Hr Systems

New HR System

Group C :

John Smith

University of Phoenix

BSA / 375 Version 11

9January 2009

New HR System

When given the task of improving the human resources capabilities of a company one needs to consider exactly what the company wants, what the company budget is, and the time line. In the case of Riordan Manufacturing , their Human Resources Information Systems (HRIS) was established in 1992. The system has not changed a lot and is in need of a complete over haul. There is no central data base available that would give important information about several key functions of the company. Information is scattered with designated individuals having access to the data. This could be a disaster if the company is audited by a regulatory agency. What may have been acceptable nearly 20 years ago can be considered a major infraction by today’s standards. Most information regarding training records of employees with sensitive tasks are maintained within a spread sheet. Employee information changes are submitted through forms and submitted through a manager to the pay roll clerk. A separate department of HR tracks grievances and harassment issues. Compensation packages are handled through a third party and while this is not unusual, the employee cannot make changes without contacting the third party. Basically, most changes that need to be made regarding employee status like training, payroll, compensation, requesting time off , and several others, all take valuable time away from work. In the long run this will greatly affect productivity within a growing company.

To resolve this issue, Chaos Systems Solutions will first gather information on the size of Riordan Manufacturing. Is it located in one state or does Riordan have branches throughout the United States and overseas? What type of products does Riordan manufacture? One method Chaos will use in gathering relevant data will be to visit the different sites of Riordan, if more than one exists. Once Chaos...