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Riordan Manufacturing orgainzation objectives, targets and programs
Riordan Manufacturing orgainzation objectives, targets and programs
Riordan Manufacturing orgainzation objectives, targets and programs
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The implementation phase of the System Development Life Cycle (SDLC) is the most perplexing and crucial part of the project. Riordan Manufacturing has carefully chosen the stakeholders to ensure implementation of the Human Resources system. Going forward, a decision needs to be made in regards to what departments get the system installed first to last. The first group to use this new HR system will be the Information Technology department, followed by Human Resources. Going in this order will be the most strategic in gaining acceptance and will also train the IT folks how to use it so they can support it the end users. Lastly the remaining departments will have the software pushed to the workstations, one group at a time. The first stage of the implementation process is the coding phase. Before this process begins, it’s crucial that all of the key features are taken into consideration by the stakeholders to assure appropriate functionality of the new system for Riordan. Each module developed for the new system directly impacts the functionality for the …show more content…
Much of this phase is outlined in the user support plan provided by the team which, “addresses such issues as how users will be able to find help once the information system has become integrated into the organization. The development team should consider a multitude of support mechanisms and modes of delivery.” (Valacich, J. S., George, J. F., & Hoffer, J. A. (2012) pg. 323 para. 1). This phase also includes the debugging of the system and answering change requests made by users to increase the functionality of the system and to further suit the target user’s needs and requirements. This is generally provided as either an online support forum or a help desk number that the user contacts with their
Employee motivation and rewards are effective means to retain employees. When an employee is motivated, his or her needs are being met. When an employee is unmotivated, his or her needs are not being met which results in a high employee attrition rate. Riordan Manufacturing is experiencing a high attrition rate. Riordan Manufacturing has 3 plants and employs 550 people. Recently, Riordan hired Human Capital Consulting to perform an analysis on the underlying issues that are causing the decreasing employee satisfaction and to recommend courses of action that will address the underlying issues. Research has been done to identify the issues and opportunities, the stakeholders and ethical dilemmas, and the end state vision. A gap analysis has also been performed to determine the gap between the current situation and the end state goals. Riordan Manufacturing will use this information to determine the best way to proceed towards improving its working environment for the employees.
In the past, college graduates would embark on careers in the business world with book learned business theory. Now the college curriculum can include practical use of real world situations in a web-paged virtual organization. This virtual organization allows students experience to review, analyze, troubleshoot and resolve real business problems. This paper will review the virtual company, Riordan Manufacturing, allowing students to review existing business systems, identify improvements or introduce new business systems to allow the company to thrive in the growing technology of the business world.
Although Riordan Manufacturing has a generic strategic direction, a comprehensive strategic plan reevaluation and development must occur after the move to China. Environmental scanning, strategy formulation, strategy implementation, evaluation, and control are fundamental to the creation of a strategic plan (Wheelen & Hunger, 2010). Because, strategic planning is integral to the corporate strategy and success of Riordan the board of directors' requesting Team B formulate a comprehensive strategic plan for their organization.
The current architecture of the Riordan Manufacturing Company Inc. Wide Area Network (WAN) and network security in place requires updated documentation. The purpose of this paper is to consolidate the existing information into a single format and evaluate the WAN and security documentation for an executive overview. Riordan Manufacturing, Inc. is an industry leader in the field of plastic injection molding. With state-of-the art design capabilities, they create innovative plastic designs that have earned international acclaim. Attention to detail, extreme precision and enthusiastic quality controls are the hallmarks of Riordan Manufacturing. With facilities in San Jose, California, Albany, Georgia, Pontiac, Michigan and Hangzhou, China, the company is heavily dependent upon their communication networks. The documentation produced by this analysis will give the management at Riordan Manufacturing an understanding of their current network topology and a baseline to evaluate security of the network.
The drawbacks to these types of programs are very few. They all streamline the processes of employee compensation, time keeping, benefit schedule and timeframes for evaluations for improving productivity. These chores used to be done by hand, filed by hand, and updated by hand, this could be, depending on the size of the company and the number of employees, a daunting task, expensive in and of itself. However, having said that these programs make an HR professionals’ life a bit easier, one would tend to think about those individuals in the workforce who are not computer literate and therefore may be unable to access such programs. It is true that time will correct this situation as most school age children today have learned computer literacy but until then a solution must be made available for this factor. Other than the problem of the computer illiteracy these programs are viable and a valuable tool to help in sust...
. Purpose: To provide information to Brigade and HR Staff on the significance of HR information system in management personnel readiness.
The various reasons of the failure of this payroll system include complex award structures, vague governance structure for system implementation, inadequate documentation of business requirements at the commencement of the project, increased time taken to reach Go-Live status, absence of periodic review of the business needs, system and process testing prior to Go-Live had not identified a number of significant implementation risks, critical business readiness activities and practices were not fully developed, business continuity plans were not available for implementation to address any payroll issues as they emerged, key system performance reports for use by CorpTech were not available during the completion of the initial payroll processing, several changes to the payroll administration practices were introduced at the same time as the release of the SAP and WorkBrain systems. The audit declared that the failure of the project was due to the project governance, besides managing relationships with key stakeholders was not effective in ensuring roles and responsibilities were clearly articulated and in ensuring there was clear acco...
Managers that are not a part of the developmental phase are unaware of how systems are designed making it difficult to communicate its capabilities to the end-users. The purpose for developing the software was to ensure the check imaging and endorsing process of shared branch transactions would be more efficient for the end-user instead it was complicated and time consuming. End-users were not involved in the design phase of the ITC system therefore they could not convey their expectations and/or needs. Inadequate involvement of users in the design process is cited as a major factor contributing to the shortfall between expectation and reality (Damodaran, L., 1996). There are advantages to end-user involvement such as; improved levels of acceptance, accurate user requirements and better understanding of the system resulting in more effective participation.
After a review of the first project LAS started to search for an operating dispatch system, but none satisfied LAS requirements. They had to develop a new system and decided to go for one which would go even further than the first try in human independence. With intention of doing better than first time the plans for the new software was developed with an eye to saving cost and especially time, and this created an outline for choice of contractor. In March 1991 Apricot was chosen as main contractor for the hardware, while System Options was in charge of software development. There were early signals that both Apricon and System Options in this project were facing bigger challenge than they’d ever met before, and LAS did not consider references that claimed both lack of technical skills and ability to keep the time limits.
End-user input should be sought and highly valued when building a system that will be used by end users. No one has the expertise like the persons who will be using the system and have worked on the old system for years; they can bring a wealth of knowledge and experience on what the system can do.
For Configuration to meet customers needs users to improve their software and it might helpful to complete the task of configuration. Also needs to ensure it work with out having any problems.
b. Some of the more prominent HR systems are Standard Installation and Division Personnel Reporting System (SIDPERS), Reserve Component Automation System RCAS), Regional Leval Application Software(RLAS), and electronic Military Personnel Office (eMILPO). This paper will focus on SIDPERS and RCAS.
The purpose of the new system that I will develop is to improve on the
...r example of utilising the latest software which provides incessant development in operational presentation in order to ensure smooth operations always.
PT. XXX Industri (Persero) is a State Owned Enterprise Strategic Industries (BUMNIS) in the form of state-owned companies under the auspices of the Agency for Strategic Industries Management (BPIS) working in the field professional electronics. The technology developed by PT XXX Industri (Persero) has a strategic role in the: