Service Request SR-rm-022
Monday, February 4, 2013
Service Request SR-rm-022
Riordan Manufacturing originated from a small research and development company called Riordan Plastics, Inc. that had its beginning in 1991 (Apollo Group, Inc., 2012). Its founder was a chemistry professor named Dr. Riordan, who acquired patents for processing polymers into plastic substrates that resisted breaking under extreme tension (Apollo Group, Inc., 2012). In 1992, Dr. Riordan acquired capital to expand his company and renamed it Riordan Manufacturing. By 2000, Riordan Manufacturing was so successful it grew into a global manufacturer that became a leader in ...view middle of the document...
Currently, Riordan Manufacturing’s Chief Operating Officer, Hugh McCauley, has commissioned Smith Services Consulting Incorporated to review its current human resources system and come up with solutions to achieve a more up-to-date system in which their separate processes are incorporated into one system. The expected duration of the project is six months, in which the current process of the HR system will be analyzed, documentations will be reviewed, observations of procedures will be made, interviews with key associates will be scheduled, and requirements of the new HR system will be determined. It is the goal of Smith Services Consulting Incorporated to have the new HR system operational within six months.
Human Resources Department
Riordan Manufacturing’s human resources department responsibilities include: (1) the maintaining of company history, (2) the publishing and distributing of the Employee Handbook, (3) handling interrelationship conflicts, (4) compensations and benefits, (5) training and development, (6) and payroll and taxes (Apollo Group, Inc., 2012).
One process performed by the HR department to be considered involves annual performance evaluations and pay adjustments. This is composed of annual appraisals of employees tendered by managers. Another process is the compensation and rewards practices. This consists of employee rewards and recognition program, team incentives, education, and reimbursements. This also includes health, dental, and life insurances as well as 401k savings, vacation, paid holidays, and global operations. The last process is labor relationships.
Human Resources Project
Scope of Project
Review of documentation and requirements has revealed that the current HR system is out-of-date and lacks the specifications to handle the existing functionalities performed by HR. Absent is a centralized location of employee information. Manual inputting of information is spread too wide among supervisors, clerks, and managers. The HR system needs to be upgraded to a more user-friendly software system that contains a secure centralized location of employee information. Procurement of information will be performed by interviews, surveys, observations, documentation reviews, and research (See Table 1).
|Arrangements for Obtaining Information |
|Interviews |Scheduled interviews with major users and contributors to new HR system |
|Questionnaires and Surveys |Forms containing standardized questions |
|Observations |Physically witnessing current procedures and processes |
|Documentation Review |Careful examination of available documentations |