Riordan Manufacturing Human Resources Analysis

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Riordan Manufacturing Human Resources Analysis
David Chavez
BSA/375
October 14, 2010
John R. Rogers

“Riordan Manufacturing, Inc. an industry leader in plastic injection molding and state-of-the-art design capabilities was established in 1991 by Dr. Riordan Plastics, and has earned international acclaim for its innovative plastic designs” (Apollo Group, Inc., 2006). Riordan Manufacturing is a company owned by Riordan Industries, a Fortune 1000 industry with yearly revenues in surplus of $1 billion. “Riordan Manufacturing currently employs 550 people, and has manufacturing plants in Albany, Georgia, Pontiac, Michigan, and Hangzhou, China” (Apollo Group, Inc., 2006) and Corporate Headquarters in San Jose, California.

Riordan Manufacturing’s current business focus in research and development, and innovative customer solutions using polymer materials, has left the company with an inadequate human resources system. The human resources information system (HRIS) is a critical business system for Riordan Manufacturing. “The human resources information system is designed to collect, process, and disseminate information that has been deemed valuable for the organization” (Flynn, 2008). Riordan Manufacturing’s current human resources information system was part of a financial systems package, and currently tracks the following employee information: personal information, hire dates, pay rates, seniority dates, and personal exemptions for tax purposes, organizational information, and accrued vacation hours for non-exempt employees. All other human resources information not listed is currently kept by individuals managers, recruiters, employee relation specialists, and outside vendors in Excel spreadsheets and not in a HRIS centralized database.

Riordan Manufacturing’s current human resources information system allows sensitive information about employees to be kept with many managers, in different states, and different areas of the company. Riordan does not...
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