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Service Request SR-rm-004 Part I-II-III Vincent Oliver BSA 375

Introduction Today Riordan Manufacturing is one of the leaders when speaking about pl astic manufacturing. The company has server offices throughout the United States and one which is also located in China. The offices in the United States are lo cated in Pontiac Michigan, Albany Georgia as well as San Jose, California along with an office in Hangzhou China. The company is projects annual earnings of cos t to 46 million. To control the many offices of Riordan Manufacturing the compan y has begun using a human resources information system (HRIS) nearly some twenty years ago starting in 1992. The system which was adopted in 1992 is mostly stil l in use today not excluding some modifications including their financial system s package to keep up with the many employees as well as all of the information r egarding employees. It has become apparent after analyzing Riordan Manufacturings HRIS system that it is in dire need of expansion and upgrading. Their desire an d needs include a very much needed upgrade with a more refined HRIS of which the y have requested Creative Computers Solutions to put into place within a time fr ame of six months. This will let the company combine most of their HR and financ ial tools into a single application which will run exclusively from the corporat e office main system server. Plan Creative Computers Solutions aim within this project along with this rep ort to show how the development team is going to be able to help Riordan Manufac turing with the needs of their HRIS system. We will display how we plan to imple ment and install a more advanced, newer as well as a much more secure system tha n the current system that is in place. One of the main objectives and be paraphr ased by state the primary objective of the analysis phase is to understand and do cument the business needs and the processing requirements of the new system (Denn is A. Wixom, B.H. & Roth, R.M. 2009). In order for Riordan Manufacturing to chan ge the current HRIS they will also need to make changes to their financial syste ms as well. Each of the companys locations are having trouble with their financia l and accounting systems, this is due mainly from the fact that each location do es not comply with one specific standard system at this time. This will no longe r be an issue with the new HRIS, and this is because each location will use a st andardized system, and all locations will be running the same operating system. This is being done to insure the compatibility with the HRIS. Our team will work closely with the management team and explain what resources will be needed for the development of the new system to complete this transition.

Information Gathering So that the development team can fully understand the needs of the new s ystem, we will have a team analyst devote several days working with the end user s, company stakeholders and management. We will be conducting interviews with ma ny of these people as to try to pin-point what current issues are going on withi n the HRIS which is in place now. Requirement elicitation must focus on the creat ion of requirements, not design activities, in order to adequately address users concerns and not just developer needs (Christel & Kang, p. 18, 1992). We do not t hink that this could be better stated, as it does not make a difference what the developer wants, if this does not work for the users in the end that mist work with the system on a day to day basis. To help with the conclusion of needs, we will be conducting interviews and working closely with many different people thr oughout Riordan Manufacturing as well as conduct: Workshops Showing management and the HR department many different forms of HRIS systems to see what form would be best for this company. Conducting Surveys Ask many people what they would like to see in a complete app lication. Review Documentation Finding what will work better by building some flow diagram s to help illustrate the new HRIS. Prototyping Mocking up a model of the conceived HRIS. Brainstorming Using all of the ideas that the team, management, and HR come up w ith to finalize the end result for the new HRIS. Feasibility The core of an HRMIS is a database system that contains all relevant huma n resource information facilitating accessing, maintaining and processing activi ties (Mazen & El-Kayaly, p. 1, nd). There are currently 550 employees within Rior dan Manufacturings current HRIS database which also includes some other software programs. As stated before with the many different locations of the offices thro ughout the United States and one in China, the HR as well as financial departmen ts have issues in compatibility which is due to the different operating systems as well as other software which is causing issues with managing file, auditing r equirements as well as processing documentation just to name just some of the ma in requirements needed for successful business. In a memo, Chief Operating Officer Hugh McCauley approved a budget of $1 50,000 so that substantial improvements can be made to the current companys IT de partment. The memo was circulated in 2003, and in 2005 yet another $1,350,000 wa s approved in so that the entire financial reporting systems for the company cou ld be re-developed for compatibility reasons as well with the entire HR departme nt Still to date, the company is still running on the HRIS that was put in place back in 1992 with a few upgrades along the way. It would seem that Creative Com puters Solutions team will be able to completely re-develop the entire HRIS usin g Riordan Manufacturings current hardware which will help reduce the overall cost of such a large upgrade. Networking The first thing our team will do is determine just how the new system wi ll be used throughout the entire company and all locations. With this being said , a decision must be made on how all information will be transferred to each loc ations in Riordan Manufacturing. One of the decisions that were made regarded th e connection speed in which the network will be running. For this decision T1 co mmunications seems to be the fastest at the most reliable cost to Riordan Manufa cturing. With this decision another one was made to incorporate NAS Iomega Netwo rk Storage was made to install the new HRIS within the corporate location in San Jose California. The speed of the T1 will allow the main network server to comm unicate with the client servers at every location. The T1 connection will ensure fast transfer speeds along with reliable packet transfer which is error free. Process All the files which are located at each human resource department in all

the corporate locations will be saved in the main HR system folder within each HRIS in all locations, and then, each day, the saved file will be transferred to the main corporate headquarters server in the HRIS. With this being done it all ows all employees information to be stored in the Riordan Manufacturings intranet . This will include, but not limited to: Each employee file; includes performance reviews, resumes, current wage, salary increases, bonuses, and any other important information regarding each employee. Job descriptions; explain each employees job title and description, formal or in formal training, and safety equipment needed. Electronic job listings; list job opportunities in all locations, and if there i s the need for formal training. Employee handbook; keep a complete employee handbook on the system to allow empl oyees the opportunity to access the handbook electronically. Policies and procedures; anyone can find out what the companys policies are at an y time, day or night. Employee file update; allows any employee to update their personal information s uch as phone number, address, and marital status. In house job opportunities; jobs and careers that are being held for in house em ployee advancements only. This system will allow for each HRIS manager to have access to the Riordan Manuf acturings HRIS system for updates on employees as well as job openings in the dif ferent branches throughout the entire corporation along with any company updates regarding the HRIS area. The department managers will also have access to the i nformation they require for their immediate job area and employees in that depar tment or area. Just one of the main areas in which HRIS managers will be able to look a t is just how things are going in regards to the employee area of Riordan Manufa cturing. Belo is an example of what is available to the HRIS managers. Employee Hiring Chart

Data Flow and Chart Like most major company networks, the corporate location in San Jose Cal ifornia will be in charge of how all the HRIS information is routed to the other locations. The effective management of human resources in a firm is human resour ces to gain competitive advantage in a market place requiring timely and accurat e information current employees and potential employees can see in the labor mar ket (Thite & Kavanagh, p. 6,). With this said, every employee will have the abili ty to access many of the HR department information in regards to his or her info rmation and what is to be expected of each employee. The system will also allow for each employee to see the open jobs in all locations, with the ability to app ly for a position if they so desire to do so. This will include openings that ar e outside of their current location. In a survey of 200 global enterprises and medium-sized businesses, SumTot al Systems conclude that functional reporting easier. This allows significant ben efits as organizations can obtain more holistic views of workforce productivity and growth potential without time-consuming manual abstraction and collation of information. They identified the top five HR benefits of integration as: (HRM Gui de, US Human Resources). Incorporating talent functions within one software pl atform can eradicate the need for separate data silos and make cross-data transf er more stable. We are able to see that allowing employees a specific area of th e HR department may, in some instances, cut down on the voluntary turnover rate.

Implementation by Stages Riordan Manufacturing is in the process of implementing a new HRIS and has asked Creative Computer Solutions to speak about how we are going to be implementing the new system. This paper will cover the six different aspects of the implement ation. The team has concluded that we are going to implement these systems in a five different stages. The five stages will be vital in the analysis of the HRIS and insure the success of the new system. First Stage: Coding The developers of the system have come to the conclusion to implement Ri ordan Manufacturings HRIS system by purchasing packaged software which is license d by Microsoft. This was made to insure the compatibility with the existing oper ating system which is Windows. The HRIS system itself will be written in HTML, C ++, XML, and Visual Basic, while using the MS-SQL server and the back-end RDBMS (PHPKB v1.5, RDBMS Concepts). A source code control system will be put in place to allow the developers to make changes even after the system is up and running full speed and the project is complete. The code will be broken down as it is co mpleted into several stages or modules. Once each stage or module is done a test ing phase will occur to ensure that completion of the module and that it is comp letely error free before the project is moved on to the next module of coding. Second Stage: Testing Once again, with each phase of the new HR system, testing will occur of each module to insure that each is error free before moving on to the next phase . Testing will also be done to insure it is capabilities and compatibilities wit h the SQL server. Both the developing team and the head of HR department manager s to insure the system is doing what it is supposed to do and is meeting the nee ds of the users. This will also allow the development team to make sure that the specifications of the user are being met as well. Inspections as well as testin g are vital to the entire process and will not be overseen during the developmen t and deployment of the new system. A performance test will also be required onc e enough of the modules are completed. This will also test the performance as we ll as the effectiveness of the Microsofts HR package. Third Stage: Installation When all of the modules are coded and assembled, and the development tea m has completed the testing phase and is done making minor changes and correctio ns that are needed. Then the time will come to install the system and give it a t est run so to speak. Once the new HRIS has been installed, the HR department of R iordan Manufacturing will have full access to the newly installed system. It is at this point where the development team is able to see the system running in a real world environment. The old HRIS will stay in use for the first 30 days of t his operation; it is during this time that everything that is installed in the n ew system will simultaneously be installed in the old system. Once the system ha s shown to be stable, error free and compatible, and the 30 days are complete th e development team will once again come in and remove the old HRIS. Fourth Stage: Documentation With many of the end user products, support documentation should always be included. With this being said the team plans to hire a technical writer to c ome in, look at the system and how it works, as well as work closely with the de velopment team to complete a new HRIS user manual for the new implemented system

. As well as written documentation, there will be electronic documentation resid ing on the system as well. After the 30 day period of testing and running this w ill be added. During this period of time, a development team member will be pres ent at the main office of Riordan Manufacturing to answer any question that migh t arise from the HR department. This also allows them to be on location for any live support that any of the other branches may have during this time frame. Sixth Stage: Support With the purchase of the Microsoft base HR system, the company has acces s to a very powerful end user resource support system though Microsoft. Riordan has agreed to an extended support through both our development team and Microsof t for the new HRIS. Microsoft will be handling the initial maintenance, troubles hooting and upgrading of the software, however if any hardware or coding issues arise the development team will handle the support. HR employees have access to an unlimited inquiry for technical support and extensive training with the exten ded support. This will include telephone support, remote desktop support as well as live chat support and interactive demonstrations of the new system. The comp any has also agreed to hire an in-house expert from the development team to assi st in any support issues that could arise during the use of the HRIS.

Conclusion Riordan Manufacturing as shown is using a HRIS that is very old and outd ated, and one of the most vital things that everyone agreed on was that an effec tive HR system is the main link when it comes to employees and the company. With this being said, the development team is keeping specifications and true achiev able goals in mind during the development, installation and support of the new H RIS upgrade process. The emerging strategic role of the HR function requires that HR professionals in the future develop business, professional-technical, change management, and integration competencies (Mazen & El-Kayaly, p. 13). References Dennis, A., Wixom, B. H., & Roth, R. M. (2009). System analysis and design (4th ed.). Hoboken, NJ: John Wiley & Sons, Inc. Retrieved May 2, 2011 from Universit y of Phoenix, BSA/375 week 2 readings Christel, M.G., Kang K.C., (1992). Issues in Requirements Elicitation: Technical Report CMU/SEI-92-TR-012 ESC-TR-92-012. Software Engineering Institute Carnegie Mellon University Pittsburgh, Pennsylvania 15213. Retrieved May 2, 2011 , from http://www.sei.cmu.edu/pub/documents/92.reports/pdf/tr12.92.pdf Mazen, S.A., El-Kayaly, D.I.(nd). Conceptual Design For a Strategic Human Resources Quality Management System. Retrieved May 3, 2011 , from http://unpan1.un.org/intradoc/groups/public/documents/ARADO/UNPAN006257.pdf Kavanagh, M.J., Thite, M. (nd). Human Resource Information System: Basics, Appli cations and Future Directions. Retrieved May 8, 2011, from http://books.google.c om/books?id=b87i7eoSPHkC&pg=PA16&dq=hris+system HRM Guide, US Human Resources, Integrating HR Technology. Retrieved May 9, 2011 , from http://www.hrmguide.com/technology/hr-technology-awards.htm

Program Design, System Analysis Design, University of Phoenix weekly reading for week 3, BSA/375. Retrieved May 9, 2011. PHPKB v1.5 professional; BDBMS Concepts Basics & Interview Questions. Retrieved May 14, 2011, from http://www.knowledgebase-script.com/demo/article-375.html Mazen, S.A., El-Kayaly, D.I.(nd). Conceptual Design For a Strategic Human Resources Quality Management System. Retrieved May 15, 201 1, from http://unpan1.un.org/intradoc/groups/public/documents/ARADO/UNPAN006257.pdf