Running head: RIORDAN MANUFACTURING: HR ROLES

Riordan Manufacturing: HR Roles CMGT430: Enterprise Security March 28, 2011 Stephen Jones

RIORDAN MANUFACTURING Table of Contents Introduction................................................................................................................................. Background on Riordan Manufacturing.................................................................................. Human Resource Information System (HRIS)........................................................................ Riordan and HRIS......................................................................................................................... Roles of Key Figures................................................................................................................... Interpretation of the Role Graph.............................................................................................. HR Supervisor (HRS)................................................................................................................... HR Manager (HRM)..................................................................................................................... HR Clerk (HRC)........................................................................................................................... IT Support Staff (ITSS)................................................................................................................ Compensation Manager (CM)...................................................................................................... Payroll Clerk (PC)......................................................................................................................... Employee Relations Specialist (ERS)........................................................................................... Restricted Access......................................................................................................................... Conclusion.................................................................................................................................... Appendices................................................................................................................................... Appendix A: Role Graph of HR Roles (Figure 1)........................................................................ References....................................................................................................................................

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RIORDAN MANUFACTURING Riordan Manufacturing: HR Roles Any model of business relies on several key factors to attain victory, such as a sound business plan and a solid foundation, to guarantee stability in the development. These areas are vital and

must be investigated well to ensure the required outcome. Human Resources (HR); however, is the most important asset as nothing will work properly without human control and influence. Therefore, HR management is an essential difficulty that any organization must resolve. The purpose of this paper is to examine four primary roles (HR Supervisor, HR Manager, HR Clerk, and IT Support Staff) within Riordan Manufacturings (Riordan) Human Resource Information System (HRIS) and discuss their roles in terms of required access, restrictions, and policies. Background on Riordan Manufacturing Riordan was founded in 1991 by Michael Riordan, PhD., a professor of chemistry. Shortly thereafter, Riordan, which was called Riordan Plastics, Inc., became a global leader in plastic injection molding. Their main focus was primarily on research and development; however, in 1992, Riordan moved into the plastics arena when it purchased a fan manufacturing plant in Pontiac, Michigan. Riordan then changed its name to Riordan Manufacturing. The purchase of a second plant in Albany, Georgia during late 1992 allowed Riordan to expand into the plastic beverage containers. During early 2000, Riordan opened a third plant in Hang Zhou, China, which opened up the international market. Riordan purchased its fourth plant in San Jose, California, later making it their base of operations (Apollo Group, Inc., 2006). Human Resource Information System (HRIS) In order to resolve the HR management problem mentioned above, a Human Resources Information System (HRIS) is the answer. HRIS is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business (Heathfield, n.d.). HRIS controls every aspect of the

RIORDAN MANUFACTURING HR element within an organization. The primary purpose of an HRIS is the administration of

employee information, analysis and reporting; supplying organizational documentation (policy and procedures manuals, employee handbooks, etc.), employee information updates, payroll department incorporation, and the tracking of rsums, files, and applications (Heathfield, n.d.). Riordan and HRIS In 1992, Riordan installed an HRIS to categorize and control all information accumulated and preserved on personnel, inventory, and administration functions, which proved a success. The HRIS maintains all personal information (names, dates of birth, addresses, etc.) on employees and organizational information (department, supervisor name, hourly pay rate, hire date, etc.) for the company. Roles of Key Figures The variety and status of key figure roles, such as HR supervisor (HRS), HR manager (HRM), HR clerk (HRC), and IT support staff (ITSS), must be established prior to the implementation of an HRIS as these roles will define and instantiate sets of relevant users and roles on a target system, and to delegate administrative privileges for certain portions of the role graph to administrative roles (Ferraiolo et al., 2003, p. 4). The present state of affairs in the HRIS shows that the following key figures and their roles are relevant to the system of HR management:

HRS, HRM, HRC, and ITSS Payroll Clerk (PC) Training and Development Specialist (TDS) Employee Manager (EM) Compensation Manager (CM) Employee Relations Specialist (ERS)

In addition, the following databases are also involved in the process:

RIORDAN MANUFACTURING Employee Information Database (EIDB) Central Storage Database (CSDB) Payroll Database (PDB) Interpretation of the Role Graph By utilizing the positions and roles described above, a role graph can be created, which is illustrated in Appendix A. The role graph explains, through a visual picture, the specific relationships between the key figures, other managers and databases and the roles that each plays when carrying out their duties. HR Supervisor (HRS) As the primary decision maker, the HRS obtains all reports from the HRM and EMs to allow knowledge of information regarding employees qualifications, levels of training, and current

status. Additionally, the HRS also has access to all databases to control the flow of information on all performed duties. HR Manager (HRM) The HRM obtains information from the HRC, ERS, and TDS and updates it into the CSDB. Moreover, the HRM reports directly to the HRS and only has access to the EIDB and CSDB. He/she is the direct supervisor of the HRC, ERS and TDS. HR Clerk (HRC) The HRC receives information, prepares it for entry and updates it into the CSDB. Once completed, the HRC hands over the information to the HRM, who reviews and submits the information to the HRS. The HRC is a direct subordinate of the HRM. IT Support Staff (ITSS) The IT Support Staff provides services and is aware of all possible technical issues that may arise. In this specific role graph, these issues are directly related with the three databases involved

RIORDAN MANUFACTURING in the process (EIDB, CSDB, and PDB). The ITSS is under the direct supervisor of a separate manager (IT Manager), who reports directly to the HRS. Compensation Manager (CM) The CM is responsible for the preservation of job analyses, salary surveys, and individual compensation decisions (Apollo Group, Inc., 2004) and has full access to the PDB. The CM also reports directly to the HRS and is responsible for the PC. Payroll Clerk (PC) The PC has limited access to information (entering and editing only) and works with the PDB and EIDB by entering and updating information. He/she reports directly to the CM. Employee Relations Specialist (ERS) The ERS tracks information about complaints, grievances, harassment complaints, etc. (Apollo Group, Inc., 2004) and reports directly to HRM. He/she is responsible for maintaining awareness of possible employee conflicts and/or preventing them. Restricted Access

Access to the databases is restricted by the specific roles performed duties, which is reflected on the role graph. Managers and specialists do not have direct access to information or databases that are not included in their roles scope. This restriction of roles prevents unauthorized access to sensitive information such as salaries, personal information, and future development. Conclusion HRIS is an important and effective software tool that promotes viability, stability, and efficiency. Moreover, the HRIS allows for the streamlining of operations through the compatibility of multiple functions; some of which include tracking, entry and reporting. Separating organizational roles within the HRIS provides a useful and competent way of assigning personnel

RIORDAN MANUFACTURING to specific duties and responsibilities while maintaining security throughout the system and the organization as a whole.

RIORDAN MANUFACTURING APPENDIX A

Figure 1: Role Graph of HR Roles

Figure 1: Role graph of HR roles. Self-created.

RIORDAN MANUFACTURING References Apollo Group, Inc. (2006). Riordan Manufacturing History. Retrieved March 23, 2011, from https://ecampus.phoenix.edu/secure/aapd/cist/vop/Business/Riordan/RioMfgHome002. htm. Apollo Group, Inc. (2004). Human Resources. HRIS System. Retrieved March 26, 2011, from

http://ecampus.phoenix.edu/secure/aapd/cist/vop/Business/Riordan/HR/RioHRHRIS001.ht m. Ferraiolo, D. F., Chandramouli, R., Ahn, G., & Gavrila, S. I. (2003). The role control center: Features and case studies. Proceedings of the Eighth ACM Symposium on Access Control Methods and Technologies, 12-20. Heathfield, S. M. (n.d.). Human Resources Information System (HRIS). Retrieved March 25, 2011, from http://humanresources.about.com/od/glossaryh/a/hris.htm