...Riordan Human Resources Bobby Wilson BSA\375 November 7, 2011 Human Resources The system that Riordan has in place has several areas that need to be upgraded in order to bring it up to today’s standards. Although this system seems to work for the time being it is far from being adequate to keep up with the demands of a growing company at this stage. Because of the importance of the functions that this system is responsible for it is essential that a new system be implemented. The proposed design method that will be used in this overhaul will be the Top-Down method because it will allow the design team to thoroughly examine the existing system, and test new ideas that will work within a new system. This is an approach that has been successfully implemented in other manufacturing environment. It seems to work so well because it makes it easy for the design team to break the functions into smaller tasks and test at that that level for functionality. Testing at the sub system level could provide very good data that can be used at all the subsequent levels of the design. One of the first tasks that the design team has to deal with is to decide what type of architectural information that they should from the existing system to integrate into the new system. As stated earlier there are some good points in the system that Riordan has in place already. It will still be responsible for the same functions before the changeover such as: ...
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...Riordan Manufacturing Human Resources Integration Project Brett Hall, Carl Rascoe, Juan (Danny) Castaneda, and Tina Schaffer CIS/207 November 6, 2012 Bill Fennell Riordan Manufacturing is a global plastics manufacturer that was founded by Dr. Riordan in 1991. Dr. Riordan obtained several patents that later turned into commercial applications that developed his company in to a Fortune 1000 enterprise, employing 550 people with projected earnings of $46 million dollars and over $1 billion in revenues. In 1993 the company expanded from high tensile strength plastics and fans into producing plastic beverage containers. The company’s latest expansion was in 2000 when it opened operations in China. Riordan Manufacturing is the industry leader in using polymer materials with future goals of achieving and maintaining reasonable profitability to ensure and sustain growth (Apollo, 2005). In response to Hugh McCauley’s, Riordan Manufacturing Chief Operations Officer‘s (COO) concern about the antiquated processes and his requirements the team analyzed the manual and redundant processes of the current Human Resources System Integration (HRIS). The team has determined with the use of state-of-the art information technology system the current manual intensive, multi-functional processes can be integrated into a single system. The team has kept in consideration that the integrated HRIS has to be accessible by all of Riordan’s plant locations. Based on the request...
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...Riordan Manufacturing: Human Resources Integration Proposal Riordan Manufacturing: Human Resources Integration Proposal In service request SR-rm-004 from Riordan Manufacturing, Chief Operating Officer Hugh McCauley writes, “Analyze the HR system to integrate the existing variety of tools in use today into a single integrated application” (Apollo Group, 2007). The company wants to use a more updated approach to handling Human Resources (HR) tasks. The following document provides a detailed proposal of how to fulfill Hugh McCauley’s request. The document is presented in several sections that are outlined below. 1. Information Gathering Techniques 1.1 Keys to Successful Information Gathering 2. Project Scope 3. Feasibility 4. Application Architecture 5. Data Flow 6. System Implementation 6.1 Coding 6.2 Testing 6.3 Installation 6.4 Documentation 6.5 Training 6.6 Support 7. Conclusion Information Gathering Techniques The information gathering process should begin with an Internet search using key Phrases such as human resources information systems (HRIS), human resources software, human resources handbook, and human resources model. All of these search phrases will return many results that will provide information on HR system designs, software specifically for HR departments, and other companies’ policies and capabilities. One may also receive results reflecting ideas for HR systems that may not currently be in use, and testimonial...
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...Introduction There currently is not a comprehensive view of the existing and needed business systems of Riordan manufacturing (Smith Services Consulting Inc., 2011). The management of Riordan Manufacturing has submitted Service Request SR-rm-012 – Business Systems to have Smith Consulting create a summary of the business systems needed for effective management. Technical Team Bravo will begin with an overview of the current systems that exist in the areas of Finance and Accounting, Payroll and Human Resources, Information Technology, and Sales and Marketing. For each area covered, Technical Team Bravo will describe the business systems and subsystems used, identify who uses them, identify interrelations between business systems and subsystems, and include any noted disparities. Technical Team Bravo will conclude with a summary of suggestions for a systems plan to improve management (Smith Services Consulting Inc., 2011). Accounting Systems Riordan Manufacturing currently has six Enterprise Resource Planning (ERP) and Manufacturing Resource Planning (MRP) systems throughout four locations. These servers are accessed at the local level by 16 clients (PC’s.) The current challenge to management is the disparate systems and inconsistencies with respect to reporting capabilities and collaboration. Management needs to consolidate these systems into one Cloud-Based ERP/MRP solution that can handle real-time inventory management controls, and comprehensive, robust reporting tools...
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...Riordan Manufacturing Service Request SR-RM-022 Riordan Manufacturing Service Request SR-RM-022 Riordan Manufacturing is a Fortune 1000 company and industry leader in producing polymer and plastic material that enables their customers to find solutions to their business challenges. They are a global company that employs 550 people with projected earnings of $46 billion operating in Albany, Georgia, Pontiac Michigan, Hangzhou China, and their headquarters in San Jose, California. With their mission to remain the industry leader in identifying customer trends, Riordan Manufacturing is looking at ways to maximize its operating efficiency within the company by designing and implementing a new system in accordance with System development Life Cycle (SDLC). The Chief Operating Officer (COO) Hugh McCauley sent a memorandum to the Human Resources Integration Product Manager approving a project proposal for Human Resource department. This project will integrate state-of-the-art technology with Human Resource department to support Human Resources functions. A review and system analysis of the Human Resources system is as follows. System Analysis When a company such as Riordan request for the addition of a newly integrated system, a system analysis will aid one to answer some of the most basic questions such as how this new system will work, who would use it, and how the company current system handles the work are some of the important aspects to consider. Integrating...
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...Riordan Manufacturing SR-rm-022 Kalin Leonard BSA/375 Business Systems Development April 3, 2014 Richard Epperson Principles of System Analysis and Design Riordan Manufacturing produces numerous plastic products, which serve the needs of various companies around the globe. The Albany, Georgia location produces plastic bottles made to hold beverages. The location in Pontiac, Michigan produces various plastic parts that are needed by different companies, while the division in Hangzhou, China produces plastic parts for fans. With their growing business comes a need to implement software that can excel in the fast-paced, technology-driven society we live in. The current human resources information system keeps track of personal information, such as, name, address, marital status, birthday, and more. The system also tracks pay rate, personal exemptions (for tax purposes), hire date, seniority date, organizational information, and vacation hours. Riordan Manufacturing Incorporated’s Chief Operations Officer, Hugh McCauley, has requested the company implement a state-of-the-art information system. This system must integrate all existing human resource tools and various software into one single robust application. The system must also be completed within a timeframe of six months. In order to achieve this goal, the company must conduct an extensive amount of research to ensure the highest possible quality product will be delivered. When conducting this research, various...
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...Service Request SR-rm-022 for Riordan Manufacturing Kalembo Pepito BSA375 August 27, 2012 Kimberly Frieder Service Request SR-rm-013 for Riordan Manufacturing Riordan Manufacturing COO Hugh McCauley is requesting the implementation of a modern, state-of-the-art information system to integrate all existing HR tools into a single application. To achieve the desired goal, a very detailed investigation needs to be performed, studying the actual processes that Riordan Manufacturing currently uses. Also, a series of stakeholders will provide the adequate feedback trough a series of face-to-face interviews and meticulous observation of their respective working environments. These tools will help create a system that will maximize time and organize the information inside the Human Resources department of Riordan Manufacturing. To gather all the requirements expected and perform a more accurate assessment for this new application, there is a need to involve several key stakeholders within the company. Starting from the upper management of the company is always one of the best steps, as they are the ones providing the guidelines for the project at hand. Some of the proposed key stakeholders to be included in the decision making process are: * President and CEO Dr. Michael Riordan- “determines and formulates all business strategies” (Riordan Manufacturing, 2012). The integration of a new information system should directly include the feedback of the CEO * COO Hugh McCauley-...
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...14th 2014 Fred Bennett Service Request Part 1 Riordan Manufacturing is a global producer and manufacturer in the global plastics industries and has about 550 people that have a projected annual earning of over $46 million dollars. Riordan has a manufacturing plant located in Albany, GA that is capable of producing plastic beverage containers, another plant that is located in Pontiac MI that is capable of producing custom plastic parts, and another plant located in Hangzhou, China that produces plastic fan parts. The corporate offices and research and development department of Riordan are located in San Jose, California. Riordan Manufacturing is part of Riordan industries Inc. and this company is a fortune 1000 enterprise and it has revenues that exceed 1 billion dollars ("Riordan Manufacturing", 2013). The COO of Riordan manufacturing Mr. Hugh McCauley has given a Service Request SR-rm-022 to Smith Services Consulting Inc. Mr. Hugh would like Smith services to integrate an existing variety of human relations tools within a single integrated application that would use the human relations existing tools. This request from the COO will have an affect on all plant locations for Riordan Manufacturing. Riordan is trying to take advantage of new technology and be more sophisticated in ways of operating there Human Resources department. Some of what is expected from Riordan Manufacturing is that the Human Resources department will be capable of meeting the business requirements...
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...BSA/375 03/31/2011 David Bruce Analyze HR System I For the Riordan Manufacturing service request the requestor Hugh McCauley has stated that the current HR system should be more “sophisticated, state-of –the art, information systems technology in our Human Resources department” which was stated in the service request SR-rm-004. The scope and feasibility will set up so that the best solution for achieving the goals of a technically new system is obtained. This paper will also identify the key factors to make this happen, the process will be gathering information regarding employees and the current system. Surveys and questionnaires along with face to face interviews which have worked in the HR department, other sources will be in the form of journals, books and experts in the related field. For the system to be developed and be implemented at the needs of Riordan, the SDLC will be making sure all five phases are completed. Investigation, Analysis, design, Implementation and Maintenance. (Valacich, 2009) Key Factors: Riordan has many focus points within their HR department.(Riordan, 2006) * Employee and Labor Relations * Employee Recognition Programs * Global Operations * Key Jobs * Recruitment and Selections Practices * Training and Development All factors need to be accounted for within the new system to make it more functional for HR. The current system HRIS was installed in 1992 (Riordan Intranet) , part of the financial systems package. The information...
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...an organization in obtaining industry leadership. This particular research paper is based on the Riordan Manufacturing organization created by the University of Phoenix, and establishes a base parameter for what you may look at during the creation of your possess gap analysis. Included is the introduction to the organization, situation analysis, stakeholder perspectives, ethical dilemmas, end-state vision, gap analysis, and the conclusion. Tables and appendixes referred to may not be available in this version of article. Gap Analysis: Riordan Manufacturing Riordan Manufacturing produces plastic parts including plastic beverage containers, automotive parts, aircraft related parts, and appliance related parts (Riordan Manufacturing, n.d.). The company's revenue exceeded $1 billion and is a Fortune 1000 enterprise (Riordan Manufacturing, n.d.). Due to current declines in sales and "uneven profits", Riordan embraced changes that included adopting a customer-relationship management system and a Six Sigma quality approach (Riordan Manufacturing, n.d.). While these changes were developed to combat the developing issues with the business end of the company vision and needs, it unfortunately brought about decreases in production and employee satisfaction. In order to combat the issues related to the necessary changes in company practices, Riordan Manufacturing must build human resource planning that address the needs of the employees and brings them on board with the goals and needs...
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...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...
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...Human Resource System Service Request SR-rm-004 Riordan Manufacturing is a global plastics manufacturer company and was originated in 1991; founded by Dr. Riordan. He was a chemistry professor who processed polymers into high tensile strength plastic substrates. After many years of operations and expansions, Riordan Manufacturing now has a few different locations; Albany, Georgia; Pontiac, Michigan; Hangzhou, China and the corporate office in San Jose (Riordan Manufacturing, 2003-2006). Riordan Manufacturing would like a more sophisticated, state-of-the art, information system to help benefit the Human Resources department. Our goal is to analyze the HR system to integrate the existing variety of tools in use today into a single integrated application. The current Human Resource system does not function the way the company needs it to. When Riordan Manufacturing expanded the company to more locations, they tried to do their due diligence to acquire the proper items they would need to function. These items include, but are not limited to, network infrastructure, operating systems, hardware and software. The current situation they are facing affects Riordan’s Human Resource System. The current set up is as follows: San Jose is licensed for a fully integrated Windows based ERP manufacturing, distribution and financial management software application; however, this license does not include application source code. Michigan purchased a vendor developed software application and the...
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...Hugh McCauley, COO, has requested that the HR system be integrated into a single application. This proposal documents my approach to gathering requirements and scoping the HRIS. In the following weeks I will outline the approach for implementing the entire HR system. The aim of this proposal is to help Riordan deploy a new HRIS. The new, modern HR system will make sure that each location can have a high level of compatibility through a standardized operating system. They will begin to implement the new system in six months, and it will be operational by next year's second quarter. Riordan's HRIS system will be updated by a developing team, who will come up with a project plan and tell management what resources they need. To understand the project goal, the problem's domain and stakeholders must be identified. Interviewing different users will pinpoint particular problems in the system and begin to develop a possible solution. “Requirement elicitation must focus on the creation of requirements, not design activities, in order to adequately address users’ concerns and not just developer needs” (Christel & Kang, p. 18, 1992). Sometimes it is an indefinite goal to gather a problem's requirements, and it is possible that design language makes the unclear specifications unverifiable. The following techniques will be used to find specific user requirements. * Workshops- that facilitating meetings with many stakeholders. * Surveys – collecting information from...
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...Service Request SR-rm-022 SCI/275 Corey Stilts Dakotah R. Conlon Hugh McCauley, Riordan Manufacturing COO, wishes to merge the current assortment of tools in procedure into a solitary assimilated application. The company desires to take advantage of the further sophisticated state-of-the art information systems technology that by this time exists in the human resources department. In this text, the data- collecting methods and the intended project approaches that are to be exercised will be clarified. The business conditions for the improvement of a Human Resource system to preserve the goal of this request will also be outlined. Key aspects that will help make certain that the statistics required for this development is collected efficiently and will be acknowledged and a thorough development plan will be produced. This design will make obtainable an inventory of all routine jobs, capitals, and a agenda and fiscal blueprint essential to finalize the project. While cultivating a plan of this background it is vital to collect data from numerous sources to warrant the development proficiently accomplishes its desired chore. To commence the figure collecting procedure, I will become acquainted with key management personnel, the IT personnel, and operators to exchange my ideas concerning the plan. Within this discussion, I will be permitted to question and provide solutions to questions as well as request comments and recognize concerns and ideas. By producing this exposed dialog...
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...Service Request SR-rm-022 part 1 BSA/375 Christopher Christmon Michael James July 18, 2015 The COO of Riordan manufacturing Hugh McCauley would like to combine the existing variety of tools in use into a single multi integrated application. Riordan Manufacturing wants to take advantage of the more sophisticated state of the art information systems that has already existed in the human resources department (Riordan Manufacturing, 2006). The information gathered in this document the information gathering techniques and the very sophisticated planned design methods that will be used and explained in great detail. The requirements for the business and the Human resources systems are to maintain the objectives of this request. That will be defined in this paper. Key factors will be to help make sure the information that is gathered for this project is gathered effectively, there will be a defined and detailed plan and report generated for each stage of the project. This plan will make available the list of everyday jobs, resources and schedule with a detailed financial plan. Information – Gathering Techniques and Design Methods When developing a plan of this size, it is important to gather Information from many sources to ensure that each job is fulfilled in its fullest. To begin the information gathering process, the management team will meet with key personnel from al of the essential departments to discuss the project at hand and keep it on track. Throughout the...
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