Riordan Manufacturing Inc. is a large processor of plastic materials. Production in this company is labor intensive thus the company needs many workers to facilitate production. With the discovery of new interests and opportunities, the company keeps on increasing production and subsequently the number of employees. This expansion is international and since the company has new branches in other countries including China (Clemmer, 2003). This expansion saw the company employ more than five hundred employees in different countries. Communication is an essential part of growth of Riordan Manufacturing Inc. and hence the need for the company to have a technologically advanced human resource department. This department needs a technologically advanced information system. Virtual teams are a must for this company as it enhances communication and integrate workers to stay focused as per the company’s guidelines.
Because of this growth and increase in number of employees, Riordan Manufacturing Inc. issued a service request. This shows the company’s desire to keep the human resource department in check and a strategy to assess the efficiency of the department. This service request involves identifying gaps the company can bridge using a system upgrade in the human resource department (Clemmer, 2003). The Human Resource Information System (HRIS) is a tool the company can use to integrate existing variety of tools to a single application. In the human resource, department using this tool will allow integration of all employees’ duties and information. The Human Resource Information System will describe all human resource activities in all plant locations.
1. Description request
On Tuesday 15 May 2012 Hugh Mccauley, the chief operating officer in Riordan Manufacturing Inc. wanted a description of the human resource information system. In his request, he intended to establish the integration ability of the Human Resource Information System in all the company locations (Reuvid, 2005). He intended to make running the human resource department easy through integration of technological tools from one point.
2. Background information
Riordan Manufacturing Inc. would like a more sophisticated state of the art information system to run the human resource department. This will involve a system that can integrate all activities and description of different tasks and employees duties (Reuvid, 2005). Hugh McCauley also wanted a system that is easy to operate and workers can easily update according to changes in their base of operations. On the same day, Tuesday 15th Hugh learnt that Human Resource Information System is reliable for data collection and storing of his company. He also learnt the system planning, design, analysis, implementation and maintenance. The system can fulfill to details the needs of his company and make collection and storage of human resource data bearable.
3. Expected results
To install this system, the company will need to plan and allocate a sizeable budget for the project. This system will be expensive to install but convenient as once installed it will require little labor and supervision to run. It will be cost effective in the assumption that the Riordan Manufacturing Inc. will operate in the long-run and will expand further in the future (Clemmer, 2003). This system budget will amount to 1.5 million dollars but is a brilliant plan as it is an expense reducing system for the company with progression of time. On installation, the system should provide a better way of identification of problems in the human resource department and how to solve them. The system will also provide an easier way to keep track of employees’ payments and personnel information.
References
Clemmer, J. (2003). The leader’s digest: Timeless principles for team and organization success. Canada?: TCG Press.
Reuvid, J. (2005). The secure online business: E-commerce, IT functionality and business continuity. London: Kogan Page.
