Kirk SamudaUniversity of Phoenix
April 28, 2013BSA/375
Mr. Jeffrey Mc Nickle
A brief analysis of Riordan manufacturing HR system reflects an obvious absence of automated integration via a Wide Area Network for the HR Department. The present methodology applied to the gathering and sharing of information isn’t effective and must be upgraded promptly to permit positive changes throughout Riordan. As such, a key area of focus is the acquisition of relevant and effective information that can cause positive changes for every department and location of Riordan.
The key Stakeholders to interview for such information must be involved with Finance and Accounting, hiring, operations, the training of end users, and the sharing of information among departments, both individually and consolidated. Based on the personnel information provided by Riordan’s intranet, the following members of staff are chosen to share and document their present experiences with HR, and to make documented recommendations towards a fully automated and integrated HR environment (HRIS).
Director of Human Resources
Chief Operating Officer
Director of Accounting and Finance / Controller Patricia Miller
Manager IT services ( San Jose)
Manager IT services ( Albany)
Manager IT services ( Pontiac)
Training and Development specialist
Chief Information Officer
Employee Relations manager
Because the intent of the service request is to establish a simpler, more effective way of managing human resources, with the hope of merging operations with people to produce maximum performance and profitability for Riordan, specific gathering techniques and systems analysis tools must be proposed as viable tools for this project. Essential to...
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