Sr-Rm022 Hr System Analysis

SR-rm022 HR System Analysis

Udonna M. Newton

BSA/375

March 12, 2013

Professor: Joe Ohomokhem

SR-rm022 HR System Analysis

The Service Request (SR-rm-022) summons developing a new application for Riordan Manufacturing’s Human Resources department. According to Apollo Group simulation, Riordan Manufacturing wishes to integrate existing variety of HR tools into a single application. The objective of this assignment will take a more modern, state-of-the-art, information systems technology in our Human Resources department. This paper will address the key factors to analyze the HR system tools such as; Riordan’s key stakeholders, Joint Application Development (JAD), Use Cases(UC), Process Models(PM), Data Models(DM), project scope, and pertinent information gathering (Dennis, Wixom, & Roth, 2012).

Riordan Manufacturing HRIS

The Riordan simulation under the HRIS employee site says the company’s HRIS was developed in 1992 and is a part of the financial package. This system keeps tracks of employee’s personal information, rate of pay, tax exemptions, hire date, holiday pay, vacation earnings, and organizational information. Currently changes to this information are done by completing the necessary forms and submitting them to management, which is passed on to an employee of payroll who enters the information into the accounting system. Training and development records are kept in an Excel file by the training specialist. Recruiters maintain all applications for any open positions, and resumes are stored in a central location for easy access. A third party provider is hired to handle any worker’s compensation claims. An employee relations specialist is responsible for tracking information relating to complaints, grievances, harassment complaints, and any other employee related issues or concerns, which are, lock away in file cabinets in their offices (Apollo Group Inc., 2013).

Riordan Key Stakeholders

The key stakeholders for this service request are...