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Riordan Manufacturing Inc. wants to make changes to their current Human Resource Department’s currently used system and has submitted a service request for the analysis of the system. Riordan is currently using a human resource information system (HRIS) to track employee information, namely, pay rate, tax exemptions, hire date, and accumulated vacation hours. Microsoft® spreadsheets are used to track employee training, development records, recruiting information, and complaints. Riordan’s policy specifies that the board of directors is responsible for managing the business of the company (University of Phoenix, 2013). The reason Riordan Manufacturing Inc. needs to do this is to incorporate the devices, officially utilized by the company’s main office to combine and centralize the main system. Riordan Manufacturing Inc. feels that combining all existing tools into a new system has higher benefits and outweighs the risks. Riordan Manufacturing Inc. having a centralized system is the way to cut costs and will make things easier for all departments to use the system. In the following of this request the stakeholders will be identified, the scope of the project will be identified, the feasibility of the planned project discussed, information gathering tools and techniques shown and the design methods suggested.…
The first order of business for information collecting would be to identify the stakeholders for the new system. The stakeholders are the people who will be directly affected by the new system. While it is true that this is a Human Resources system and it will technically affect every employee in the company as it will contain sensitive information about employees and controls the payroll systems so the employees can be paid, the stakeholders are actually the people who use the system on a regular basis. These stakeholders will be the primary people from which information for the requirements of the system will be collected. Below is a list of the stakeholders that must be interviewed for the new systems requirements:…
The COO Hugh McCauley is requesting that a more sophisticated, state of the art information system technology be integrated with their current HR system into one single application. In order to achieve the best results for this project, we would need speak with our clients and interview people within the organization, see the existing system and how it works and what types of problems they are currently having.…
The SR-rm-022 service request asks for the development of a new application for Riordan Manufacturing’s human resources department. According to the Apollo Group Inc. simulation (2011), Riordan Manufacturing would like to “Integrate existing variety of HR tools into a single integrated application in order to take advantage of a more sophisticated, state-of-the art, information systems technology in our Human Resources department.” Therefore, this paper will discuss the key factors required to analyze the HR system tools. The key factors required for such development are Riordan key stakeholders, Joint Application Development, Use Cases, Process Models, Data Models, efficient gathering information techniques, and project scope.…
1. Programs are often smaller pieces of a larger human services organization. How will the organization’s mission affect your program?…
The COO of Riordan Manufacturing, Hugh McCauley requested a systems analysis of the Human Resources department. The company would like to upgrade the systems to a more current technological standard. The objective of the IT team will be to design a system that can be utilized by the second quarter of next year. This paper will describe the information techniques and design methods to be used for this project. An explanation of the adequacy and intended use of the information gathered will also provided, along with a scope and feasibility report.…
The four external considerations for developing an integrated information management system for a human service organization are economic, sociological, political, and technological. Economic is made up of funding sources, contributors, referral sources, consumers, and competitors. The sociological includes consideration relative to the community and larger political subdivisions within which the agency functions. The political domain includes regulatory and accrediting bodies, including the agency’s board of directors. The technological domain encompasses all the areas of professional and technical advancement that must be monitored to ensure that the agency remains on the cutting edge as new developments and innovations emerge. The six internal considerations are organizational purpose, mission, and philosophy, organizational planning, organizational operations, human resources, technological resources, and financial resources. Revisiting organizational mission, purpose, and philosophy serves as a reminder that there is a long-range vision around which the organization has been structured, and it is important to develop indicators that will help decision makers understand how the agency and its programs are progressing toward that vision. The organizational planning framework is of vital importance to the design of the management information system. Review of plans will reveal strategic, long-term, and program-planning goals, objectives, and activities. If these plans are well designed, they should contribute to moving the agency toward its mission and purpose, and they should also suggest the types of data and information that will be needed to determine if these plans are on track. A review of organizational operations will be useful in understanding where the departments, divisions, or units are in relation to established expectations. Indicators that measure efforts and accomplishments should be incorporated into the information system. Questions…
To select and acquire an information system, stakeholders from each department should participate in the system selection from the beginning. It is important that all appointed stakeholder contributes their input so that the information and terminology provided can be understood accurately to every department to avoid confusion. Once the stakeholders are established the structure for selecting an information system usually comprises of two steering committees. The first committee consists of administrators who can identify pertinent issues at the institutional level, decide strategic plans, and make operational decisions while the second, a system selection task force, includes staff that can identify the functional requirements of the information systems, conduct site visits, evaluate the detailed functions of potential systems, and work directly with vendors. Often, the use of external consultant may be necessary to provide expertise to the team in…
In today’s business environment information is the most important asset a business has, this information helps to support, maintain, develop and track its daily activities. The next logical step is implementing a system that is conducive and geared towards this goal. With the help of its information system, and its information technology department, managers, sales people, the operations department and others with access to this information have a handy tool to help them do their work on a daily basis. The structure of the information system is paramount on how accessible this information is to the people that depend upon it to complete their normal workday. The managers and IT department work closely together to agree upon and decide on an information system that will be feasible to the business itself, thus setting up a system that will be beneficial to the business itself.…
a 200- to 300-word response describing the function and importance of the four external and six internal considerations for developing an integrated information management system for a human service organization.…
The assignment will be returned to the student in the group nominated below.*This assignment was completed in a group or team: Yes / No (circle or delete as necessary)The assignment should be returned to the student named on this form: Yes / No (circle or delete as necessary)…
Describe the main types of information systems that focus help in the process of decision…
Over the past two decades, a transformation to an information society has been taking place, and computers and telecommunications technologies have revolutionised the way that organisations operate. We live in an information age, and no business of any size can survive and compete without embracing information technology. Information has come to be recognised as a resource of fundamental importance to an organisation, in the same way as the more traditional resources of people, materials and finance. It is not enough to be merely ‘computer-literate’ in order to become an expert in information systems. It is also necessary to understand how to apply modern technology in a business, commercial or other environment to achieve the goals of the organisation.…
Conceptual Design For a Strategic Human Resources Quality Management System Dr. Sherif A. Mazen (*) Dina I. El-Kayaly (*) ABSTRACT As companies begin to compete in the challenging business environment of the new millennium, an ever-increasing reason for success lies in the function of effective human resource management (HRM). Controlling these resources (physical, organizational, information and human) gives the company the competitive advantage. The main purpose of this paper is to deliver a decision support tool aiding the decisionmaking process concerning the strategic management of the department of human resource management. The goal of the strategic management in an organization is to assess, deploy and allocate resources providing the management with a competitive advantage. TQM is an overall organization strategy formulated at the top level and then diffused throughout the entire organization. It is primarily an organizational strategy works as a change program towards excellence. Increased human resource requirements, governmental regulations, and expanded computer and information technology capabilities justified the need of an information system within the human resource department (HRMIS). The core of an HRMIS is a database system that contains all relevant human resource information facilitating accessing, maintaining and processing activities. This direct our attention to the urging need to formulate a conceptual design for a strategic human resource management information system that deploys the total quality management concepts. Looking to the problem from this point of view will enable us to employ different forecasting techniques to support the strategic human resource applications that meet the organization goals in the intermediate and long-term.…
Human services organizations are agencies that are created for the sole purpose of helping people, whether they be for profit or non-profit. There are many different types of human services organizations as well as various types of populations being helped also these agencies have a variety of services being offered. The success or failure of organizations or even particular programs is dependent upon many different factors, including the characteristics of the organization and the environment. This paper will review a specific organization, discussing various aspects of it that are a culmination of exactly what defines this organization.…