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In our quest to ever better ourselves the IT department, of Riordan Manufacturing, is submitting this Request for Proposal to integrate a more sophisticated, state-of-the art, information systems technology in our Human Resources department. Riordan Manufacturing has always strived to better ourselves by keeping up with technology in all of our operating systems and our manufacturing systems. Our goal is to remain at the forefront of the manufacturing community as we keep leading the way in all of our business systems and, at the same time, keeping the feel of a customer friendly company. We want to make

There are several stakeholders at Riordan Manufacturing to gather requirements from to provide a clear picture of the final project. The first stakeholder to gain input would come from the Chief Operations Officer, he was the requestor of the system upgrade, is responsible for the budget, which includes payroll. The Chief Legal Officer oversees the legal aspects of the human resources programs. The individual human resources managers within the individual facilities are the stakeholders who recruit and handle benefits for employees. Each facility has an accountant that oversees payroll and bonuses as well as the payroll specialist (Apollo, 2011).

The COO of Riordan manufacturing Hugh McCauley would like to combine the existing variety of tools in use into a single multi integrated application. Riordan Manufacturing wants to take advantage of the more sophisticated state of the art information systems that has already existed in the human resources department (Riordan Manufacturing, 2006). The information gathered in this document the information gathering techniques and the very sophisticated planned design methods that will be used and explained in great detail. The requirements for the business and the Human resources systems are to maintain the objectives of this request. That

Riordan Manufacturing is a company looking to upgrade their HR System. Their HR System is out of date and needs to improve its usefulness and effectiveness. Based on the Service Request SR-rm-004, this paper will prepare and describe information-gathering techniques and design methods for the Riordan Manufacturing HR System project. This paper will also identify key factors that will help ensure information for the project is gathered. The paper will also explain the scope and feasibility of the project. Finally, this paper will design and implement a new HR system for Riordan Manufacturing.

In order to successfully accomplish the goal of integrating the variety of HR tools into a single system according to the service request of Riordan Manufacturing the first thing that must be done is recognizing the stakeholders. This provides the people that will give the best information. From there, using the best information gathering techniques for the situation will ensure that time is not wasted on

The implementation portion of the Riordan project could in fact, prove to be one of the most challenging parts. However, this could be the part that is worth all of the effort. There will have to be a team of experienced developers in various different Information Technology fields to see the implementation portion stage through to completion; this cannot be known as a “one-man show.” Several of the departments within the Riordan organization will have to be given priorities when it comes to implementing the new human resource management system. Since this type of system has been deemed automated and is on an Information Technology platform, the

Riordan Manufacturing COO Hugh McCauley is requesting the implementation of a modern, state-of-the-art information system to integrate all existing HR tools into a single application. To achieve the desired goal, a very detailed investigation needs to be performed, studying the actual processes that Riordan Manufacturing currently uses. Also, a series of stakeholders will provide the adequate feedback trough a series of face-to-face interviews and meticulous observation of their respective working environments. These tools will help create a system that will maximize time

Riordan Manufacturing is looking to integrate their existing human resource tools in use today into a single integrated application. This new system is long overdue and in order to implement a successful system certain criteria must be obtained. The first step in the process includes gathering information on the current and proposed system, setting the scope and goals for the project, and considering the projects feasibility.

The slow consolidation of the operational processes of the different divisions with different non-compatible operation software has become a financial threat to Riordan Manufacturing. The current situation of the financial and accounting systems between the different divisions has required

This paper will reflect the issues and opportunities that are surrounded by a company called Riordan Manufacturing, a global plastics producer who is presently experiencing diminishing sales over the past two years and has struggled to maintain its existence within the industry. Riordan Manufacturing has been resistant to change within its organization and the industry causing the organization to suffer overall. CEO, Michael Riordan recognizes that change is needed must take place for the company to survive, but

Riordan Manufacturing and its parent company Riordan industries are both performing strongly and though there are some definite flaws apparent in human resources management at Rordan Manufacturing the company is still poised to take advantage of many different competitive strategies depending on a larger environmental assessment. Internally, a very health profit margin and growing sales numbers are generating substantial returns for the company, and the current ratio as well as the total asset to liabilities ratio are enormously high. This in and of itself suggests some possible strategic moves for the company in the coming months and years. The new technologies that are being adopted and the new equipment purchases that are estimated to generate long-term savings and performance improvements also demonstrate part of the strategic course that Riordan might already be taking in order to position itself as a more competitive player in the market.

Riordan Manufacturing 's existing systems are for the most part manually-based and as can be seen from the Intranet site, not integrated into enterprise-wide workflows. Their lack of consistency is a liability to the company's ability to grow their business, hold onto existing customers and gain new ones. In order to scale a business profitability, a 360-degree view of the customer is essential

This paper will be an analysis of the issues currently affecting Riordan Manufacturing. Riordan is facing an overall issue with low employee morale and motivation for several reasons. Changing its business strategy to team sales and support versus individual sales and support left Riordan with a compensation package not aligned with rewarding a team strategy. Desiring to remain a top player in the market Riordan needs to address several issues with performance review analysis and training implementation. An analysis of stakeholder perspective and ethical dilemmas, goals, mitigation, and implementation of alternative solutions for the problems facing Riordan will be discussed.

Riordan Manufacturing incorporates the primary characteristics of an organizational culture. Riordan Manufacturing began business in 1992. It has grown into a three location organization. Reviewing financial reports for the last three years, it is both financial efficient and allocates funds to research and development, which aids in keeping a competitive edge. This evidence of stability is also supported by the benefits is offers to employees. Some to the benefits available to employees include 401(k) Saving Plan, Educational Financial Assistance and Flexible Spending Accounts. Offering competitive wages along with these benefits promotes stability in the organization.

After conducting my internal audit, I found some issues within the human resources department that need attention. So let me begin, your onboarding interviewing and hiring process is ineffective due to the current surplus of employees not having the suitable skills and abilities to be correctly assigned to the varied tasks offered here at Alders and Richardson. The next issue within your HRD is that your established employees are not getting the appropriate training and development to remain adequate in the industry. It appears that your management is not incorporating and utilizing modern training methods. Lastly, my data shows that your employee retention rate for your high-performing workers is undesirable and damaging the company’s production rate. I come to find that your employee performance management system has failed and the compensation and benefits packages you have to offer are not desirable nor competitive.