Executive Summary
In 1992, Riordan Manufacturing Inc., implemented and established human resource information trunk (HRIS), which was included as part of a financial software program. The HRIS package included functions such as maintaining personnel information, pay tramp and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organisational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and on the whole the Riordan plants. Improvements are also needed in central repository, heal storage, maintaining training and knowledge skills information, online employee user interface, and a central stead for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees.
Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) corpse be analyzed to integrate the existing variety of tools in use in the present day to a private integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing.
After the project is to be completed, Riordan Manufacturing will then be left with a comminuted project plan that will provide a list of tasks, resources, schedule and budget required for the project plan. The plan is for all(prenominal) of this to take place in a six calendar month time span so that the new system whoremonger operate in the second quarter of the next year.
The stakeholders in project consist of different departments of the company. In dictate to represent the stakeholders, the various departments that will benefit directly from the new HR system are listed below:
Insurance and health benefits
Payroll
Employees self-help
carrying into action and appraisal tracking
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