companies are

Riordan Problem Solution

1011 words - 4 pages employees and rewarding their employees. It will also explain the importance of effective communication through management. Situation Analysis Issue and Opportunity Identification Riordan Manufacturing needs to include their HR division on decisions that are made throughout the company and discovered through surveys. The company has a communication barrier leaving out the HR division because of the department isn't aligned to the President

Riordan Manufacturing Company Benchmarking

3990 words - 16 pages As per the course scenario (Scenario: Riordan Manufacturing, 2007) Riordan Manufacturing has had to make several strategic changes in the way it manufactures and markets its produces due to a decline in sales and fluctuation in profits over the last two years. The loss in revenue has made Riordan rethink their sales process and the decision was made to adopt a customer-relationship management (CRM) system. This paper will present benchmarking

Similar Essays

Hr System For Riordan Manufacturing Essay

838 words - 3 pages 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

Developmental Origins Of Resident Central Nervous System Microgila Part 2

2851 words - 12 pages emergence is not known. Four models have been proposed on the mechanism of dHSC emergence: 1) an endothelial precursor gives rise to hematogenic endothelial cells (Jaffredo et al., 1998), 2) a hemangioblast from urogenital ridges gives rise to endothelial or hematogenic cells (Medvinsky et al., 1996), 3) a pre-HSC gives rise to dHSCs (Smith et al., 1982), and 4) a pre-HSC from within the dorsal aorta gives rise to endothelial or hematogenic cells

Problem Solution: Riordan Manufacturing Essay

5132 words - 21 pages existing rewards and motivation techniques, observe current processes and HR systems, and make recommendations for a new HR system that will dramatically enhance the organization. Riordan can improve employee morale and potential turnover by re-evaluating the organization's reward system and compensation structure. "Job performance will likely be most effective when the person's temperament, preferences, and expectations are congruent with the

Mba550 Gap Analysis: Riordan Manufacturing

977 words - 4 pages Intranet. Retrieved November 25, 2006, from of Phoenix. (2005). Week four reading: Scenario Two: Riordan Manufacturing, Retrieved Nov. 26, 2006, from, D. & Brockbank, W. (2005, July/August ). The work of HR part one: people and performance. Strategic HR Review, 4(5) , 20-23. Retrieved November 25, 2006, from