will build on the current system initially implemented as part of the financial system, the Chief Financial Officer (CFO), Dale Edgel, should be the second key stakeholder (Riordan 1, 2013). From there the list starts with the director of the Human Resources Department, Yvonne McMillian, as the third person of importance. Yvonne has the ability to direct the analysis team to the key users of the current system, plus provide permission for the team to conduct the necessary information gathering.
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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
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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
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LJB Company Mr. President 1. According to the Public Company Accounting Oversight Board (PCAOB), Sarbanes-Oxley’s new requirement for internal controls if your company decides to go public is on the annual report; your company must report internal controls over your financial reporting. This report should include: • Statement of responsibility by management of the company (such as the President and CFO) for establishing structure and procedures for financial reporting. • Statement identifying
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to a company's continued success; and its aggregation of documents about processes, customers, research results, and other information that might have value for a competitor that is not common knowledge. Classification of Intellectual capital • Human capital- The value that the employees of a business provide through the application of skills, know-how and expertise. It can be defined as all the unique ideas, skills, and knowledge that an individual owns and contributes to an organization. • Structural
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[pic] Human Resources By the end of this unit you will understand: ❖ The role of the Human Resources Department ❖ The culture of an organisation ❖ Organisational structures ❖ Working practices available to employees within different types of businesses ❖ The recruitment process ❖ Contract of Employment ❖ Appraisal Part 1 – Human Resources The role of the Human Resources Department The human resources (HR) department
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fascinated the world for centuries and is revered as one of the greatest mysteries of time. When it was first built it was 145 metres tall, making it the tallest structure on the earth for over 4,300 years. Egyptologists argue that even with all of the human and computer advancements achieved to date, it would be near impossible to replicate the production of these pyramids. The HR planning scale of the project would be among the biggest challenges to face. Archaeologists have their own methods for determining
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Assess the types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS. When a company decides to purchase a HRIS system they should always consider the long-range requirements for updating and replacing the system. Technology is always changing so an HRIS system can become outdated in no time. In order for the system to be sufficient and suitable for the company the company will have
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wants to combine the current assortment of tools in use into a single integrated application. Riordan Manufacturing wants to take advantage of the most sophisticated, state-of-the art information systems technology that already exists in the human resources department (Riordan Manufacturing, 2006). In the development phase, it is important for one to gather information from various sources to ensure the project efficiently performs its preferred job. To begin the information-gathering process
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recruiter was expecting to bring on 15 new hires to complete for orientation to work in the Operations department. When the operations supervisor contacted the new recruiter and checked on the status of the recruiting process, he was assured that all requirements were taken care of. When the recruiter looked into completing the vital paper work that would typically be in place for new hire orientation, he then realized that there was not a set process or checklist. Background Since Carl (the recruiter)
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