Riordan Manufacturing Service Request

Riordan Manufacturing Service Request

Rashod Toby

BSA375 Fundamentals of Business Systems Development

June 2, 2014

Professor Williams

Riordan Manufacturing Service Request

Businesses depend on technology more than ever in the ever-changing landscape. Information systems are vital to the success of daily business operations. These systems dictate the flow of information and data throughout the company. Business systems play a part in many tasks including interoffice mail and telephone links to computer and communication systems that generate reports. The business systems allow the many areas of a company to work and communicate efficiently to accomplish goals. They are used at various levels and are critical to the success of the business process within the organization. Human resource management can be a monumental challenge for business based on the complexities of its responsibilities. In the new business structure, employees are viewed as assets and must be recruited, trained and compensated properly to retain them (Totty, 2001). This is especially in the case of Riordan because of its rapid growth and changing landscape. Riordan is in need of a system upgrade to help their human resource practices function efficiently with their business objectives.

Riordan Manufacturing is using a human resource information system (HRIS), which was originally installed in 1992. The HIRS keeps track of personal employee information. This includes basic personal information, pay rate, tax information, seniority, vacation time and departmental information. Only management can make changes to personal information and it must be done in writing, which is processed into the system through the payroll clerk. The specialist keeps employee training and development information an Excel spreadsheet. Job recruiters maintain applicant resumes, which are filed in a central location. HR department lacks a central employee file area; managers keep individual files. Employee relation information is kept by specialist, which is secured in lock files in the office.

The primary stakeholders for the improvement of the HRIS, is the entire human resource department led by the director, Yvonne McMillan. The managers and specialists of each department are also important because they provide direct input with the employees using the system. Setting up interviews with management and employees is beneficial because it provides insight on the good and bad about the existing system. Preparing an interview outline is an effective tool to gather the most pertinent information needed to establish requirements. Observing employees in the work environment is also helpful to the system analyzing process. This is helpful to gain data that may have been missed during the interviewing process. The examination of documents and files help to determine what work need to be done and how to integrate it into the new system. Reviewing the employee handbook and the policies and procedures document can provide data to assist in the analysis process.