Week Four Assignment
Riordan Manufacturing was founded by Dr. Riordan, a professor of chemistry who started Riordan Plastic Incorporated in the year 1991. At first, the company’s main focus was on research and development along with licensing any and all Riordan Manufacturing’s current patents. In 1992 Dr. Riordan bought a fan manufacturing plant in Pontiac, MI. and had the plants name changed to “Riordan Manufacturing, Inc.” In 1993, Dr. Riordan bought another manufacturing plant in Albany, GA and the company expanded into the production of plastic beverage containers. In the year 2000 is when the company took its most recent expansion to China, moving the fan facility from Michigan to China. At which time all parts and tools were switched out to accommodate the custom plastic parts company. Riordan Manufacturing currently employs 550 workers in four different locations and earns approximately $46 million yearly. Some of its products include but are not limited to: ▪ Plastic Bottles
▪ Fans - All sizes
▪ Heart Valves
▪ Medical Stints
▪ Custom Plastic Parts
Though Riordan Manufacturing has seen success since beginning operations, there are still important improvements needed. This analysis is written to identify necessary changes needed to make Riordan Manufacturing a more efficient operating company.
The Human Resources Department (HR) is a very important department. In this a team of employees manages the day-to-day operation. The HR Department has responsibilities for but not limited to: ▪ Employee Relations
▪ Training and Development
▪ Organizational development
Human resources are a multifaceted part of any company, an integral process of a path for success. By hiring a strong staff Riordan Manufacturing will succeed. The same goes with software programs; companies need a good and reliable business system that is made for companies like Riordan Manufacturing, to have a successful company. A review of the intranet site for Riordan Manufacturing revealed that the site is in need of company-related information. The company uses a system called Human Resources Information Systems (HRIS), which was installed in 1992 as a part of the financial systems package. Tracking information has been somewhat successful for Riordan Manufacturing. Personnel information has been limited by the programs acceptance of data, due to the limitations of the program; only essential information is used. The HRIS system keeps track of employee information such as: • Personal information (such as name, address, marital status, birth date, etc.) • Pay rate
• Personal exemptions for tax purposes
• Hire date
• Seniority date (which is sometimes different than the hire date) • Organizational information (department for budget purposes, manager’s name, etc.) • Vacation hours (for non-exempt employees)
All important employee information is separated into classifications; the training and development specialist department keep employee-training records, while individual managers keep employee files. Prospective employee information such as resumes is filed in a central storage area and an Excel spreadsheet is used to track the status of applicants. Riordan uses an outsourced third party for all insurance needs including the need for Worker’s compensation. Suggestions
Riordan Manufacturing needs to update the Human Resource Department; personnel within the department need to be given classes on basic computer usage. The department will have a business system installed that will track all the information of the employees and compile the data, and send alerts to HR of important relevant changes in the personnel’s file. The system will need to handle legal issues that may arise from time to...