...Service Request SR-rm-004 - Analyze HR System – Part 1 University of Phoenix BSA/375 Fundamentals of Business Systems Development Your Instructor’s Name Date: The Human Resource Management department is arguably the most fundamental when it comes to the proper running of any organization, whether public or private. Riordan Manufacturing Inc. is essentially not an exception in this. With the current advancements in technology, the corporate world has maintained a lead in innovation as well as adaptability to change. Corporations are setting new standards by the day in a variety of fields, from manufacturing to customer care. A company’s human capital is its most valuable asset. In light of this fact, Riordan Manufacturing has undertaken to incorporate an automatic human resource management (monitoring, evaluation and control) technique based on the Human Resource Information System platform. The aim is to solely enhance the efficiency of employees in all their undertakings, more specifically in their bid to satisfy clients. The personnel bases covered by this system are extensive, ranging from high-level employees to the rank-and-file workers. Every arm of the organization is of vital importance since they all operate interdependently within the same organizational framework. The functioning of one part of the organization depends exclusively on the progress of another. It is therefore important to ensure that the entire organizational...
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... Requester: Keneth Colbert, Director of HR Description of Request: Development an installation of a benefits election system to support the tracking and reporting of employee (union and non-union) benefits. Background of Request: Memo to Graham Grove, 3/22/04 , on Health Insurance Benefits. This memo is located on the Huffman Trucking Intranet site under Human Resources - Communications tab. Expected Results/Impact when completed: Creation of a project plan in Microsoft Project that will be used to manage, track and report the progress of this software development to the management team. Facts About Huffman Trucking Huffman's primary customers include: • U.S. Government • Automotive parts suppliers to major manufacturers • Electronic consumer products • Raw materials (polymer) for manufacturers of plastic products • Any customer requiring special accommodations, such as wine, computers, munitions, etc. Huffman has facilities in: • Cleveland, OH • Los Angeles, CA • St. Louis, MO • Bayonne, NJ Huffman employs: • 925 drivers • 425 support personnel Huffman owns and operates: • 800 road tractors • 2,100 45' trailers • 260 "roll-on/roll-off" units SR-ht-001: Create a Benefits Election System Define Problem 5 days Analyze Situation 15 days Design Solution 10 days Implement Design 20 days Support Product 10 days Define Problem - Understand Organizational Context of Huffman Trucking HR Department - Understand the history of the...
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...your HR department, the HR Audit is a simple, yet comprehensive tool to analyze and improve your effectiveness as a function. The audit is made up of four main steps: 1) 2) 3) 4) Define desired HR practices for your organization Assess current practices against the criterion that you have established Analyze the results Establish improvement goals and take action This simple four-step approach can be repeated as the annual planning and goal setting process occurs within your company. Progress can be measured against goals and a continuous improvement cycle naturally unfolds. Purpose(s) of an Audit The audit can serve any of the following purposes: · · · · · · To clarify desired practices of HR work and roles within the organization (HR Department, Line Managers). To establish a baseline for future improvement. To evaluate current effectiveness. To standardize practices across multiple sites within a division or company. To assess current knowledge and skills required of HR practitioners. To improve performance levels to key customers within the organization. The Audit Process Step One--Defining Audit Statements Definition of desired HR practices can occur through in a variety of ways. A good starting point is to take some time and reflect on the legal requirements and programs that the department must administer. Simply listing them is a good first step. Next, consider your areas of responsibility and traditional HR practices covered by your function: They may include HR Planning...
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...1 Roadmap for the Development of a Human Resources Management Information System for the Ukrainian civil service Purpose of Presentation 2 To seek input on the draft document “Roadmap for a Human Resources Information System for the Ukrainian civil service” To discuss desired course of implementation, including a staged approach To confirm overall direction and next steps What is a human resources management information system? 3 It is an application that supports the delivery of HR management, and automates a number of processes with a view to increase efficiency and standardize HRM processes for the Ukrainian civil service. It is comprised of modules, that are interlinked. Comprehensive HR system is a foundational element of HRM Reform project. Background and Context 1 4 This roadmap was developed on the basis of interviews held with Heads of HR and MDCS officials in the spring of 2009, to gather information on data collection, analysis and reporting, and the level of technological support. A review of the NDCS concept paper was also undertaken; Issues identified during this consultation process include: Current systems (Kadry, Kartka) do not meet the needs of HR departments; limited capacity for analysis at the CEGB and government levels; time consuming process for annual reporting to State Statistics Committee; Inconsistent way of recording and maintaining HR information; multiple manual recording systems, Excel spreadsheets...
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...Service Request SR-rm-004, Part 1 Name University Of Phoenix Riordan Manufacturing is a globally renowned plastic manufacturer, with almost 550 employees all over the world. Currently, they approximately earn $46 million every year. The manufacturing firm is owned by the Riordan Industries that gather a revenue of more than $1 billion. One of the changes that Riordan Manufacturing made in their operations is the incorporation of a Service Request order, SR-rm-04 to aid them in their analysis and maintenance of their HR system. This is one of the ways that shows that the company always hopes for innovations for their Human Resource Information System. With this Service request, the company asked my team to analyze their HR System, and identify different tools that the company can adopt for their Human resource Information system. With that, we will begin this Service request by following the typical Systems Development Life Cycle (SDLC), the first step is to the analysis stage. Riordan Manufacturing named under its founder Dr. Riordan, a chemistry professor. He started the business by acquiring various patents regarding polymer processing, and turning them into high tensile strength plastic substrates (Riordan Manufacturing, 2010). Company operations officially started in 1991, and a year after, it was officially named Riordan Manufacturing Incorporated. Since then, the company started to grow as the major plastic manufacturer for plastic injection molding (Riordan Manufacturing...
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...Service Request SR-rm-004, Part 1 Name University Of Phoenix Riordan Manufacturing is a globally renowned plastic manufacturer, with almost 550 employees all over the world. Currently, they approximately earn $46 million every year. The manufacturing firm is owned by the Riordan Industries that gather a revenue of more than $1 billion. One of the changes that Riordan Manufacturing made in their operations is the incorporation of a Service Request order, SR-rm-04 to aid them in their analysis and maintenance of their HR system. This is one of the ways that shows that the company always hopes for innovations for their Human Resource Information System. With this Service request, the company asked my team to analyze their HR System, and identify different tools that the company can adopt for their Human resource Information system. With that, we will begin this Service request by following the typical Systems Development Life Cycle (SDLC), the first step is to the analysis stage. Riordan Manufacturing named under its founder Dr. Riordan, a chemistry professor. He started the business by acquiring various patents regarding polymer processing, and turning them into high tensile strength plastic substrates (Riordan Manufacturing, 2010). Company operations officially started in 1991, and a year after, it was officially named Riordan Manufacturing Incorporated. Since then, the company started to grow as the major plastic manufacturer for plastic injection...
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...Introduction Advantages Challenges Evaluation Conclusion Referencing Pg 1. Pg 2. Pg 3. Pg 4. Pg 5. Pg 6. ! i. Introduction Starting off as an administrative function processing paperwork primarily, Human Resource Management (HRM) has reinvented and developed throughout these years to implement strategic changes in both policies and practices, in the hopes of achieving excellence within the organization (George F. Dreher, 2001). Now, HRM has taken a step forward in ensuring its functions and purpose, aligns with the missions and vision of an organization, making sure that its HR practices lead to intrinsic value and tangible results. Beyond that, their level of engagement now places more emphasis on the contributions and well-being of its people. This, in turn, largely motivates and inspires the workforce. Efficient HRM implementation creates a valuable competitive advantage by recruiting and retaining the top talents and rewarding its employees while ensuring the organization complies with the federal rules and regulations. 1! ! ii. Advantages 1. Training and development Developing and implementing training programs for its employees is a planned effort through HR to broaden and develop an employee’s skills, behavior and knowledge, with the aim of applying these to work. Training programs are systematically developed through instructional design to help meet identified needs. This requires HR to analyze and determine the types of training required, certified or not, in...
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...narrative of your HR integaration project to explain you approach to the project’s sponsor, Hugh McCauley. Assignment Clarification from Questions & Comments Thread: This should be a personal narrative of your experience while working through the various stages of the assignment, using MS Project, comments, what would you have done differently, etc. ATTN: Hugh McCauley Service Request 004 for Riordian Manufacturing (SR-rm-004) asks to analyze the current human resource system to integrate the existing variety of tools in use today win a single integrated application (University of Phoenix Virtual Organizations, 2012). The current Human Resource Information System (HRIS) was installed in 1992 and was actually part of the financial systems package as part of the finance department. (University of Phoenix Virtual Organizations, 2012). Since the early 90’s, the advent and development of information technology has come to fruition thus making it more appropriate for a more technology centric group to take charge of the project. Although room for growth and elaboration was limited in the past, the legacy HRIS system kept track of the following: personal information, pay rate, personal exemptions, hire date, seniority date, organizational information and vacation hours. Changes to any of the above employee categories are made by submitting physical, hand written form by the employee’s manager and subsequently entered by the payroll clerk. Full details of the current system can be found...
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...INTRODUCTION Recently, Human Resources’ (HR) problems were exposed by some research: 77% of respondents of the Global Human Capital Trends 2014 report (2014) indicated that “reskilling” the HR functions are the biggest challenge in the future. Worse still is that most respondents say that they, and their organization, are not prepared for the challenge. Another survey, C-Level Perceptions of Human Resources Executives in Western Europe (2013), shows that many respondents are concerned with whether the head of HR could understand the business strategy of the company. 43% of people think their HR managers were paying more attention to the process rather than the “big picture” of the company. Based on these surveys and the performance of HR departments, people are starting to doubt whether HR will exist in the next decade or in the future. Although some believe HR will disappear in the future, it is my opinion that we absolutely need it. In this paper, I will analyze why some people believe there is no viable future of HR; explain the reasons why I believe that HR will exist in the future, and forecast what will change in future for HR. WE DON’T NEED HR ANYMORE? People who are not optimistic about the future of HR can be divided into two groups: Those believe that HR will gradually be eliminated under the impact of the information age, and others believe that HR department didn’t bring additional value just as people expected, so we should eliminate the HR function completely. On the...
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...process of risk management and decide how to control them that consist of: * Identifying risks and their potential impact, * Assessing the likelihood of occurrence and degree of impact of risks, * Risk response planning, * Risk monitoring, Roles and Responsibilities Risk identification includes determining that risks may affect the project objective and each risk would impact on portions of the project. In order to, the project manager should involve key project team members in identifying the sources of risk. Each member of the team can deliver its report and the result to upper level manager who can report whole of results to the project management. There are some team and managers in my project such as HR manager, financial manager, and their teams and designer teams, Training teams and employee who have responsibility for identifying, and assessing on the risks. Budget/ Risk As the scope statement has been stated the project budget will be...
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...the operating or line manager as well as the human resource specialist. Attention will be devoted to the various contexts of human resource management, basic techniques and methods, and the changing nature of managing human resources. More specifically, our concerns will include human resource and employment planning, employee recruitment and selection, training and development, performance planning and evaluation, compensation administration, organizational career management, structure of the human resource function, and the strategic role of human resource management. Objectives of the Course: During the course, the student will hopefully progress toward attainment of the following objectives: 1. Become familiar with the human resource management process (or HR value chain) and its key elements: a. Organization and human resource goals and strategies b. Human resource planning and analysis c. Employee staffing – recruitment and selection d. Organizational career management – training, performance management and evaluation, and rewards/compensation e. Employee retention and turnover – psychological contract 2. Understand that human resources are an asset (investment) to be developed rather than a labor cost to be expensed...
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...A Synopsis On A study on the impact of Man Power Planning in enhancing efficiency of The Organizations For the partial fulfillment of the Degree of M.Phil. (Management) Session: 2012-13 Under the supervision Research Scholar Dr. Atul Panday Ram Nivash Premikar Prof.-in- charge M.Phil.(Management) M.Phil. (Management) Co- Guide Dr. Deepa Saxena Faculty of M.Phil. Study Center Department of Business Administration APS University, Rewa (M.P.) Introduction -: Man power planning which is also called as human resource planning consists of putting right number of people right kind of people at the right place. Right time doing the right things for which they are suited for the achievement of goals of the organizations. Traditionally, men, materials, machines, and money are regarded as the most important factors of the production. But men (man power or human resources) are the only dynamic resources with the organization. Other factors are useless...
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...hopefully enabling students to enrich their experience with queuing vis a vis a variety of (short) problems. If you want to shorten the material somewhat, I would suggest omitting the finite source model and/or the multiple priority model. You can shorten the section even more by not assigning problems which require cost comparisons, although I personally feel that cost comparisons are perhaps the ultimate goal in an operations management course. Answers to Discussion and Review Questions 1. Queuing analysis is appropriate in analyzing capacity when service and/or arrival rates are highly variable. 2. Variations in service and/or arrival rates create instances in which demand temporarily exceeds capacity. 3. Commonly used measures of system performance include the average number waiting and average time they wait, in either the line or the system. In addition, system utilization and total cost are important. 4. The effective system capacity would increase. Consequently, the system could tolerate a higher arrival rate without experiencing a disproportionate increase in waiting time. 5. Supermarkets advertise specials early in the week in an attempt to attract customers on slower days and to spread out...
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...Introduction Human resource management, commonly abbreviated as HRM, has emerged as an increasingly important field in contemporary business organizations. Companies today recognize the HRM function as being highly integral to their success, since HRM has evolved from simply being a function that is responsible for hiring and firing employees, to a function that manages people and knowledge within an organization. This means that no company in today’s competitive market is able to succeed without looking at HRM as a core component of their business structure. This report analyzes the theories of HRM, delving into the core responsibilities and functions of the HRM department within organizations and how these lead to organizational success. Importance of HRM is highlighted for organizations overall, and then specific HRM policies of companies in the fast food industry are assessed in terms of their strengths and weaknesses to analyze what core functions of their HRM strategy attracts employee so that other companies can also learn from their success and implement similar strategies within their business structures. The Definition and Theories of HRM In the contemporary business world, organizations face immense competition and the only way for any organization to outperform competition is through implementing effective and strategic business processes and business functions. For this purpose, organizations aim to constantly improve upon their HRM function since competitors can replicate...
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...business and the business users' examination of the application to produce a business model. Strategies of conceptual modeling, like action diagrams, case analysis, business body modeling and process design, assist to make an clarification of the goals of business and requirements, and are free of execution know-how. This idea is followed by the organization in HR information system (Platt, 2002). Logical views: The architects create the request designs that engage reasonable views of the business pattern as they illustrate the way through which the business goals and necessities are fulfilled. The request designs portray the reasonable observation of the submission architecture. The architects here are pertained with the on the entire application structure. They conclude on the function of procedure steps and data administration. They also arrange the interactions between different components of the model in circumstance of the reasonable sequences and messages. To one side from this, they also determine what information as well as position should be seized by the model that is of key importance for the HR information system...
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