Riordan Corporate Compliance Plan Susan Holmes, Marcia Kelly, Peter Flores, Ronald Cox, Celeste Mellett, and Orlinda Watson, LAW/531 April 9, 2012 Instructor Name: Thane Messinger Understanding the position companies must take to protect the interests of investors and employees, the organization must have compliance plan in place. The compliance plan must address every possible liability that can bring financial and physical harm to the company. The organization must work with each
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Welcome to Riordan! On behalf of your colleagues, I welcome you and wish you every success here. We believe that each employee contributes directly to our growth and success, and we hope you will take pride in being a member of our team. This handbook outlines the policies, programs and benefits available to eligible employees. It also describes some of the expectations we have of our employees. The employee handbook will answer many questions about employment with Riordan, so you should familiarize
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personal development and professional growth. Riordan should take note of the accomplishment on behalf of the programs established by Southwest Airline. These programs will provide a positive and proven guideline in employee potential. This will give additional securities to the enhancement of HR and provide a traceable means of career development on behalf of Riordan employees by identifying the training needed and skills that need to be developed. Riordan should provide its employees with proper training
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Running head: PROBLEM SOLUTION: RIORDAN MANUFACTURING Problem Solution: Riordan Manufacturing Ray Pena University of Phoenix Problem Solution: Riordan Manufacturing In this paper will attempt to construct a problem statement that will assist Riordian Manufacturing in transforming their current human relations model. After establishing the company’s issues and opportunities that may arise as a result of attending to their current problems, the paper will discuss the influences that
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Riordan Virtual Organization The Riordan Manufacturing Organization has recently redesigned its operational format. These changes will now be in need of new operational processes. It has been the charge of this work group to have an open discussion on the possible new design plans for this company and the pros and cons of each of these new options. San Jose has a license for a fully integrated Windows based ERP manufacturing, distribution and financial management software application
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Dr. Riordan was a professor of chemistry who started Riordan Plastic Incorporated in 1991. In the beginning, his company’s main focus was on (R&D) research and development along with licensing. Then in 1992, Dr. Riordan invested in a fan manufacturing facility in Pontiac, MI. and changed the name of the facility to “Riordan Manufacturing, Inc.” Then again in 1993, Dr. Riordan purchased another manufacturing facility, this time it was in Albany, GA. The company expanded into the production line and
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Employee Performance HRM300 November 5, 2012 Don Henry Introduction Riordan Manufacturing has many important job positions within the organization, but the two most important are the Human Resource Manager and the actual manager of Riordan Manufacturing. These two positions are critical for Riordan because they keep the organization running smoothly without issues arising. The HR manager and the manager for Riordan have to communicate among one another to ensure that feedback is given to all
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Request SR-rm-022, Part 1 Your name here University of Phoenix Online BSA 375 Insrtuctor Date Service Request SR-rm-004, Part 1 Riordan Manufacturing is an international plastics manufacturer that currently employs 550 people with projected annual earnings totaling approximately $46 million. The company is completely owned by Riordan Industries which is a Fortune 1000 enterprise with revenues of up to $1 billion. The company’s merchandises consists of plastic beverage containers
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Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One
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organization chart varies by the type of company. How it functions reflects the growing emphasis on the role of human resources. Currently all of Riordan’s facilities are non union facilities, employee relations are part of the human resources department. Riordan Manufacturing’s business systems are outdated, most information like training, development, applicant information, analyses, and salary surveys are kept in an Excel spreadsheet. There is no central employee file area; managers are responsible for
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