Analyze HR System 1
Analyze HR System – Final
University of Phoenix
November 19, 2007
Analyze HR System 2
Analyze HR System – Section One
Riordan Manufacturing is a global plastics manufacturing company with operations in the United States and China and employing 550 people. The tracking of employee information is currently done by different systems and procedures throughout the organization which are lacking automation and consolidation. To remain competitive in business and retain employee satisfaction, it becomes necessary to update the systems to be more effective. The company would like to take advantage of technology to create a single information systems application in the Human Resources (HR) Department. With the implementation of information systems technology, Riordan can integrate existing separate human resources processes to consolidate information into a single application and increase efficiency. To analyze the existing HR system and create a project plan to update the system, it is best to utilize a system development life cycle (SDLC) technique. Following SDLC will provide a structured, organized approach to system development. This allows the analyst to cover the five primary phases of system development, which includes project planning, analysis, design, implementation, and support (Satzinger, Jackson, & Burd, 2004). The project planning phase includes defining the scope of the project and the feasibility of the project. This phase will be followed by an overlapping series of analysis, design, and implementation phases, which will occur in multiple iterations to create an incremental system deployment. Project Planning
The scope of Riordan Manufacturing’s new HR system will include maintaining employee personnel records from the current system and integrating the various human resource related Microsoft Excel worksheets managed by department managers and various other company personnel. Consolidating the separate worksheets and tools into a common HR system Analyze HR System 3
that also manages employee information is the ultimate goal of the imposed improvements. The new system should be feasible since management has already shown an interest by imposing the strategy to improve the HR system and making a budget available. In addition, the company currently utilizes an existing HR system, though a legacy system, that already includes employee information and the other manually maintained documents are already in Excel format. This would make the transition of data from the old system to the new system much easier and rapid. Additionally, since Microsoft Excel is a common application that is highly compatible with most platforms, the data from the independent worksheets can be efficiently integrated into the new system. Analysis
Upon completion of project planning, the analysis phase of the project will begin. This phase will include gathering information to understand user needs and defining system requirements. It is imperative for the system requirements to meet the needs of users so that the system is designed correctly to perform the needed tasks and improve business processes. According to Javed, Manzil-E-Maqsood, and Durrani (2006), having the right client personnel involved as stakeholders is critical to the success of SDLC. Therefore, in addition to the primary system users in the HR department personnel, specifically the payroll clerk who interacts routinely with the current system, there are other stakeholders involved in the project. These stakeholders include the technical staff, which will need to provide input to ensure the proposed system is compatible with existing systems and network infrastructure. Other stakeholders that need to be involved with the analysis of the new system are those individuals who currently maintain their own Excel spreadsheets of various employee data so requirements can be defined for integrating their data into the new system....
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