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Riordan Manufacturing

In: Business and Management

Submitted By neddy007
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Riordan Manufacturing
LT B: Novelette Anglin, Tina Greenlee, Tyracia Johnson,
Melissa Richard, Rachel Ribar, Scott Scansen
HRM/319
December 5, 2011
Suzan Jackson, MA, PHR

Introduction
A.
Initial Steps to Design HRIS for Riordan
Human resources are the fit between the individual and the organization (Gallos, 2006). This means when there is a decision to use a Human Resource Information System (HRIS) or change one that is in place, there are some very critical steps that have to occur. Learning Team B will briefly cover the steps in this paper. First, there needs to be a needs analysis completed. This is done to show where the current system, implemented in 1992, meets the requirements today and looking into the future. It will also drive out gaps. Areas where new functionality is needed to address an issue or need within the organization, between the individual, and the organization.
In this project for Riordan Manufacturing the needs analysis clearly showed the current HRIS system does not have the technical capabilities to handle their increased number of employees, and departments within the company. Next, Learning Team B goes into the planning phase within the change process. This phase starts planning for the long and short-term goals of the new HRIS system to meet Riordan’s needs as outlined in the needs analysis. Key items to include are the integration points within the departments for the processes, who will access and use the system, and the types of information needed to go in the system to get the outputs the manufacturing company needs to support its human resource department. After this is completed, the design phase of the HRIS starts. This is the “blueprint” for the HRIS system (Kavanaugh & Thite, 2009, p. 82). In this phase, the Learning Team will discuss and clearly write out how the implementation of the new HRIS will...

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