Riordan Hr

Analyze HR System for Riordan Manufacturing

Carlos Rodríguez

BSA/375

June 27, 2011

Richard Casey

Analyze HR System for Riordan Manufacturing

Riordan Manufacturing is a global plastics manufacturer that currently employs 550 people. Different systems and steps throughout the organization that do not have automation and consolidation do the company’s tracking of employee information. Riordan Manufacturing wants to stay competitive in business and want their employee satisfaction. Recently Riordan Manufacturing has put in a service request order, SR-rm-04, to analyze their current HR System. By issuing this service request Riordan Manufacturing show a desire and need to develop an up to date human resources information system. Riordan Manufacturing wants to incorporate all aspects of their current human resources department into an integrated, state of the art information system. By issuing this service request Riordan Manufacturing wants my team to analyze their current HR system and integrate a variety of tools being used today into a single integrated application for their new Human Resources Information System. To begin this service request our team must first begin with the first phase of the Systems Development Life Cycle (SDLC), which is the analysis phase.

Analyzing an existing system accomplished by gathering system information through many avenues such as documentation, diagrams and interviews. After reviewing Riordan’s HR systems documents and information systems diagrams it is easy to see that all Riordan facilities are still operating as four separate entities, not as one company. The HR system was installed as part of the financial systems package in 1992. Though the system tracks both payroll and HR data, some HR data was not tracked in the current HRIS system. In order for Riordan to achieve their goal to have a more sophisticated, state-of-the-art, information systems technology in their Human Resources department. Riordan must emigrate...