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Riordan Manufacturing HR System Update
From each location of Riordan Manufacturing, the key stakeholders that I will gather requirements from are the ones who have been there for more than two years with extensive knowledge in each of their departments with the most consistent work and results. This can be done by sitting down with each of them to discuss their past work and work in the future on obtaining good useful information along with how it is going to gathered.
With the team that has been assembled at Riordan, the managers in the IT department from each location will be using two different techniques in order to gather all necessary data that will help the company determine the kind of system that will be used. The IT managers should first use a questionnaire or similar interview technique (Modell, 2007). This is going to ensure that all end users are giving their input which is the best way to gather information to make sure the system is working properly. From there HR management will be completing and all employees as well will be involved in filling out the questionnaire.
There is an application called the Joint Application Development also known as JAD that has proven to be a helpful source in making decisions on the components needed for a new system and will be a great addition for this company. JAD will provide the IT department, users place in a group from the HR department and managers so that everyone is working together as one on the development of the joint application.
JAD needs to be effective, and for that to happen the managers at Riordan manufacturing need to use approach involving strength, weakness, opportunities, and threats also known as SWOT. SWOT gathers information from what the users think the current strengths, weaknesses, opportunities, and threats are for the system. It will also analyze and reveal issues that are key as well as needed improvements that will help improve the current system. Both techniques will...
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