Riordan Manufacturing Human Resources System Analysis Paper
Riordan Human Resources Systems Analysis
Riordan Manufacturing sells customized bottles and designs, computer and room fans, and medical devices such as heart valves and stents. The main headquarters is located in San Jose, California and the three manufacturing plants are located in Pontiac, Michigan, Albany, Georgia, and overseas in China. Riordan Manufacturing wants to replace the Human Resources Information System (HRIS) that was designed in 1992.
The purpose of this project is to create a state-of-the-art HRIS for Riordan Manufacturing. The information on the current HRIS is alienated and not organized in a central location which makes it subject to the possibility of errors in the data. The system is outdated and needs to be replaced. …show more content…
Each part of the system works on its own and has the ability to flow seamlessly with the other parts of the system. The correct process of documenting changes made in code is to have a record kept in the header of the code with information about who changed it and when it was done. Documentation during the coding and testing process assists in solving issues that could possibly arise during the implementation process.
The system needs to be thoroughly tested before it can be implemented into production. Testing should start as soon as the first code is created and becomes functional. Use cases that were created during the design phase need to be tested. Every possible scenario needs to be tested. Once the testing has been completed, the project moves forward with preparing the HRIS to go live in …show more content…
The specifications can be used for a base line when management needs to make enhancements or upgrades. Files in the database need created showing when a module in the system was implemented, who implemented it the module, and results of issues and successes. The user interfaces will include a help file for basic and advanced operational procedures within the new HRIS.
Training of management in the HR department begins as soon as the new HRIS is operational and can be accessed during the testing phase. This is considered beta testing. Once the system is implemented into production, a select group of users will access the new system and begin setting up user access rights. Users should be created in an organized format that is used throughout the whole system. Training of employees is provided by team members selected by Riordan Manufacturing. Depending on the user’s involvement, will decide how much training is needed.
The new HRIS should need minimal technical support and can be handled by the IT management at each of the facilities. Employees that have questions that aren’t answered by the help files accessed on the site will have access to pertinent people within the HR department to contact for
Riordan Manufacturing sells customized bottles and designs, computer and room fans, and medical devices such as heart valves and stents. The main headquarters is located in San Jose, California and the three manufacturing plants are located in Pontiac, Michigan, Albany, Georgia, and overseas in China. Riordan Manufacturing wants to replace the Human Resources Information System (HRIS) that was designed in 1992.
The purpose of this project is to create a state-of-the-art HRIS for Riordan Manufacturing. The information on the current HRIS is alienated and not organized in a central location which makes it subject to the possibility of errors in the data. The system is outdated and needs to be replaced. …show more content…
Each part of the system works on its own and has the ability to flow seamlessly with the other parts of the system. The correct process of documenting changes made in code is to have a record kept in the header of the code with information about who changed it and when it was done. Documentation during the coding and testing process assists in solving issues that could possibly arise during the implementation process.
The system needs to be thoroughly tested before it can be implemented into production. Testing should start as soon as the first code is created and becomes functional. Use cases that were created during the design phase need to be tested. Every possible scenario needs to be tested. Once the testing has been completed, the project moves forward with preparing the HRIS to go live in …show more content…
The specifications can be used for a base line when management needs to make enhancements or upgrades. Files in the database need created showing when a module in the system was implemented, who implemented it the module, and results of issues and successes. The user interfaces will include a help file for basic and advanced operational procedures within the new HRIS.
Training of management in the HR department begins as soon as the new HRIS is operational and can be accessed during the testing phase. This is considered beta testing. Once the system is implemented into production, a select group of users will access the new system and begin setting up user access rights. Users should be created in an organized format that is used throughout the whole system. Training of employees is provided by team members selected by Riordan Manufacturing. Depending on the user’s involvement, will decide how much training is needed.
The new HRIS should need minimal technical support and can be handled by the IT management at each of the facilities. Employees that have questions that aren’t answered by the help files accessed on the site will have access to pertinent people within the HR department to contact for