...Section 1 Riordan HR Integration Project University of Phoenix FUNDAMENTALS OF BUSINESS SYSTEMS DEVELOPMENT BSA/375 JOHN DUNN July 24, 2011 Riordan HR Integration Project Riordan Manufacturing has submitted a service (SR-rm-004) request for the analysis of the current HR system with the goal of the integration of the currently existing variety of tools into a single integrated application for corporate wide use. The Systems development life cycle process, also known as SDLC will be used to design a new HR system for Riordan Manufacturing. This report will focus primarily on the analysis, design, and implementation phases of SDLC. The HR Integration Product Manager has solicited and received approval for the project from Hugh McCauley, COO (Riordan Manufacturing, 2008). Section 1 of this report will detail the scope and feasibility of this project. Additionally, Section 1 will describe the information-gathering techniques and design methods for Riordan Manufacturing service request SR-rm-004. Analysis of the HR system will be discussed, followed by identifying key factors, which will help ensure that the information required for the project is gathered successfully, and give an explanation of the scope and feasibility of the project. Section 2 will describe the application architecture and process design. In Addition, section 2 will illustrate how the tools of systems analyses are used to describe the information system’s architecture in terms of data, processes, interfaces...
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...Assessment 3: HR Project |Supervisory Management | |Assessment 3 |Project (1-5) and Assignment (6-8) | |Student Name | | |Date of Submission | | |Student Number | | |UNIT ASSESSMENT |Minimum | | |Number of Pages | |TASK 1 |Construct a SWOT Analysis for your organisation including a minimum of five points |3 pages | |[5 marks] |per section. | | | |Explain in more detail each point that you identified in your SWOT Analysis. | | |TASK 2 |Construct a PEST Analysis for your organisation including a minimum of five points |3 pages | |[5 marks] |per...
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...Independent Business Project Syed Hamedullah (4228168) V . Ravi Kumar (4226103) Alpha International Academy St. Lawrence College @ Alpha offers high quality education in a challenging yet student friendly environment.The St. Lawrence College curriculum is designed to meet the challenges unique to international students while exceeding academic expectations through a combination of theory and hands on experience.We offer smaller class size allowing efficient teacher-student interaction, flexible instruction hours and affordable tuition fees. Convenient payment options are available to cater to our students’ financial needs. Programs International Business Management Human Resource Management General Business Business Administration Management General Arts and science Logistics and supply chain management Contact Us Admissions Office punja gutta Phone:55826955 Fax: 816 640 1559 General Inquiries: info@slc-alpha.ca Admission/Registration: admissions@slc- alpha.ca St.Lawrence Main Campus: www.stlawrencecollege.ca Foreign Market Entry Modes The decision of how to enter a foreign market can have a significant impact on the results. Expansion into foreign markets can | be achieved via | the | following | four | | mechanisms:Exporting | | | LicensingJoint Venture | | Direct Investment Objectives of Alpha International Academy to venture into...
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...After the Fire is a non profit corporation geared towards helping convicted felons become accustomed to life after prison. The goal of the organization is to assist participants to change negative patterns of thinking, feeling and behaviors that predispose them to negative actions such as drug abuse, criminal activities and anti-social behaviors. After the Fire’s mission comes is three-fold. The first is to provide a range of direct hands-on constituent services including but not limited to counseling and referral on education services and employment. The second is fundamentally directed towards planning and development with an emphasis on business planning and job training. The third area of importance is community relations and advocacy for issues of importance for the community. The program represents an entirely new opportunity to place the heavy emphasis on the period of transition from incarceration to the community. It’s Time to Change is a highly collaborative effort that is geared toward stopping the ever rising number of men and women who are incarcerated and re-incarcerated in the state of Ohio. This is accomplished by reducing the offenders’ likelihood of reoffending and improving their re entry into society and post release success. It’s Time to Change represents an exceptional approach for meeting statutory purposes and requirements. The fundamental purpose in establishing and operating the program is to reduce recidivism of men and women released from...
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...After the Fire is a non profit corporation geared towards helping convicted felons become accustomed to life after prison. The goal of the organization is to assist participants to change negative patterns of thinking, feeling and behaviors that predispose them to negative actions such as drug abuse, criminal activities and anti-social behaviors. After the Fire’s mission comes is three-fold. The first is to provide a range of direct hands-on constituent services including but not limited to counseling and referral on education services and employment. The second is fundamentally directed towards planning and development with an emphasis on business planning and job training. The third area of importance is community relations and advocacy for issues of importance for the community. The program represents an entirely new opportunity to place the heavy emphasis on the period of transition from incarceration to the community. It’s Time to Change is a highly collaborative effort that is geared toward stopping the ever rising number of men and women who are incarcerated and re-incarcerated in the state of Ohio. This is accomplished by reducing the offenders’ likelihood of reoffending and improving their re entry into society and post release success. It’s Time to Change represents an exceptional approach for meeting statutory purposes and requirements. The fundamental purpose in establishing and operating the program is to reduce recidivism of men and women released from...
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...C<12078> KOPPARAPU SRIVATSA <12083> MAYUR J <12088> NOOPUR KHARE <12093> ROSHAN SHETTY <12098> SANJEEV S<12103> SHWETA PATHAK<12108> SUPROTIM GANGULY<12113> VINAY PRAKASH<12118> INFORMATION TECHNOLOGY SECTOR Project Work on Human Resource Management ------------------------------------------------- Accenture ------------------------------------------------- TCS ------------------------------------------------- Tech Mahindra ------------------------------------------------- SUBMITTED TO : Dr.MOUSUMI SEN GUPTA DATE : 10/08/2012 GROUP : 3 [SECTION B] Contents Overview of the Information Technology Sector 4 Major players according to revenue (global) US$(Billion):- 4 Top 5 Indian IT companies 5 HR POLICIES 6 ORGANIZATIONAL HIERARCHY:- 6 Recruitment and Selection:- 6 Training and Development:- 7 GRIEVANCE REDRESSAL:- 8 Compensation Management:- 9 APPRAISAL PROCESS:- 10 REWARDS & RECOGNITIONS/MOTIVATION:- 12 CSR activities (Corporate social responsibility) 13 Education and Learning:- 14 Best HR Practices 15 Similarities in terms of HR policies and Strategies 16 Differences in terms of HR Policies and Strategies 16 Conclusion 17 References and Acknowledgement 18 Overview of the Information Technology Sector Information technology (IT) is defined as the design, development, implementation and management of computer-based information systems...
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...Executive Summary In this project, we have tried to understand the HR development policies that are being followed at Tata Motors Ltd. We explore the various facets of the policies by studying the literature of the HR policies, by discussing about these policies with the HR of the company and also speaking to the employees of the company. First of all we look at the Organization as a whole, what it stands for, what are its core values, vision and mission and then delve into the HRM practices, mainly with respect to its Human Resource development. We zero in to four categories to which these policies can be broken down to: * Assessment & Feedback * Career Progression & Job Rotation * Training & Development * Performance Awards For the purpose of evaluation of these policies, we conduct our primary research in the RECON department of Lucknow Works of Tata Motors Ltd. The research consists of an online survey and a few in depth interviews. From the responses we have tried to objectively assess the perception of these policies and tried to indentify the areas where there is a mismatch between employee expectation and HR objective. Towards the end, we have come up with some recommendations that could be looked at as possible options to further improve the policy framework. Introduction Vision: To be a world class corporate furthering the interest of all its stakeholders Mission: * Shareholders * To consistently create shareholder...
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...Running head: Human Resources Verses Operations Comparing Operations Project and Human Resources Management Principles Tami Webb Kaplan University MT 435- Operations Management June 22, 2015 Comparing Operations Project and Human Resources Management Principles The purpose of this paper is to discuss and compare the project principles of operations management (OM) to those of human resource management (HRM). OM and HRM have historically been separate parts of an organization. Competencies that were once defined by OM have now integrated with the HR professionals behavioral and technical competencies required to perform a specific role. I will begin with discussing operations program management principles and then follow with human resource management principles. Both areas are strategic initiatives for organizations to continue growth over time and both are keys to a company’s success. Success or failure in either area can make the difference in the overall effectiveness of the company goals and vision. Creating standardizations or certifications for particular skill sets is necessary for specialized work. Operations Project Management When organizations have a culture that encourages knowledge transfer and an atmosphere centered on professional growth, they create a value that encourages buy-in of company goals and visions. Knowledge transfer is not just on the job training, but rather a precise and methodical transfer of wisdom and insight from key...
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...AT&T Historical Perspective AT&T Wireless according to their licenses that they have with the Federal Communications Commission (FCC) has the potential to serve 99% of the United States (US) population because of the territories that’s covered by their licenses. Currently AT&T Wireless serves more than 20 million subscribers. Through AT&T’s WorldConnect services all their subscribers can get services in more than 100 countries (Funding Universe, 2011). The origins of AT&T Wireless stems from the merger between AT&T Corp with McCaw Cellular Communications. The development of wireless technology first began with AT&T Corporation, where cellular technology was invented 1947 in the Bell laboratories for law enforcement (Funding Universe, 2011). The main reason these systems were developed for law enforcement was so that patrol cars can stay in contact with each other, because prior to this they communicated through radio frequencies which tend to collapse if too many patrol cars were using it. AT&T engineers solved the solution of the issues with the radio frequency by creating special transmitters capable of sending calls between patrol cars regardless of what area they were located in this was a precursor to the creation of cellular towers in the 20th century (Funding Universe, 2011). The first actual cellular systems were not developed until 1984 by AT&T Corp. in the cities of Chicago and Washington, D.C. Even though AT&T Corps was the first to develop cellular...
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...Winter Project On “Comparative Study on Employee Welfare Schemes of Private and Nationalized Bank” Submitted for the Partial fulfillment of the requirement for the Degree of Post Graduation Diploma in Management in Human Resource Department Submitted By: Ria Shah INDEX Sr. No. | Particulars | Page No. | Chapter 1: Introduction | | 1 | Employee Welfare | 6 | 2 | Oblectives Of Employee Welfare | 6 | 3 | Principles Of Employee Welfare Services | 7 | 4 | Agencies For Labour Welfare Work In India | 7 | Chapter 2: Research Methodology | | 1 | Introduction: | 12 | 2 | Research Definition | 12 | 3 | Benefits Of Research Methodology | 12 | 4 | Research Process | 13 | 5 | Research Design | 14-16 | 6 | Data Collection Method | 16-18 | Chapter 3: Literature Review | | 1 | Welfare | 20 | 2 | Types Of Employee Welfare Schemes | 21 | 3 | Employee Benefits | 22 | 4 | 2012 Employee Benefits: A Research Report By SHRM | 24-26 | 5 | Laws Related To Employee Welfare (Factory Act) | 27 | 6 | Employee Satisfaction | 28 | Chapter- 4: About The Company | | 1 | ICICI Bank | 31-44 | 2 | The State Bank Of India | 45-47 | Chapter 5: Data Analysis And Interpretation | | 1 | Data Analysis | 49 | 2 | Analysis Of The Data Collected From ICIC Bank | 50-65 | 3 | Findings | 66 | Chapter 6: Comparison | | 1 | Employee Benefits By ICICI Bank | 67-69 | 2 | Employee Benefits Provided By SBI Bank | 70-74 | 3 | Comparison between ICICI Bank And SBI Bank...
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...Training and Development June 12, 2012 HR/592 Michael Mcrath Table of Content Executive Summary ……………………………….............................. Business Background ……………………………….......................... Needs Assessment ………………………………................................. Organizational………………. Task…………………………. Person……………………….. Observations ……………………………….......................... Interviews……………………………….................... Conclusion……………………………….................. Executive Summary Target is one of the largest retailers in the United States. Target wants to be able to give guests better quality products for a cheaper price. They also want to be the one stop shop. Target relies on their team members to keep the guests happy so they always come back again and again. Target mission and vision statement say it all when tailoring a message of how they want their team members to accomplish their business goals. Target wants to have all of their team members want to make a career out of working there and not just be a job. Target does not lay off any team members, but the team members are informed when they are hired that 40 hours is never guaranteed. DEVELOPING A COMPREHENSIVE TRAINING PROGRAM The status for the needs assessment is to come up with developing a comprehensive training and development program to ensure a less of a turnover rate. To do this I had to look at Targets business strategy, which is a plan that integrates their goals...
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...(EPIEC) . From there he gained a lot of working experience and knowledge which made him to success in his business later . Business Motivation and starting One of the motivating factors was his father’s dream of his establishment in the society and another factor was after the independence of Bangladesh Aminul Islam realized that a new country has been born, therefore, a lot of construction will be needed for the development of the country and that is when he came up with the idea of Project Builders Limited. He proposed the idea to three other recent BUET graduates and they agreed to start with this new business. After the death of one of the partner and other two sold their share currently Aminul Islam is the only Managing Director and Chairman of Project Builders Limited. Vision The vision of Project Builders limited is to make quality constructions and make a strong infrastructure development of the country. Mission Construction of important structure and projects and to become the number one construction builder in Bangladesh. Initial Finance The company was initially started with four partners along...
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...involves changing the HR department for the better. Riordan wants to integrate and change the HR applications with a new state-of-the-art information system. The company wants to have the HR department to have the ability to assesses resources and tools all in one application. Who are stakeholders? In the IT and business field, the stakeholders can be many different people. Talks of tech have a great definition of stakeholders stating that: "Any person who has interests in an existing or proposed information system. Stakeholders may include both technical and non-technical workers. They also may be the internal ones or may be the external one.”( The Players of an Information System, 2013) In our project with Riordan, the stakeholders are can be the HR department managers, the owner of the company, Or even the top investors of the company its self. Anyone interested in the production and the improvement of the new integrated application system. The Project Scope The Project definition is identifying the problem. The project scope and the feasibility study are both part of the analysis stage of the system development life-cycle. As the saying goes "the problem well stated is half solved". Tim Bryce wisely said: "It is also necessary to define the parts of the business affected either directly or indirectly, including project participants and end-user areas affected by the project." (Bryce,2015) In the case of the manufacturing company Riordan, the project scope can be the request...
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...NutroBalance Project Management Section One Dear Alex, The project as it is currently scheduled will take 138 working days to complete and its expected completion is April 25th, 2012. The critical tasks in this project are task IDs 1, 2, 3, 4, 5, 9, 11, 12, & 13. These are: * 1 - Identify Target Consumers * 2 - Recruit Test Subjects * 3 - Screen Test Results * 4 - Finalize Test Subjects * 5 - Prepare Product * 9 - Test the Subject * 11 - Input Actual Data into Database * 12 - Analyze Actual Data * 13 - Prepare Findings Report Section Two The NutroBalance company produces a line of weight loss supplements and nutritional snacks. Ultra, a weight loss supplement which is geared primarily towards men who lift weights and do cardiovascular exercises, have been a big success. Therefore the company wishes to replicate this success by formulating the Ultra pills to target other segments of the workout population. UltraMAX, a new product, is geared toward women who also lift weights and do cardiovascular exercises. Because the core of the product has already been produced, the project to introduce UltraMAX to the workout world really boils down to seeing whether UltraMAX produces results in women as good as those that Ultra does in men. There are four professionals that will be working in the project to test the UltraMax effects in women. These resources include Sarah, Robert, Tony, and Lisa. There are many options that can...
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...Ruben Santos Project Management Project- Communication plan A well planned project has a well planned Communication strategy. “Effective and frequent personal communication is crucial to keep the project moving, identify potential problems, solicit suggestions for improving project performance, keep abreast of whether the customer is satisfied, and avoid surprises.” (Gido & Clements, 2006). This statement could not be more fitting for the type of project my team is undertaking. Project communication is crucial to effectively organize process and finalize any project. Project communication can include; oral communication, written communication, such as memos or external letters to clients/customers, project reports, project progress reports and project meetings. An initial meeting with the Director of the showcase cinema has been set for 5/6/2015/. An Agenda has been created to facilitate the initial communication with the Director (please see below): |Project Review | |Initial meeting with Jonh Dimarzo | |May 6th, 2015 | | | |Agenda ...
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