Order DescriptionThe final individual paper for this class includes three sections: one section of the paper is due each week; the final section is due in Week Four.
Complete Section 1 of the Service Request SR-rm-022 paper. Using the Service Request SR-rm-022, analyze the HR system.
Prepare a 4- to 6-page paper that accomplishes the following:
What key stakeholders in Riordan Manufacturing would you gather requirements from?
Describe the information-gathering techniques and systems analysis tools you would propose for the project.
Identify the key factors that help ensure the information required for the project is gathered successfully.
Explain what project scope is and why it is important. Describe the areas of project feasibility that are examined in the analysis phase of the SDLC.
Cite and discuss 2 to 3 references, in addition to the required readings, that are relevant to the assignment. Include citations and references formatted consistent with APA guidelines.

THIS IS THE SERVICE REQUEST
SR-rm-022 Integrate existing variety of HR tools into a single integrated application.

Requestor

Hugh McCauley, COO

Location

All Plant Locations

Description

Integrate existing variety of HR tools into a single integrated application.

Background

We would like to take advantage of a more sophisticated, state-of-the art, information systems technology in our Human Resources department.

Expected Results

Define the business requirements for the development of an HR system to support the objective of this request. Create a detailed system design and a project implementation plan required to complete the project. The project should be completed in approximately six months, so the new system can be utilized in the second quarter of next year.

RIORDAN HR posistions & UPPER MANAGEMENT

President & CEO/ Dr. Michael Riordan
Executive Assistant/ Jane McCall
SVP & RD/Kenneth Collins
Chief Operational Officer/ Hugh McCauley

Executive
Senior V.P. – R & D
Staff Information
Chief Operating Officer
V.P. Transportation
V.P. Sales & Marketing
Chief Financial Officer
Dir. of Acct. & Finance
Dir. of HR
Chief Legal Counsel
V.P. Product Support
V.P. Operations
Dir. Plant Ops.: Pontiac
Dir. Plant Ops.: Albany
V.P. International Operations
Chief Information Officer

CURRENT HR SYSTEM
HRIS

The company’s HRIS 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 exemptions 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)
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. Résumés are filed in a central storage area, and an Excel spreadsheet is used to track the status of applicants.

Workers’ compensation is managed by a third-party provider, which keeps its own records.

Employee files are kept by individual managers; there is no central employee file area. Managers are also responsible for tracking FMLA absences and any requests for accommodation under the ADA.

The compensation manager keeps an Excel spreadsheet with the results of job analyses, salary surveys and individual compensation decisions.

Employee relations specialists track information about complaints, grievances, harassment complaints, etc. in locked files in their offices.