Joel Figueroa Sr.
February 27, 2012
Service Request SR-rm-004, Part I
Riordan Manufacturing has grown from a small plastics research and development company to an industrialized international plastics fortune 1000 corporation. The current HR system in place has become somewhat ineffective to withstand the growth it has incurred. Riordan Manufacturing has negotiated contracts with government agencies like the Department of Defense and over 30 customers. To effectively manage their human resources within the different locations and maximize optimal performance it is extremely important to initiate a much more structured HR system. Due to the successful growth of the corporation with sites in San Jose, CA, Albany, GA, Pontiac, MI and overseas in China, a single integrated HR system will be required to improve and enhance the efficiency of the existing model. With today’s economy and more sophisticated, state-of-the-art, information technology, Riordan Manufacturing Human Resource department could take full advantage of the integration model.
Prior to starting the Planning and Selection phase of the Systems Development Life Cycle, information will need to be gathered to gain historical and current data to accurately design and implement a strategic HR system. There are different techniques that can be used to for information gathering:
These techniques are both quantitative and qualitative depending on whether the questions are open or closed ended. The information gathered will target the following data elements:
1. User information
2. Information needs
5. User habits
6. Demographics [continues]
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