SR-RM-012 PAPER
Brandi Perez and Chin Song
BSA/310
December 12, 2013
Fred Bennett

SR-RM-012 PAPER
Human Resource no longer mirrors its personnel department. How it appears on an organization chart varies by the type of company. How it functions reflects the growing emphasis on the role of human resources. Currently all of Riordan’s facilities are non union facilities, employee relations are part of the human resources department.
Riordan Manufacturing’s business systems are outdated, most information like training, development, applicant information, analyses, and salary surveys are kept in an Excel spreadsheet. There is no central employee file area; managers are responsible for tracking FMLA absences or any other request accommodations under the ADA. Employee relations specialists are there to track information concerning complaints, grievances, and harassment, locked in files in their or managers offices. The company’s HRIS (human resource information system) was installed in 1992. HRIS system is a software or online solution for the data entry, data tracking, and data information needs of the human resources, payroll, management, and accounting functions within a business. It is a part of the company’s financial systems package and keeps track of the following employee information such as personal information, pay rate, tax exemptions, senority date, organizational information (department, managers’ name etc), and vacation hours. Any kind of changes to this information are submitted in writing then later entered into the system by a payroll clerk. The worker’s compensation is managed by a third-party administrator which keeps their own records.
After reviewing Riordan’s HRIS system, HR organizations should be structured like their companies. Riordan Manufacturing should be up to date on their human resource information system. Although, the HRIS