Riordan Manufacturing Company Business Systems

Hugh McCaughley, Chief Operations Officer of Riordan Manufacturing has requested a new system for the Human Resources department of their company which would be implemented and utilized at three plant locations and the company headquarters. To build the new human resources system properly, information must be collected from various areas of Riordan Manufacturing, and the information will be collected in a variety of ways. This information must then be used to determine such items as scope of the project which can allow for feasibility studies to ensure the system should be implemented,

In our quest to ever better ourselves the IT department, of Riordan Manufacturing, is submitting this Request for Proposal to integrate a more sophisticated, state-of-the art, information systems technology in our Human Resources department. Riordan Manufacturing has always strived to better ourselves by keeping up with technology in all of our operating systems and our manufacturing systems. Our goal is to remain at the forefront of the manufacturing community as we keep leading the way in all of our business systems and, at the same time, keeping the feel of a customer friendly company. We want to make

Riordan Manufacturing is a large company with facilities in several locations around the world. Riordan Manufacturing is an international plastics manufacturer that currently employs 550 people and operates at around $46 million in sales("Riordan Manufacturing", 2013). As a result of its size, Riordan must have a system that is able to keep track of important information such as employee names and other confidential data. This information should be able to be accessed from other locations as well as the home office. There are other functions that a new and improved HR system could benefit such as inventory tracking or the shipping or reception of products. These

Riordan has sent a request for service with to the IT department hoping to benefit their company. The request for service involves changing the HR department for the better. Riordan wants to integrate and change the HR applications with a new state-of-the-art information system. The company wants to have the HR department to have the ability to assesses resources and tools all in one application.

Riordan Manufacturing is a multi location multi million dollar company that is looking to take advantage of a piece of software that is a state of the art sophisticated information system. Riordan would like to integrate its old information and use it to implement the new system and just have one system take care of everything. Since the corporation already has a similar system in place, this technology should be easily done with the new system. This new system should be very cost efficient and the process

Riordan Manufacturing is a company looking to upgrade their HR System. Their HR System is out of date and needs to improve its usefulness and effectiveness. Based on the Service Request SR-rm-004, this paper will prepare and describe information-gathering techniques and design methods for the Riordan Manufacturing HR System project. This paper will also identify key factors that will help ensure information for the project is gathered. The paper will also explain the scope and feasibility of the project. Finally, this paper will design and implement a new HR system for Riordan Manufacturing.

At this time the Riordan HR Department uses their Information System to track very basic employee information. The bulky and outdated software currently used by Riordan is memory heavy and bulky. The move to updated software can be done after regular work hours. Training on the new software should be done prior the to release of the new HR software. All employees in HR will need training to include, Managers, Recruiters, Employee Relation Specialist, Human Resource Personnel, and Payroll Specialists. All

Riordan manufacturing has requested an upgrade to their current human resources system. They currently have several disparate tools that are patched together in order to complete HR functions. Many Excel spreadsheets are used by different parts of HR, and combining all resources into one system can provide many time saving advantages and a more reliable system over all. By reviewing who the stakeholders are and what the best information-gathering techniques are we can ensure that we collect the information for the requirements and stay within the scope of the project.

Riordan Manufacturing is in need of updating their decrepit HRIS system to stay profitable. This system will move from the legacy system, integrated with the financial system, into a new standalone system used to integrate all of the HR tools within the system presently.

Riordan Manufacturing COO Hugh McCauley is requesting the implementation of a modern, state-of-the-art information system to integrate all existing HR tools into a single application. To achieve the desired goal, a very detailed investigation needs to be performed, studying the actual processes that Riordan Manufacturing currently uses. Also, a series of stakeholders will provide the adequate feedback trough a series of face-to-face interviews and meticulous observation of their respective working environments. These tools will help create a system that will maximize time

Riordan Manufacturing is seeking a new system that will consolidate all of their Human Resource related data. Currently, the data that will be a part of the new system is spread out through different departments of the company. The new system will allow this data to be saved in a central location, while only allowing viewing access to certain employees. The access will be much the same as currently in place, but located in a single system. Lastly, the implementation of the new system will be not be a quick process, because it would be safer the company completes a test run to few end users before completely releasing the system.

Riordan Manufacturing wants to integrate its existing HR information system tools to a single integrating application. This request of service is interested in defining business requirements for completion of the HR system for obtaining the objective. Security controls that we recommend for the design for the HR systems, process design, and application architecture are the requirements for this project.

Abstract. The Internet is permeating all aspects of our lives. This includes business and organizational endeavors as well as our personal lives. Businesses have become to depend on the Internet for their supply chain, advertising, and sales. E-commerce has experienced a tremendous growth in the last decade. Organizations are looking for new ways to leverage the Internet for business growth. Web Services is a growing technology in the Information Systems field. Data Management is also an ever-increasing endeavor for many organizations. The need for information is

Though the actual history of cloud computing is not that old (the first business and consumer cloud computing services websites – salesforce.com and Google, were launched in 1999), the story of cloud computing is intertwined directly with the creation of the Internet and business, the answer to the unsolved question of how internet utilization can help improve business technology was and is cloud computation. Business technology history is both extensive and interesting, almost as extensive as business itself, but the invention of computers are most responsible for the influence on business technology. Cloud computing, like all other innovation was nurtured in the right environment to take off, as multi-tenant architectures, highly

Services such as, data storage and security, are provided by cloud computing over the internet. In cloud computing, users can pay for what they consume (Bisong & Rahman, An Overview of the Securtiy Concerns in Enterprise Cloud Computing, 2011). Cloud computing is an emerging information technology, which can make it easier for the users to manage their data. Cloud computing allows businesses to expand as new cloud-based models are being discussed and implemented as solutions (Bamiah & Brohi, 2011).