Summary: Riordan Manufacturing

Riordan Manufacturing HR System Analysis Part II

BSA 375
May 28, 2011

Riordan Manufacturing HR System Analysis Part II
The new HRIS system architecture will be implemented and integrated into the existing IT infrastructure which will be supported by the corporate office in San Jose. I recommend that the company consider a three-tiered implementation approach. HRIS base requirements and enhanced HR functionality being deployed to a consolidated organizational-wide instance of the HRIS located at corporate office and a single virtual network in Tier 1; implementing the HRIS base requirements to US based locations in Tier 2; and providing enhanced HR functionality and support to the worldwide locations in Tier 3. In addition to the above,
Riordan will benefit from this system with features such as grievance tracking, payroll, security, with limited access for low level employees, and a central server connection that will work with most other servers; cross-platform access will also be available just in case a department manager (IT manager) uses a MAC instead of Windows, they would have access to the data and finally Riordan’s HR staff will be able to access all employee data at any time and at all Riordan locations.
Understanding and finding the right software for Riordan Manufacturing, several options made their selves known; there are two programs which stood out, Trak-IT HR and Perfect HR. The programs mentioned above have all of the necessary tools and functions that a company like Riordan needs to upgrade their Human Resource Department Information System. There are some differences between programs; Perfect HR does have a Payroll Management system that will be needed for the Human Resource Department at Riordan (Aspetuck Systems Inc.
In this scenario the assumption will be that the HRIS system is not capable of storing or producing the additional information needed by the HR department. Currently, the HR department uses the HRIS system to store basic employee information. To implement this system it will require updating (training) all employees that will use the Riordan Human Resource information; this would include, Managers, Recruiters, Employee Relation Specialist, Human Resource Personnel, Payroll Personnel and whoever else is a part of the Human Resource Department. Any Upgrades must be based on the employees (User) position and should be determined on how often these users use this system. All Human Resource Personnel should receive an upgrade at start-up of the new