SR-rm-004 An HR System for Riordan
Bonnie Podewils
University of Phoenix
BSA/375-Fundamentals of Business System Development
June 8, 2009
SR-rm-004 has Riordan Manufacturing demonstrating their desire to develop a strategic view of their existingHuman Resource Information System (HRIS). In identifying gaps in Riordan's current Human Resource department, a strategy will be put into place to bridge with either upgrades or an introduction of a new system that will improve management effectiveness and efficiency.
Riordan Manufacturing: SR-rm-004
Riordan Manufacturing has initiated a request for review of its Human Resources Information System. Riordan Manufacturing is hoping that a look at their Human Resource department will show the feasibility of incorporating many aspects of the HR department which will produce an integrated, state-of-the-art information system. In the beginning of this paper I will show the first phase of the Systems Development Life Cycle (SDLC) with the analysis process.
Riordan Industries is the parent company, they are a fortune 1000 enterprise earning $1 billion dollars in revenues per year, Riordan Industries wholly owns Riordan Manufacturing. Riordan Manufacturing is an industry leader in plastic injection molding and they employ 550 workers with projected earnings of $460 million. They are making several products including beverage containers, plastic fans, and custom plastic parts. Riordan has a main clientele that include automobile parts manufacturers, air craft manufacturers, The Department of Defense, beverage makers, bottlers, and appliance manufacturers. The company's current HRIS was installed in 1992 and is part of the financial systems package but, it does not currently meet business requirements. Some deficiencies are:
An Excel spreadsheet maintains development and training methods
Authorization and assistance from payroll personnel is required to make changes to personnel information...