Describe the Application Architecture and Process Design
Riordan Manufacturing Human Resources Information Systems Upgrade
HRIS Key Stakeholders
Hugh McCauley, COO
Payroll Clerk
Compensation Manager
Employee relations specialists
Exempt Employees
Human Resources Managers
Non Exempt Employees
Recruiter
Training and Development Department
Workers' Compensation Third-Party Provider
Figure 3.1 Hugh McCauley Chief Operating Officer at Riordan Manufacturing would like a more sophisticated, state-of-the art, information systems technology in the Human Resources department. The current Riordan Manufacturing Human Resources Information System is attenuated and spreads resources out over several non-integrated systems. SR-rm-004 calls for the analyst of the HRIS and the recommendation to integrate the existing variety of tools in use today into a single integrated application. According Symphony Employer Service (2013), an integrated HRIS “gives you the ability to track and report on vital employee personal information, performance reviews, benefits, skills, injury occurrences and much more. Payroll and HR share one common database, eliminating duplicate entry and the need for customized imports.” Having the entire HRIS in a single integrated application will also reduce cost and time spent on manual data consolidation. It will also allow the stakeholders to focus more time on production since less HR paperwork will be generated.
Riordan Manufacturing HRIS Key Stakeholders Before the information gathering can begin the key stakeholders in Riordan Manufacturing’s HRIS must be identified. The HRIS will need to be accessed by various members of the company who each have their own needs and expectations. Figure 3.1 shows the ten most important stakeholders of the HRIS. The requirements gartered from each of the various will vary greatly and some stakeholders will need very limited access to the system.
Information-Gathering Techniques for Stakeholders
To conduct a successful information gathering session
HRIS Key Stakeholders
Hugh McCauley, COO
Payroll Clerk
Compensation Manager
Employee relations specialists
Exempt Employees
Human Resources Managers
Non Exempt Employees
Recruiter
Training and Development Department
Workers' Compensation Third-Party Provider
Figure 3.1 Hugh McCauley Chief Operating Officer at Riordan Manufacturing would like a more sophisticated, state-of-the art, information systems technology in the Human Resources department. The current Riordan Manufacturing Human Resources Information System is attenuated and spreads resources out over several non-integrated systems. SR-rm-004 calls for the analyst of the HRIS and the recommendation to integrate the existing variety of tools in use today into a single integrated application. According Symphony Employer Service (2013), an integrated HRIS “gives you the ability to track and report on vital employee personal information, performance reviews, benefits, skills, injury occurrences and much more. Payroll and HR share one common database, eliminating duplicate entry and the need for customized imports.” Having the entire HRIS in a single integrated application will also reduce cost and time spent on manual data consolidation. It will also allow the stakeholders to focus more time on production since less HR paperwork will be generated.
Riordan Manufacturing HRIS Key Stakeholders Before the information gathering can begin the key stakeholders in Riordan Manufacturing’s HRIS must be identified. The HRIS will need to be accessed by various members of the company who each have their own needs and expectations. Figure 3.1 shows the ten most important stakeholders of the HRIS. The requirements gartered from each of the various will vary greatly and some stakeholders will need very limited access to the system.
Information-Gathering Techniques for Stakeholders
To conduct a successful information gathering session