Analysis of Riordan Hr System

Analysis of Riordan Manufacturing HR System

Patricia A. Burke

BSA/375

March 14, 2011

Lisa Curry

Analysis of Riordan Manufacturing HR System

Riordan is an independently owned plastic injection molding manufacturing company whose home office is located in San Jose California. They have 2 plants in the United States and one abroad in China. They would like to update their current Human Resources System to a single system that will connect all locations and improve the efficiency of the company as a whole.

To revamp any current information system or to install a new one requires an understanding of the company's current process to be able to determine what improvements should be made. This will assist with choosing the correct tools to upgrade the current system or to install a new one.

The current system was installed in 1992. It currently interfaces with a financial systems package. It is capable of storing data on employee demographics, pay rates, personal exemptions for taxes, hire dates, seniority dates, organizational budget information to include department managers etc. and vacation hours for non-exempt employees.

Even though this system is able to store a multitude of information, the method that the information is gathered as well as how it is input leaves room for error. There is need for improvement. In order to determine what the improvement requirements are information must be gathered to support the systems improvement or replacement. There are several techniques to gather this information. Mochal (2008) "The "elicitation" step is where the requirements are first gathered from the client." (Takeaway, para.1).

For the purpose of this request, we will use more than one technique. Since we are dealing with a single department within a large cooperation, we will use the Prototyping technique and Joint application development (JAD). Since the current process is already documented on the Riordan Intranet, we have a starting point.

Because we have a starting point a prototype can be developed showing antiquated processes and the potential improvements that can be made through system changes. Below I will identify the current processes and the proposed improvement that would be presented in the prototype.

* Current: Employee demographics additions and changes are submitted in writing on special forms that are entered by the payroll Clerk

Proposed: Use an electronic employee information system that is password protected and allow employees to submit their own demographics changes with electronic signature required. This places the accuracy in the employee's hands to prevent error by the payroll clerk. This also frees the payroll clerk of a duty that will allow him/her to concentrate on other areas of their job.

* Current: Mandatory education and continuing education is recorded on a spreadsheet by a training specialist.

Proposed: Create an electronic centralized education tool that will allow the employee to not only read pertinent materials required for the course but also administer tests to assure that the employee retained the information that was taught. It would also record test scores and calculate education credits.

* Current: Employment recruiters keep paper applications on file in a filing cabinet and record on excel spreadsheets.

Proposed: Utilize the Internet website for job postings and electronic applications. This will not cut out the recruiter totally but merely give them information on applicants from their desktop and assure that applications are not lost or misfiled.

* Current: Workers Compensation records are maintained by a third party company.

Proposed: