Riordan Manufacturing HR System
Abstract
Mr. Hugh McCauley, the COO of Riordan Manufacturing, Inc. has submitted a service request SR-rm-004. This request is to analyze the current Human Resources system and to integrate the existing variety of tools used today into a single integrated application at all plant locations. Mr. McCauley would like to take advantage of a more sophisticated, state-of-the-art, information technology system for the Human Resources department. The IT team will examine the current information system and the possible design and development of a single integrated application that meets or exceeds Riordan Manufacturing’s expectations, reaches completion within time and cost estimates, works effectively and efficiently in the current and planned IT infrastructure, and is inexpensive to maintain and cost-effective to enhance. The outcome and analysis of this assessment, along with recommendations and each phase of the System Development Life Cycle (SDLC) will be identified in this report.
Current Human Resources Information System
The company’s HRIS system was installed in 1992. It is a part of the financial systems package and keeps track of the following employee information: • 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)
Changes to this information are submitted in writing (on special forms) by the employee’s manager and are entered into the system by the payroll clerk. Training and development records are kept in an Excel worksheet by the training and development specialist. Each recruiter maintains applicant information for open positions. Résumés are filed in a central storage area, and an Excel spreadsheet is used to track the status of applicants. Workers’
Mr. Hugh McCauley, the COO of Riordan Manufacturing, Inc. has submitted a service request SR-rm-004. This request is to analyze the current Human Resources system and to integrate the existing variety of tools used today into a single integrated application at all plant locations. Mr. McCauley would like to take advantage of a more sophisticated, state-of-the-art, information technology system for the Human Resources department. The IT team will examine the current information system and the possible design and development of a single integrated application that meets or exceeds Riordan Manufacturing’s expectations, reaches completion within time and cost estimates, works effectively and efficiently in the current and planned IT infrastructure, and is inexpensive to maintain and cost-effective to enhance. The outcome and analysis of this assessment, along with recommendations and each phase of the System Development Life Cycle (SDLC) will be identified in this report.
Current Human Resources Information System
The company’s HRIS system was installed in 1992. It is a part of the financial systems package and keeps track of the following employee information: • 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)
Changes to this information are submitted in writing (on special forms) by the employee’s manager and are entered into the system by the payroll clerk. Training and development records are kept in an Excel worksheet by the training and development specialist. Each recruiter maintains applicant information for open positions. Résumés are filed in a central storage area, and an Excel spreadsheet is used to track the status of applicants. Workers’