Sr-Rm-022 Hr System Analysis

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SR-rm-022 HR System Analysis
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BSA/375
February 27, 2013
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SR-rm-022 HR System Analysis
The SR-rm-022 service request asks for the development of a new application for Riordan Manufacturing’s human resources department. According to the Apollo Group Inc. simulation (2011), Riordan Manufacturing would like to “Integrate existing variety of HR tools into a single integrated application in order to take advantage of a more sophisticated, state-of-the art, information systems technology in our Human Resources department.” Therefore, this paper will discuss the key factors required to analyze the HR system tools. The key factors required for such development are Riordan key stakeholders, Joint Application Development, Use Cases, Process Models, Data Models, efficient gathering information techniques, and project scope. Riordan HRIS

As it stands, according to the Apollo Group Inc. simulation (2011), on the employee site under HRIS, the company’s HRIS was developed in 1992 and is a part of the financial systems package. The financial system used to date is broken down into seven different categories. Employees’ personal information, pay rate, personal exemptions for tax purposes, hire rate, seniority date, organizational information, and vacation hours. According to the sites information the following practices are used. 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' compensation is managed by a third-party provider, which keeps its own records. Employee files are kept by individual managers; there is no central employee file area. Managers are also responsible for tracking FMLA absences and any requests for accommodation under the ADA. The compensation manager keeps an Excel spreadsheet with the results of job analyses, salary surveys and individual compensation decisions. Employee relations specialists track information about complaints, grievances, harassment complaints, etc. in locked files in their offices. Riordan Key Stakeholders

The key stakeholders for this service request are the head managers and director of the human resources department. * Yvonne McMillan – director of human resources
* Andrea Gamby – employee relations manager
* Terri Carranza – compensation and benefits manager
* Silvja Peterson – payroll manager
With the implementation of the new HRIS system the key stakeholders would find that processing and storing key information will be much more efficient. The tools provided will be contingent on the needs gathered from the above stakeholders during the Joint Application Development process where key information will be gathered in supplying the overall needs of the system being created. Joint Application Development (JAD)

To start the process it would require a “Joint application development (or JAD as it is more commonly known) is an information-gathering technique that allows the project team, users, and management to work together to identify requirements for the system” (Dennis, Wixom, & Roth, 2012, Chapter 3). With the key stakeholders mentioned above in the same room together as a group we can gather needed information as to best practices and needs for the overall system. Its best to start with objectives and goals created from each department head or stakeholder, and shared between the group to cover all areas, that way nothing is left unsaid or behind. With the use of the JAD system we can efficiently attack the needs of the group and identify the key requirements for the system in order to create a solid foundation.

Use Cases
Use cases are another practical tool that...
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