earn $46 million annually and employs over 550 employees. With Riordan Manufacturing expanding the company needs to expand their Human Resources program to better the effectiveness of work within the department. Interested Stockholders The CEO and President Michael Riordan is the main stockholder because he is who signs everyone’s checks. The Director of Human Resources would be beneficial to gather information from because he/she is the one running the department and knows the applications they
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Role of the Finance Director The finance director is a key member of the board of directors fulfilling a crucial and complex role. The role of the finance director varies according to the size of the company involved. However, in general, he or she oversees all financial aspects of company strategy and is responsible for the flow of financial information to the chief executive, the board and, where necessary, external parties such as investors or financial institutions. What Are the Duties of
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around the world and mainline developments take place in San Jose, California which is the headquarters of the company. Riordan has served a variety of customers such as automakers, different manufacturers, and the Department of Defense. Current Human Resource Information System The current information system keeps track of all personnel, their information, date of hire, tax exemptions, vacation hours, and organization information. Furthermore, the current system has been partnered with a financial
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existing Human Resource tools into a single integrated application. This will be done using the existing tools found in the Human Resource System. This request will have an impact on all the listed locations of Riordan Manufacturing: Georgia, Michigan, San Jose, and China. Riordan is looking to update and become more advanced from the current information systems technology in the Human Resources department. The expected results will define business requirements in the development of the Human Resource
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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
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2011 Information Systems and Software Applications To encompass a thriving business, businesses must incorporate and use the various resources of technological progressions. Invasive software applications and fully structured information systems support businesses to administer every area of their business relationships. The accounting, human resources (HR) and marketing departments use various software applications and information systems to achieve the goals of a business in order for them
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Systems requirements are traced throughout the testing phase to identify variances from specifications and requirements. This phase requires user acceptance testing and is an important factor in ensuring that the system satisfies its intended use and meets user needs. Both Alpha and Beta testing will be conducted to thoroughly vet the new system. * Installation- The installation phase will consist of the old Human Resource system being removed or even combined with the new Human Resource System
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In this report I will be assessing internal and external factors to consider in Human Resources Internal: Organisational needs: The workforce needs to be able to change when necessary. For example different demand for products and services will change the number of people needed in certain areas of the business. Businesses may move into new markets, such as branching abroad , this means the staff will need new skills such as learning new languages. More employees may be needed in distribution if
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Welti, JR. HRIS Development at Riordan Manufacturing The current human resource information system at Riordan Manufacturing was implemented in 1992 as part of the finical information system. Being twenty years old this system is significantly outdated both in terms of hardware and practices used by employees to updated or upload information. Service request SR-rm-022 purposes the development of a new human resources information system which will be a standalone system, separate from that
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Defining your requirements for a new HRIS system. It is increasingly becoming pivotal for Human Resource Management professionals within organisations to stay up to date with technology and new software or system innovations that will make its operations more cost effective and efficient for the employer and other end users. This means making sure the Human Resource Information System (HRIS) is able to configure relevant tasks and information as required by the organization’s overall goals. The
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