Riordan Manufacturing, Inc. Hr System
Essay by people • August 10, 2011 • Case Study • 1,813 Words (8 Pages) • 2,722 Views
Riordan Manufacturing, Inc. HR System
University of Phoenix
BSA/375 Business Systems Development
Table of Contents
Company Background . . Page 3
Company Mission . Page 4
Problem Description . .. .. Page 5
Proposed Information Gathering Techniques and Design Methods .Page 6
Scope . Page 7
Feasibility .. Page 7
Information System's Architecture Page 8
Transitioning from Design to Implementation Page 8
References .... Page 9
Riordan Manufacturing, Inc. HR System
This paper has been compiled in response to the Riordan Manufacturing, Inc. Service Request SR-rm-004 Analyze HR System posted by the COO of Riordan Manufacturing, Inc. for all locations. The request is for an analysis to integrate the existing variety of tools in use today into a single integrated application. Riordan is seeking a state-of-the art, information systems technology for the Human Resources department. This summary will be the basis for a system plan to improve the information system for the Human Resource department at Riordan Manufacturing, Inc. and is intended for an executive management committee. In this paper, I will attempt to identify and describe each phase of the system development life cycle for this project.
Company Background
Riordan Manufacturing, Inc. was founded by Dr. Riordan, a professor of chemistry. Dr. Riordan had "obtained several patents relative to processing polymers into high tensile strength plastic substrates" (Riordan, 2006). He started Riordan Plastics, Inc. in 1991. In 1992, the company name was changed to Riordan Manufacturing, Inc. and the company is now an "industry leader in the field of plastic injection molding" (Riordan, 2006). The company has facilities in Albany, Georgia; Pontiac, Michigan; San Jose, California; and Hangzhou, China. The company is "wholly owned by Riordan Industries, a Fortune 1000 enterprise with revenues in excess of $1 billion. Its products include plastic beverage containers produced at its plant in Albany, Georgia; custom carton plastic parts produced at its plant in Pontiac, Michigan; and plastic fan parts produced at its facilities in Hangzhou, China. The company's research and development is done at the corporate headquarters in San Jose. Riordan's major customers are automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers and bottlers, and appliance manufacturers" (Riordan, 2006).
The China operations facility is the company's most recent expansion and took place in 2000. Prior to this expansion, fan manufacturing was located at the Pontiac, Michigan facility. Now the Michigan facility is used to manufacture custom plastic parts.
Company Mission
The mission statement at Riordan Manufacturing, Inc. consists of four parts: focus, customer relationships, employees, and the future. The company mission is:
"Our Focus
Six Sigma, leading edge R & D and exceeding ISO 9000 standards define the attitude and abilities of Riordan Manufacturing.
We are industry leaders in using polymer materials to provide solutions to our customer's challenges.
Our R & D is, and will remain, the industry leader in identifying industry trends.
Our Customer Relationships
We will strive to be a solution provider for our customers and not be a part of our customer's challenges.
Long-term relationships will be sought by maintaining rigorous quality controls, innovative solutions, a responsive business attitude and reasonable pricing.
Our Employees
We will maintain an innovative and team oriented working environment.
By assuring that our employees are well informed and properly supported, we will provide a climate focused on the long term viability of our company.
Our Future
We must be focused in achieving and maintaining reasonable profitability to assure that the financial and human capital is available for sustained growth" (Riordan, 2006).
Problem Description
As reported by Riordan's Human Resources the companies HR system was installed in 1992. It is a part of the financial systems package and keeps track of the following employee information:
Personal information (such as name, address, marital status, birth date, etc.)
Pay rate
Personal exemption for tax purposes
Hire date
Seniority date (which is sometimes different than the hire date)
Organizational information (department for budget purposes, manager's name, etc.)
Vacation hours (for non-exempt employees)
Any 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. Resumes are filed in a central storage area, and an Excel spreadsheet is used to track the status of applicants.
Worker's compensation is managed by a third-party provider, which keeps it own records.
Employee files are kept by individual managers; there is no central employee file area. Managers are also responsible for tracking FMLA absences
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